[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcontrato-colectivo-de-condiciones-de-trabajo-entre-la-corporacion-municipal-de-tela-departamento-de-atlantida-y-el-sindicato-de-empleados-publicos-y-trabajadores-de-la-municipalidad-de-tela-":3,"menu:\u002Fes-hn:":153,"sites:htmlblocks":322,"subsites":1521,"cite-subsites":5086,"footer:root":5563,"suggested:root":5661,"cite-footer:root":5665},{"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":133,"content_type_view":134,"extra_breadcrumbs":135,"body":137,"body_blocks":148,"related_pages":152},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":131,"translations":132},{"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-entre-la-corporacion-municipal-de-tela-departamento-de-atlantida-y-el-sindicato-de-empleados-publicos-y-trabajadores-de-la-municipalidad-de-tela-","00ca7c44-0b24-11e4-8645-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fhonduras\u002Fcontrato-colectivo-de-condiciones-de-trabajo-entre-la-corporacion-municipal-de-tela-departamento-de-atlantida-y-el-sindicato-de-empleados-publicos-y-trabajadores-de-la-municipalidad-de-tela-\u002Fcontrato-colectivo-de-condiciones-de-trabajo-entre-la-corporacion-municipal-de-tela-departamento-de-atlantida-y-el-sindicato-de-empleados-publicos-y-trabajadores-de-la-municipalidad-de-tela-\u002F","Contrato Colectivo de Condiciones de Trabajo entre la Corporacion Municipal de Tela Departamento de Atlantida y el Sindicato de Empleados Publicos y Trabajadores de la Municipalidad de Tela - 2014","HND Corporacion Municipal de Tela Departamento de Atlantida - 2014","Honduras - HND Corporacion Municipal de Tela Departamento de Atlantida - 2014","HND Corporacion Municipal de Tela Departamento de Atlantida - 2014 - Administración pública, policía, organizaciones sociales",{"name":39,"data":40},"HONDURAS CBA SITRATELA 2014.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>New\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 ENTRE LA CORPORACION MUNICIPAL\nDE TELA DEPARTAMENTO DE ATLANTIDA Y EL SINDICATO DE EMPLEADOS PUBLICOS Y\nTRABAJADORES DE LA MUNICIPALIDAD DE TELA.\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 1: RECONOCIMIENTO\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD DE TELA, RECONOCE AL SINDICATO DE TRABAJADORES Y EMPLEADOS\nDE LA MUNICIPALIDAD DEL PUERTO DE TELA ´´SIDEPMUT´´ EN SU CALIDAD DE\nORGANIZACIÓN SINDICAL DEBIDAMENTE CONSTITUIDA DE CONFORMIDAD CON LAS LEYES DE\nLA REPUBLICA ,COMO EL UNICO Y EXCLUCIVO REPRESENTANTE LEGITIMO DEL INTERES\nPROFECIONAL Y GENERAL PARA EL ESTUDIO ,MEJORAMIENTO Y DEFENSA DE LA DIRECTIVA\nSINDICAL O CON LOS DELEGADOS DEL SINDICATO ODE LA FEDERACION A LA CUAL ESTA\nAFILIADA,TODOS LOS CONFLICTOS DE CARÁCTER INDIVIDUAL O COLECTIVO QUE PUDIERA\nSURGIR CON MOTIVO DE LA APLICACIÓN DE LAS LEYES LABORALES DEL PAIS O DEL\nPRESENTE CONTRATO SIN PREJUICIO DEL DERECHO QUE TIENEN TODOS LOS TRABAJADORES\nPARA GESTIONAR DIRECTAMENTE ANTE LA MUNICIPALIDAD LOS PROBLEMAS QUE AFECTAN\nINDIVIDUALMENTE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 2: REGULACION DEL PRESENTE CONTRATO COLECTIVO\u003C\u002Fh2>\n\n\u003Cp>EL PRESENTE CONTRATO COLECTIVO RIGE Y REGULA LAS CONDICIONES DE TRABAJODE\nTODOS LOS EMPLEADOS Y TRABAJADORES AFILIDOS QUE LABORAN EN LOS DISTINTOS\nDEPARTAMENTOS Y PLANTELES DE TRABAJOS DE LA MUNICIPALIDAD DE TELA. ES ENTENDIDO\nQUE LA MUNICIPALIDAD SE COMPROMETE A RESPETAR Y CUMPLIR LAS CONQUISTAS\nYBENEFICIO QUE A LOGRADO EL SINDICATO A FAVOR DE SUS AFILIADOS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No.3: PERMISOS RENUMERADOS A COMISIONES SINDICALES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONCEDERA PERMISOS DEBIDAMENTE RENUMERADO POR 12 DIAS EN EL\nMES A LOS DIRECTIVOS, EMPLEADOS Y TRABAJADORES PARA DESEMPEÑAR COMISIONES\nSINDICALES CUANDO ESTOS LO SOLICITEN. SI EL DIRECTIVO, EMPLEADO OTRABAJADOR\nNECESITA MAS DE DOCE DIAS LA MUNICIPALIDAD CONCEDERA PERMISO POR LOS DIAS\nNECESARIO, SIEMPRE RENUMERADOS CON LA DEBIDA COMPROBACION, ESTOS PERMISOS SE\nSOLICITARAN CON 24HORAS DE ANTICIPACION, SALVO CASO FORTUITO DE FUERZA MAYOR\nTAMBIEN PERMITIRAN EN HORAS LABORABLES EL LIBRE ACCESO AL CENTRO DEL TRABAJO Y\nSUS DEPENDENCIAS A LOS DIRECTIVOS SINDICALES Y DELEGADOS DE LOS\nDEPARTAMENTOS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 4: PERMISOS REMUNERADOS A EMPLEADOS Y TRABAJADORES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>LA MUNICIPALIDAD CONCEDERA LICENCIA O PERMISOS CON GOCE DE SALARIO A TRES\nEMPLEADOS ,TRABAJADORES A LA VEZ A PARTE DE LA DIRECTIVA QUE SEAN ASIGNADOS POR\nELSINDICATO PARA GOZAR DE BECAS OTORGADAS POR INSTITUCIONES NACIONALES ,CON EL\nOBJETIVO DE ASISTIR A CURSOS DE CAPACITACION SINDICAL ,COOPERATIVISMO,\nSEMINARIOS ,CONFERENCIAS ,CONGRESOS Y GIRAS DE ESTUDIO CON LA APROBACION DE LA\nFEDERACION A LA CUAL ESTE AFILIADA EL SINDICATO ,LOS DIAS QUE RECONOCERA LA\nMUNICIPALIDAD A RAZON DE ESTA CLAUSULA NO EXCEDERAN 70 DIAS EN EL AÑO.\u003C\u002Fp>\n\n\u003Cp>EN CASO DE CURSOS O SEMINARIOS DE CARÁCTER INTERNACIONAL SE CONCEDERA\nELPERMISO RESPECTIVO DE UNA SOLA VEZ CADA AÑO. SIEMPRE QUE EL NO EXCEDA DE 70\nDIAS LABORABLES.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 5: PERMISOS RENUMERADOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONCEDERÁ PERMISOS REMUNERADOS A EMPLEADOS Y TRABAJADORES\nEN LOS CASOS SIGUIENTES:\u003C\u002Fp>\n\n\u003Cp>A.CUATRO DÍAS CON GOCE DE SALARIO CUANDO SE TRATE DE VIAJAR A OTRA CIUDAD\nPARA CUMPLIR CON OBLIGACIONES DE CARÁCTER PÚBLICO, IMPUESTOS POR LA LEY COMO\nSER: EJERCER EL SUFRAGIO, GESTIONAR LA OBTENCIÓN DE DOCUMENTOS, ATENDER SITAS\nJURÍDICAS O DE OTRAS AUTORIDADES.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>B.SEISDÍAS CON GOCE DE SALARIO CUANDO SE TRATE DE VIAJAR A OTRA CIUDAD O\nLOCAL EN CASO DE CALAMIDAD DOMESTICA DEBIDAMENTE COMPROBADA COMO SER: GRAVEDAD\nO MUERTE DE LA ESPOSA (O), COMPAÑERA (O), DE HOGAR, HIJOS, MADRE Y PADRE\nSIEMPRE QUE ESTOS ESTÉN DEBIDAMENTE REGISTRADOS EN EL DEPARTAMENTO DE PERSONAL\nY A LA VEZ ESTOS FAMILIARES ABUELOS (AS), HERMANOS (AS), ASI MISMO CUANDO\nOCURRAN INSENDIOS, TERREMOTOS, URACANES E INUNDACIONES QUE AFECTEN LA\nVIVIENDA.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>C.TRES DÍAS COMO MÁXIMO CON GOCE DE SUELDO CUANDO SE TRATE DE VIAJAR A\nOTRA CIUDAD O LOCAL PARA ASISTIR AL SEPELIO DE UN COMPAÑERO DE TRABAJO.\u003C\u002Fp>\n\n\u003Cp>D.SIETE DÍAS CON GOCE DE SALARIO EN CASO DE CONTRAER MATRIMONIO, EN ESTE\nCASO EL TRABAJADOR O EMPLEADO SOLICITARA EL PERMISO CON LA DEBIDA\nANTICIPACIÓN. EL NÚMERO DE TRABAJADORES QUE SE AUSENTEN NO DEBERÁ SER TAL\nQUE PUEDA PERJUDICAR U OBSTACULIZAR EL DESARROLLO DE LAS FUNCIONES DIARIAS DE\nLA MUNICIPALIDAD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No.6: PERMISOS\u003C\u002Fh2>\n\n\u003Cp>EN CASO QUE EL TRABAJADOR TENGA UNA EMERGENCIA O SOLICITE PERMISO PRESENTARA\nCAUSA JUSTIFICADA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 7: FERIADOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD ADEMÁS DE LO ESTABLECIDO EN EL CÓDIGO DE TRABAJO RECONOCE\nCOMO DÍAFERIADO EL 13 DE JUNIO “DIA DEL PATRON SAN ANTONIO DE PADUA” A LAS\nMUJERES el 25 DE ENERO “DIA DE LA MUJER” Y EL 24 Y 31 DE DICIEMBRE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 8: FERIADOS EN DOMNIGOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A QUE CUANDO EL CALENDARIO MARQUE DÍA\nFERIADO UN DOMINGO SE RECONOCERÁ EL DÍA LUNES COMO FERIADO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 9: FERIADOS NACIONALES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp>TODO EMPLEADO O TRABAJADOR GOZARA DE DÍAS FERIADOS NACIONALES LOS DÍAS 01\nDE ENERO,14 DE ABRIL,15 DE SEPTIEMBRE,03 DE OCTUBRE,12 DE OCTUBRE,21 DE\nOCTUBRE,25 DE DICIEMBRE Y LOS DÍAS DE SEMANA SANTA JUEVES, VIERNES Y SÁBADO.\nASÍ MISMO LA MUNICIPALIDAD SE COMPROMETE QUE CUANDO UN FERIADO NACIONAL LO\nTRABAJEN EMPLEADOS AFILIADOS Y TRABAJADORES SE LES PAGARA CONFORME AL ARTÍCULO\n340 DEL CÓDIGO DE TRABAJO Y AL IGUAL EL DÍA DE DESCANSO O SÉPTIMO DÍA SI SE\nTRABAJA SE PAGARA DOBLE Y SE LE DARÁ OTRO DÍA DE LA SEMANA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 10: RIEZGO Y SEGURIDAD\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>LOS TRABAJADORES POR CUADRIA CUANDO DESEMPEÑEN LABORES DE TRABAJO EN AGUAS\nNEGRAS,TREN DE ASEO, BARRENDEROS Y OTRAS ACTIVIDADES, SIMILARES QUE REPRESENTEN\nUN PELIGRO INMINENTE PARA LA SALUD DEL TRABAJADOR , TRABAJARAN 6 HORAS\nCONTINUAS PROPORCIONANDOLES LA MUNICIPALIDAD LOS IMPLEMENTOS DE PROTECCION\nNECESARIOS COMO SER, BOTAS DE HULE,GUANTES, CAPOTES, NARICERAS, CASCOS ,Y\nDESINFECTANTES.\u003C\u002Fp>\n\n\u003Cp>ASI MISMO A LOS TRABAJADORES CASUALES, SE LES PROPORCIONARA TALES\nHERRAMIENTAS HACIENDOSE ESTOS RESPONSABLES A ELLAS.TAMBIEN SE LES RECONOCERA EL\n70% DEL VALOR DE LAS MEDICINAS QUE COMPRE PARA EL UNICAMENTE EN CASO DE\nACCIDENTE COMPROBADO O ENFERMEDADES PRODUCTO DEL DESEMPEÑO DE SUS FUNCIONES EN\nEL TRABAJO.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 11: BOTIQUINES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD MANTENDRÁ EN TODOS SUS CENTROS DE TRABAJO BOTIQUINES CON\nMEDICAMENTOS NECESARIOS PARA PRIMEROS AUXILIOS; ESTOS BOTIQUINES ESTARÁN BAJO\nLA SUPERVISIÓN Y VIGILANCIA DE LA COMISIÓN DE HIGIENE Y SALUBRIDAD, LA CUAL\nSE ENCARGARA EN UN PLAZO NO MAYOR DE 60 DÍAS\u003C\u002Fp>\n\n\u003Cp>CONTADOS A PARTIR DE LA VIGENCIA DEL CONTRATO COLECTIVO DICHA COMISIÓN\nDESIGNARA LOS SITIOS APROBADOS PARA COLOCARLOS, DEBIENDO LA MUNICIPALIDAD\nATENDER LAS INDICACIONES DE DICHA COMISIÓN QUE ESTARÁN INTEGRADAS POR TRES\nMIEMBROS DEL SINDICATO MUNICIPAL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 12: SERVICIOS MEDICOS Y RECONOCIMIENTO DE MEDICINAS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A RECONOCER A LOS EMPLEADOS Y TRABAJADORES EL\n80% DEL VALOR DE MEDICINAS QUE COMPRE PARA SU ESPOSA (O), COMPAÑERA(O), DE\nHOGAR EL 60% DEL MISMO PARA CADA UNO DE LOS CUATRO HIJOS MENORES DE 16 AÑOS EN\nCASO DE SER SOLTERO(A) A SU PADRE Y MADRE DEBIDAMENTE REGISTRADOS EN EL\nDEPARTAMENTO DE PERSONAL, ESTE SERVICIO SE PAGARA MEDIANTE LA PRESENTACIÓN DE\nRECETAS MEDICAS Y FACTURAS. ASÍ MISMO LA MUNICIPALIDAD SE COMPROMETE A\nRECONOCER EL 100% DEL COSTO DE 7 CONSULTAS MEDICAS AL AÑO, A CADA EMPLEADO Y\nTRABAJADOR, Y A CADA UNO DE LOS CUATRO HIJOS, ES ENTENDIDO QUE CADA EMPLEADO O\nTRABAJADOR, ESPOSA(O) Y SUS CUATRO HIJOS SE LES CONCEDERÁ EL VALOR DE LAS\nMEDICINAS Y CONSULTAS ÚNICAMENTE 7 VECES AL AÑO, SIEMPRE Y CUANDO LAS\nFACTURAS SEAN PRESENTADAS A MAS TARDAR QUINCE DÍAS DESPUÉS DE LA FECHA DE\nCOMPRA PREVIA COMPROBACIÓN DEL COSTO EFECTUADO Y EN EL ESTABLECIMIENTO\nREFERIDO.\u003C\u002Fp>\n\n\u003Cp>LA ADULTERACIÓN DE FACTURAS DARÁ LUGAR A PERDER DICHO DERECHO.\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN QUE PARA SUS AFILIADOS GOCEN DE UN\nMEJOR SERVICIO MÉDICO CONTRATARAN UN DOCTOR DE LA LOCALIDAD CONCERTANDO TODO\nLO RELACIONADO EN EL PAGO DE CONSULTA Y DEMÁS MODALIDADES PARA UN MEJOR\nFUNCIONAMIENTO DE ESTE PROGRAMA Y CUANDO SE BUSQUE UN MÉDICO ESPECIALIZADO\nSERÁ PREVIO DICTAMEN MÉDICO GENERAL CONTRATADO.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 13: CONSIDERACION POR ENFERMEDAD\u003C\u002Fh2>\n\n\u003Cp>CUANDO POR DICTAMEN MEDICO O CAUSA DE RIESGO PROFECIONAL O ENFERMEDAD COMUN\nHAYA NESESIDAD DE TRASLADAR UN EMPLEADO O TRABAJADOR A DESEMPEÑAR DEBERES\nDISTINTOS A LOS HABITUALES CON EL OBJETIVO DE NO PERJUDICAR SU SALUD; LA\nMUNICIPALIDAD HARA DILIGENCIAS CORRESPONDIENTES SIN AFECTAR EL TRABAJO DE\nEMPLEADOS O TRABAJADORES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 14: EXAMENES MEDICOS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A RECONOCER EL 80% DEL VALOR DE LOS EXÁMENES\nCUANDO UN EMPLEADO(A) ESPOSA(O), HIJOS(AS) POR PRESCRIPCIÓN MÉDICA SEA\nSOMETIDO A EXÁMENES DE SANGRE, PULMONES, PRUEBA DEL ELISA”SIDA” DE LA\nVISTA, ULTRASONIDO, ACIDO ÚRICO, COLESTEROL, ENDOSCOPIA, ELECTROCARDIOGRAMA,\nEXAMEN DE CÁNCER, EXAMEN DE TIROIDES, EXAMEN DE MAMAS, EXAMEN DE PRÓSTATA,\nEXAMEN DE ESTOMAGO Y EXAMEN DE OTORRINALINGOLOGO.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 15: PROBLEMAS LABORABLES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN DISCUTIR CONJUNTAMENTE LOS\nPROBLEMAS DE ORDEN INDIVIDUAL O COLECTIVO EN FORMA DIRECTA ANTES DE ACUDIR ANTE\nLAS AUTORIDADES DE TRABAJO;PARA TAL EFECTO LOS DIRECTIVOS DEL SINDICATO Y LOS\nREPRESENTANTES DE LA MUNICIPALIDAD CELEBRARAN REUNION TODOS LOS MESES O CUANDO\nASI LO ESTIMEN CONVENIENTES O SEA NECESARIA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 16: SANCIONES\u003C\u002Fh2>\n\n\u003Cp>DE CONFORMIDAD AL CODIGO DE TRABAJO SE PROCEDERA A CASTIGAR LAS FALTAS\nCOMETIDAS POR LOS EMPLEADOS PRESENTANDO AL SINDICATO DE ESTA PREVIA\nCOMPROBACION DE LOS HECHOS; Y DE NO PRESENTAR NINGUNA PRUEBA, PARA TENER PLENO\nCONOCIMIENTO DE LA MISMA NO SE PODRA SANCIONAR NI LEVANTAR ACTAS DE NINGUNA\nINDOLE EN CONTRA DEL TRABAJADOR O EMPLEADO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 17: CONTROVERCIA APLICACIÓN CONTRATO COLECTIVO.\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO ACUERDAN QUE CUANDO SE ENCUENTRE\nCONTROVERSIA CON LA RELACION A LA APLICACIÓN DEL PRESENTE CONTRATO COLECTIVO\nDE CONDICIONES DE TRABAJO A LAS LEYES LABORALES SE APLICARA LO QUE MEJOR\nFAVORESCA AL TRABAJADOR.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 18: REPRESALIAS CONTRA DIRECTIVOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A NO TOMAR NINGUNA CLASE DE REPRESALIAS\nCONTRA LOS DIRECTIVOS, DELEGADOS O CUALQUIER OTRO MIEMBRO DEL SINDICATO POR\nPARTICIPAR EN LAS ACTIVIDADES SINDICALES LICITAS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 19: CONDICIONES DEL CONTRATO COLECTIVO\u003C\u002Fh2>\n\n\u003Cp>PARA ESTABLECER CONDICIONES DISTINTAS DEL PRESENTE CONTRATO COLECTIVO DE\nCONDICIONES DE TRABAJO; LA MUNICIPALIDAD Y EL SINDICATO SE COMPROMETEN A\nNEGOCIAR CON LA JUNTA DIRECTIVA SINDICAL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 20: ESTABILIDAD LABORAL\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD EN OBSERVANCIA DE LOS PRINCIPIOS EN NORMAS APLICABLES A UNA\nSANA ADMINISTRACION SE COMPROMETEN A GARANTIZAR A TODOS LOS EMPLEADOS Y\nTRABAJADORES EN SUS PUESTOS CORRESPONDIENTES, MIENTRAS NO EXISTAN CAUSAS\nJUSTIFICADAS DE DESPIDO COMO SER INCAPACIDAD EN EL DESEMPEÑO DE SUS FUNCIONES\nO ALGUNAS OTRAS FALTAS GRAVES ESTABLECIDAS EN EL CODIGO DE TRABAJO ESTO A LA\nPROHIBICION EXPRESA DE EFECTUAR REMOCIONES EN EL PERSONAL POR EL SIMPLE HECHOS\nDE OCURRIR CAMBIOS POLITICOS ENTRE LOS FUNCIONARIOS QUE INTEGRAN LA CORPORACION\nMUNICIPAL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 21: MEDIDAS DICIPLINARIAS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD PODRA DECRETAR CONJUNTAMENTE CON EL SINDICATO LAS MEDIDAS\nDISCIPLINARIAS QUE CORRESPONDAN POR CONSIDERARSE GRAVES O LEVES COMETIDAS POR\nEL EMPLEADO O TRABAJADOR SIEMPRE QUE SE HAGAN LAS INVESTIGACIONES DEL CASO Y\nCUANDO ESTE AMERITE PARA QUE ESTE EMPLEADO O TRABAJADOR SEA CASTIGADO DE\nCONFORMIDAD CON LA LEY DEL CODIGO DEL TRABAJO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 22: ESTABILIDAD DE DIRECTIVOS SINDICALES\u003C\u002Fh2>\n\n\u003Cp>LOS MIEMBROS DE LA JUNTA DIRECTIVA DE LA ORGANIZACIÓN SINDICAL, NO PODRAN\nSER DESPEDIDOS DE SUS CARGOS DESDE SU ELECCION SEIS MESES DESPUES DE CESAR DE\nSUS FUNCIONES SALVO CAUSAS JUSTIFICADAS A BASE DE DOCUMENTO Y DEMAS TRAMITES DE\nLEY.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 23: BECAS DE ESTUDIOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A CONCEDER UNA AYUDA ECONÓMICA POR UN VALOR\nDE LPS.350.00 POR DIEZ MESES PAGADEROS POR TRIMESTRE PREVIA PRESENTACIÓN DE\nNOTAS DE 30 HIJOS DE EMPLEADOS Y TRABAJADORES PARA QUE PUEDAN REALIZAR ESTUDIOS\nDE EDUCACIÓN PRIMARIA Y SECUNDARIA EN LAS ESCUELAS Y COLEGIOS LOCALES QUIENES\nDEBERÁN ATENDER A UN ÍNDICE ACADÉMICO DE 85% SUPERVISADO POR LA\nMUNICIPALIDAD Y EL SINDICATO Y AL IGUAL SE COMPROMETE A PROPORCIONAR 2,000\nCUADERNOS DE ESPIRAL DE 200 PÁGINAS, 2,000 LÁPICES GRAFITOS, 1,000 PLUMAS\nTINTA NEGRA Y 200 BOLSONES DE BUENA CALIDAD QUE SERÁN ENTREGADOS AL SINDICATO\n60 DÍAS DESPUÉS DE ENTRAR EN VIGENCIA EL PRESENTE CONTRATO COLECTIVO EL\nSINDICATO SERÁ RESPONSABLE DE DISTRIBUIRLOS ENTRE LOS HIJOS DE LOS EMPLEADOS Y\nTRABAJADORES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 24: CELEBRACION DIA DEL TRABAJADOR\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD COMO MUESTRA DE CONSIDERACIÓN PARA LOS EMPLEADOS Y\nTRABAJADORES SE COMPROMETE A DONAR LA CANTIDAD DE LPS. 15,000.00 (QUINCE MIL\nLEMPIRAS EXACTOS), PARA LA CELEBRACIÓN DEL PRIMERO DE MAYO “DÍA\nINTERNACIONAL DEL TRABAJO” DICHA CANTIDAD SERÁ ENTREGADA AL SINDICATO CON\nQUINCE DÍAS DE ANTICIPACIÓN PREVIA PRESENTACIÓN DEL RECIBO\nCORRESPONDIENTE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 25: SEGURO SOCIAL\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilityfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A GIRAR AL INSTITUTO HONDUREÑO DEL SEGURO\nSOCIAL (IHSS), LAS CUOTAS DEDUCIDAS A LOS EMPLEADOS Y TRABAJADORES POR PAGO DE\nESTE SEGURO QUE CONSISTE EN EL 3.5% DE SUS SUELDO MENSUAL, ASÍ MISMO CUANDO UN\nEMPLEADO POR INCAPACIDAD LA MUNICIPALIDAD LE RECONOCERÁ SU SUELDO COMPLETO Y\nCUANDO EL TRABAJADOR RECIBA EL EFECTIVO DE LA INCAPACIDAD POR PARTE DEL SEGURO\nATRAVEZ DEL BANCO SE COMPROMETE A DEVOLVERLO A LA TESORERIA MUNICIPAL.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 26: PLAN DE VIVIENDA\u003C\u002Fh2>\n\n\u003Cp>QUEDA CONVENIDO ENTRE LA MUNICIPALIDAD Y EL SINDICATO QUE LA PRIMERA SE\nCOMROMETE A PRESTAR AYUDA PARA EL RELLENO DE LAS CALLES Y AVENIDAS QUE HAN SIDO\nTRAZADAS EN LOS LOTES DE LOS TERRENOS ADQUIRIDOS PARA LAS COLONIAS DE LOS\nEMPLEADOS Y TRABAJADORES; DICHA AYUDA CONSISTE EN EL SUMINISTRO DE EQUIPO,\nCOMBUSTIBLE Y EL PERSONAL PARA SU OPERACIÓN LO PONDRA EL SINDICATO DE SUS\nPROPIOS AFILIADOS NO SIENDO PERMITIDO UTILIZAR PERSONAS QUE FUERAN LAS QUE\nOPEREN NORMALMENTE AL EQUIPO SALVO AUTORIZACION POR LA ALCALDIA MUNICIPAL, ASI\nMISMO SE COMPROMETE AL RELLENO TOTAL SIEMPRE Y CUANDO EL TERRENO ESTE\nTOTALMENTE DISTRIBUIDO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 27: CELEBRACION DEL DIA DEL NIÑO\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE EN DONAR AL SINDICATO PARA FESTEJAR LA FIESTA DEL\nDÍA DEL NIÑO 10 DE SEPTIEMBRE PARA LOS HIJOS DE LOS EMPLEADOS Y TRABAJADORES\nAFILIADOS LA CANTIDAD DE LPS.15, 000.00 (QUINCE MIL LEMPIRAS EXACTOS), A MÁS\nTARDAR EL 01 DE SEPTIEMBRE DE CADA AÑO.\u003C\u002Fp>\n\n\u003Cp>NOTA: ES ENTENDIDO QUE EL PERSONAL QUE LABORA ESE DÍA QUE SE CELEBRA EL\nDÍA DEL NIÑO PRESTARA SUS LABORES HASTA LAS 12:00 MERIDIANO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 28: DIA DE LA SECRETARIA\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A CELEBRAR EL DIA DE LA MUJER EL 25 DE ENERO\nY EL DIA DE LA SECRETARIA EL 27 DE ABRIL, ES ENTENDIDO DE QUE DICHO CONVIVIO\nSERA UNICAMENTE PARA LOS EMPLEADOS QUE LABORAN PARA LA MUNICIPALIDAD, AL IGUAL\nLES RECONOCERA UN DIA DE ASUETO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 29: RECONOCIMIENTO AL MEJOR TRABAJADOR\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIAPLIDAD CONVIENE QUE COMO UN RECONOCIMIENTO A LA LABOR DE SUS\nEMPLEADOS Y TRABAJADORES AFILIADOS OTORGARA UN PREMIO ANUAL DE LPS. 1,000.00 AL\nEMPLEADO Y TRABAJADOR QUE REUNA LAS SIGUIENTES REQUISITOS:\u003C\u002Fp>\n\n\u003Cp>A. DISCIPLINA\u003C\u002Fp>\n\n\u003Cp>B. PUNTUALIDAD\u003C\u002Fp>\n\n\u003Cp>C. EFICIENCIA\u003C\u002Fp>\n\n\u003Cp>LA FECHA DE ENTREGA DE DICHO PREMIO SERA EL 24 DE FEBRERO DE CADA AÑO FECHA\nQUE SE CELEBRARA LA FUNDACION DEL SINDICATO MUNICIPAL DE TELA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 30: CONSTRUCCION SEDE SINDICAL\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE EN AYUDAR LA CONSTRUCCION DE LA SEDE DEL SINDICATO\nCON LOS MATERIALES SIGUIENTES; BLOQUES, MADERA, ZINC, CEMENTO, CASCAJO Y ARENA,\nASI MISMO COLABORARA CON LA MANO DE LA OBRA.\u003C\u002Fp>\n\n\u003Cp>DICHA OBRA LA HARA EN COLABORACION Y SOLIDARIDAD CON LA CLASE\nTRABAJADORA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 31: IMPLEMENTOS DEPORTIVOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONTRIBUYE AL DEPORTE ENTRE LOS TRABAJADORES POR MEDIO DEL\nDEPARTAMENTO DE INMUTEDE, CREARA EL EQUIPO MUNICIPAL DE FOOT BOLL O CUALQUIER\nOTRA DISCIPLINA DEPORTIVA PROPORCIONANDOLE IMPLEMENTOS DEPORTIVOS COMO SER\nUNIFORMES , TACOS , BALONES , TRANSPORTE(VEHIVULOS). QUEDA ENTENDIDOS QUE ESTOS\nIMPLEMENTOS DEPORTIVOS SON PRIORIDAD DE LA MUNICIPALIDAD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 32: FACILIDAD DE LOCAL PARA SESIONES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE EN FACILITAR AL SINDICATO LA SALA DE EVENTOS\nMULTIPLES EDWUARD BENNETT PARA REALIZAR SESIONES ORDINARIAS Y EXTRAORDINARIAS\nPARA SUS ASAMBLEAS, UN CUBICULO ADECUADO DONDE ACTUALMENTE ESTA ESTABLECIDO EN\nEL EDIFICIO DE LA MUNICIPALIDAD EL CUAL SIRVE DE OFICINA PARA EL SINDICATO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 33: TRANSPORTE DE BICICLETAS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A PROPORCIONAR BICICLETAS AL DEPARTAMENTO DE\nVOCALIA DE POLICIA (7), AL DEPARTAEMNTO DE CATASTRO(7), DEPARTAEMNTO DE CONTROL\nTRIBUTARIO(2), PARA UN MEJOR DESEMPEÑO DE SUS LABORES. ES ENTENDIDO QUE SE\nMANTENDRA EN BUEN ESTADO DICHO TRANSPORTE, SERA UNICAMENTE EN HORAS\nLABORALES.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 34: CARNET PARA LOS EMPLEADOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE EN EXTENDER A CADA TRABAJADOR O EMPLEADO\nPERMANENTE SU RESPECTIVO CARNET DE TRABAJO LAMINADO CON GAFETE PARA\nIDENTIFICARSE COMO EMPLEADO (A), TRABAJADOR (A) DE LA MISMA 30 DIAS DESPUES DEL\nCONTRATO COLECTIVO VIGENTE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 35: CUOTAS SINDICALES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD DEDUCIRÁ DE LOS SALARIOS DE LOS EMPLEADOS DE FORMA\nQUINCENAL O SEMANAL PARA LA CUOTA SINDICAL, ESTA DEDUCCIÓN SERÁ A TODOS LOS\nEMPLEADOS QUE GOCEN DEL BENEFICIO DEL CONTRATO COLECTIVO SEGÚN ARTICULO 95\nINCISO 12 DEL CÓDIGO DE TRABAJO SEGÚN SEA NECESARIO EL CASO EL MONTO DE LAS\nCUOTAS ORDINARIAS Y EXTRAORDINARIAS.\u003C\u002Fp>\n\n\u003Cp>LA CUOTA PARA LA CONSTITUCIÓN DE LA COOPERATIVA DE VIVIENDA, AHORRO Y\nCRÉDITO QUE SEA ACORDADO POR LA ASAMBLEA EL MONTO DE LAS DEDUCCIONES HECHAS,\nSERÁ ENTREGADO A LA TESORERÍA DEL SINDICATO A MAS TARDAR EL 05 DE CADA MES\nESTA DEDUCCIÓN SERÁ ÚNICAMENTE PARA LOS AFILIADOS DE ESTA ORGANIZACIÓN\nSINDICAL, ASÍ MISMO LA MUNICIPALIDAD SE COMPROMETE A NO HACER DEDUCCIONES DE\nCOOPERATIVAS U OTRAS CLASES DE AHORRO Y PRÉSTAMO QUE NO CORRESPONDAN A LA\nORGANIZACIÓN SINDICAL SALVO A LO ESTIPULADO POR LA LEY.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 36: AUMENTO SALARIAL\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>LA MUNICIPALIDAD CONCEDERÁ UN INCREMENTO SALARIAL DEL 10% A TODOS LOS\nEMPLEADOS Y TRABAJADORES.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 37: REAJUSTE SALARIAL\u003C\u002Fh2>\n\n\u003Cp>EN CASO DE QUE UN TRABAJADOR SEA ASIGNADO PARA OCUPAR UN CARGO SUPERIOR\nTEMPORALMENTE O PERMANENTEMENTE SE LE HARA EL AJUSTE AL SALARIO QUE DEVENGA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 38: DUPLO SALARIAL\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD PAGARA EL DOBLE DE SALARIO CUANDO EN DIAS FERIADOS LABOREN\nLOS TRABAJADORES O EMPLEADOS SEGÚN LO ESTABLESIDO EN EL ARTICULO 340 DEL\nCODIGO DE TRABAJO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 39: REVICION DE LA CLAUSULA SALARIAL\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A REVIZAR LA CLAUSULA NO. 36 DE ESTE CONTRATO\nCOLECTIVO A MAS TARDAR EN EL MES DE OCTUBRE DE CADA AÑO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch2>CLAUSULA No. 40: TRABAJO Y SALARIO IGUAL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A RECONOCER DE ACUERDO CON EL ARTICULO NO.\n128 NUMERAL 3 DE LA DE LA CONSTITUCION REPUBLICA QUE DICE TRABAJO IGUAL\nCORRESPONDE SALARIO IGUAL, SIN DISCRIMINACION ALGUNA SIEMPRE QUE EL PUESTO, LA\nJORNADA Y LAS CONDICIONES DE EFICIENCIA Y TIEMPO DE SERVICIO SEA TAMBIEN\nIGUALES.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSULA No. 41: SALARIO MINIMO AL EMPLEADO Y TRAJADOR TEMPORAL\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE HACER EFECTIVO A TODO TRABAJADOR O EMPLEADO\nTEMPORALEL SALARIO MINIMO QUE SEA DECRETADO POR EL SOBERANO CONGRESO NACIONAL\nEN TODAS SUS EPOCAS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 42:PAGO DE PRESTACIONES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN CON REFERENTE A LOS TRABAJADORES Y\nEMPLEADOS QUE YA CUMPLIERON SU CICLO DE 65 AÑOS DE EDAD, SE LES PAGARA SUS\nPRESTACIONES SOCIALES CONFORME A LA CLAUSULA NO. 43 DEL CONTRATO COLECTIVO\nVIGENTE ES ENTENDIDO QUE ESTAS PERSONAS TENGAN CANCELADAS LAS CUOTAS DEL SEGURO\nSOCIAL.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 43: REMUNERACION DE PRESTACIONENES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONSIDERANDO QUE EL CODIGO DEL TRABAJO\nUNICAMENTE RECONOCE PARA PRESTACIONES SOCIALES QUINCE AÑOS DE SERVICIO\nCONTINUO Y EN ESTA INSTITUCION EXISTEN EMPLEADOS Y TRABAJADORES DE MAS DE\nQUINCE AÑOS DE TRABAJO CARECIENDO ADEMAS DE PENSIONES Y JUBILACIONES POR PARTE\nDE LA MUNICIPALIDAD ASI MISMO SE COMPROMETEN A RECONOCER A LOS EMPLEADOS Y\nTRABAJADORES CON MAS DE 20 AÑOS DE SERVICIO, SE LE PAGARA COMO MAXIMO 20 AÑOS\nDE PRESTACIONES SOCIALES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 44: PRESTACINOES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN QUE CUANDO UN EMPLEADO O\nTRABAJADOR QUE TENGA TRES ANOS EN DELANTE DE LABORAR PARA ESTA MUNICIPALIDAD Y\nSEA DESPEDIDO POR CUALQUIER CAUSA O SOLICITE SUS PRESTACIONES SOCIALES, ESTAS\nLE SERÁN ENTREGADAS INTEGRAS Y DE UN SOLO PAGO INMEDIATAMENTE AL COMUNICARLE\nSU COMUNICACION O AL ACEPTARLE SU RENUNCIA. ASÍ MISMO LOS EMPLEADOS Y\nTRABAJADORES DE MENOS DE TRES AÑOS DE LABORAR QUE FUESEN DESPEDIDOS POR LA\nMUNICIPALIDAD, SE LES RECONOCERÁN SUS PRESTACIONES SOCIALES DE LA MISMA MANERA\nQUE DICE EL PÁRRAFO ANTERIOR NO OBSTANTE AQUELLOS EMPLEADOS O TRABAJADORES QUE\nLA SOLICITEN Y TENGAN MENOS DE TRES AÑOS DE ANTIGÜEDAD SE LES RECONOCERÁ\nNEGOCIADA DE UN SOLO PAGO INMEDIATAMENTE QUE SEA APROBADA LA SOLICITUD; ES\nENTENDIDO QUE ANTES DE EFECTUAR CUALQUIER TRÁMITE DE ESTA ÍNDOLE\n(PRESTACIONES SOCIALES O CANCELACIÓN O RENUNCIA). TENDRÁ QUE SER COMUNICADO A\nLOS DIRECTIVOS DEL SINDICATO PARA QUE SEAN TESTIGOS DE LA ENTREGA DE\nPRESTACIONES DE CONFORMIDAD CON LA LEY Y DERECHO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 45: PRESTACIONES POR JUBILACION\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A DARLES SUS PRESTACIONES A EMPLEADOS Y\nTRABAJADORES ANTES DE SER JUBILADOS POR EL SEGURO SOCIAL, SIEMPRE Y CUANDO EL\nBENEFICIARIO CUMPLA LOS REQUISITOS QUE ESTIMULA LA LEY.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 46: OPORTUNIDAD DE TRABAJO PARA HIJOS O PARIENTES DE EMPLEADOS\nY TRABAJADORES A JUBILARSE.\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE QUE CUANDO UN EMPLEADO O TRABAJADOR SE JUBILE SE\nLE DARÁ OPORTUNIDAD EN SU LUGAR A SU HIJO(A) SEGÚN SU CAPACIDAD EN CASO QUE\nEL TRABAJADOR NO TENGA HIJOS(AS) SE TOMARA EN CONSIDERACIÓN A UN PARIENTE\nCERCANO SEGÚN SU CAPACIDAD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 47: JORNADA EXTRAORDINARIA\u003C\u002Fh2>\n\n\u003Cp>EL TRABAJO EFECTIVO QUE SE EJERZA FUERA DE LOS LIMITES PARA LA JORNADA\nORDINARIA CONSTITUYE JORNANDA EXTRAORDINARIA Y DEBE SER REMUNERADO ASI:\u003C\u002Fp>\n\n\u003Cp>1. CON UN 25% DE RECARGO SOBRE EL SALARIO DE LA JORNADA DIURNA CUANDO SE\nEFECTUE EN EL PERIODO DIURNO.\u003C\u002Fp>\n\n\u003Cp>2. CON UN 50% DE RECARGO SOBRE EL SALARIO DE LA JORNADA DIURNA CUANDO SE\nEFECTUE EN EL PERIODO NOCTURNO.\u003C\u002Fp>\n\n\u003Cp>3. CON UN 75% DE RECARGO SOBRE EL SALARIO Y LA JORNADA NORTURNA CUANDO LA\nJORNADA EXTRAORDINARIA SEA PROLONGACION DE ELLA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 48: AYUDA EN CASO DE MUERTE\u003C\u002Fh2>\n\n\u003Cp>EN CASO DE MUERTO DE UN EMPLEADO O TRABAJADOR LA MUNICIPALIDAD SE COMPROMETE\nA PAGAR LAS PRESTACIONES AL 100% AL BENEFICIARIO QUE ESTE INSCRITO EN EL\nDEPARTAMENTO DE PERSONAL: EN CASO CONTRARIO DE SER EL BENEFICIARIO MENOR DE 18\nAÑOS EL SINDICATO EN CONJUNTO CON LA MUNICIPALIDAD DESINARA A LA PERSONA QUE\nRECIBIRA ESTOS BENEFICIOS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 49: AYUDA ECONOMICA\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>LA MUNICIPALIDAD OTORGARA UNA AYUDA ECONÓMICA POR EL VALOR DE LPS. 5,000.00\nA EMPLEADOS Y TRABAJADORES PARA EL FUNERAL DE SUS ESPOSA(O) COMPAÑERA(O) DE\nHOGAR, HIJOS, PADRES DEBIDAMENTE ACREDITADOS EN EL DEPARTAMENTO DE PERSONAL;\nASÍ MISMO EL EMPLEADO O TRABAJADOR QUE MUERA SE LE CONCEDERÁ LA CANTIDAD DE\nLPS. 8,000.00 PARA GASTOS FÚNEBRES Y UNA CAJA MORTUORIA CON EL VALOR DE LPS.\n10,000.00 O SE DARÁ EL DINERO PREVIA ACTA DE DEFUNCIÓN.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 50: SERVICIOS FUNEBRES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE DAR TRANSPORTE PARA SERVICIOS FUNEBRES A EMPLEADOS\nO TRABAJADORES QUE FALLESCAN ASI COMO TAMBIEN PARA SUS CONYUGES, PADRES E HIJOS\nDEBIDAMENTE REGISTRADOS COMO DEPENDIENTES EN CASO DE QUE NO HUBIERA TRANSPORTE\nPOR PARTE DE LA MUNICIPALIDAD ESTA SE COMPROMETE A SOLUCIONAR ESTE PROBLEMA, ES\nENTENDIDO QUE EL SERVICIO SERA DENTRO DE LA JURISDICCION DE ESTE TERMINO\nMUNICIPAL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 51: VACACIONES\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>LOS EMPLEADOS Y TRABAJADORES DE LA MUNICIPALIDAD DE TELA, GOZARAN ANUALMENTE\nDE VACACIONES REMUNERADAS, AUNQUE SUS SISTEMA NO LO EXIJA TRABAJAR TODOS LOS\nDÍAS DE LA SEMANA EN FORMA SIGUIENTE:\u003C\u002Fp>\n\n\u003Cp>A. DESPUÉS DE UN AÑO DE SERVICIO CONTINUO, TRECE DÍAS DE DESCANSO CON\nPAGO DE CATORCE DIAS DE SALARIO ADICIONAL.\u003C\u002Fp>\n\n\u003Cp>B. DESPUÉS DE DOS AÑOS CONTINUOS DE SERVICIOS QUINCE DÍAS DE DESCANSO CON\nPAGO DE DIEZ Y SEIS DÍAS DE SALARIO ADICIONAL.\u003C\u002Fp>\n\n\u003Cp>C. DESPUÉS DE TRES AÑOS DE SERVICIO CONTINUO, DIEZ Y SEIS DÍAS DE\nDESCANSO CON PAGO DE DIEZ Y SIETE DÍAS DE SALARIO ADICIONAL.\u003C\u002Fp>\n\n\u003Cp>D. DESPUÉS DE CUATRO AÑOS DE SERVICIO CONTINUO VEINTE Y UN DÍA DE\nDESCANSO CON PAGO DE VEINTE Y DOS DÍAS DE SALARIO ADICIONAL.\u003C\u002Fp>\n\n\u003Cp>E. DESPUÉS DE CINCO AÑOS CONTINUOS DE SERVICIO VEINTINUEVE DÍAS\nLABORABLES DE DESCANSO CON VENTINUEVE DIAS PAGO DE SALARIO ADICIONAL.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 52: ENFERMEDAD EN VACACIONES\u003C\u002Fh2>\n\n\u003Cp>LOS TRABAJADORES QUE A LA FECHA DE INICIO DE SUS VACACIONES SE ENCUENTRAN\nADOLECIENDO DE ALGUNA ENFERMEDAD COMPROBADA MEDIANTE CERTIFICACION MEDICA SE LE\nSUSPENDERA EL GOCE DE ESTE DERECHO PARA INICIARLO AL RECUPERRARSE DE SALUD.\u003C\u002Fp>\n\n\u003Cp>EN LOS CASOS EN QUE UN TRABAJADOR SE ENFERME DURANTE SU PERIODO DE\nVACACIONES, DEBERA COMUNICARLO CON LA MAYOR BREVEDAD POSIBLE A SU JEFE\nINMEDIATO Y AL DEPARTAMENTO DE PERSONAL PARA QUE LE SEAN SUSPENDIDAS\nACREDITANDO DICHO EXTREMO CON EL CERTIFICADO MEDICO CORRESPONDIENTE,\nREINCIDIENDO EL GOSE DE LA MISMA A SU ESTABLECIMIENTO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 53: VACACIONES ACUMULADAS.\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN A QUE NINGUN TRAJADOR O EMPLEADO\nACUMULEN SUS VACACIONES, PODRAN HACERLO CUANDO LA MUNICIPALIDAD Y EL TRABAJADOR\nO EMPLEADO LO ACUERDEN. NOTIFICANDO DICHO ACUERDO AL SINDICATO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 54: ANTIGUEDAD\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A CONSIDERAR A LOS EMPLEADOS Y TRABAJADORES\nDE MAYOR ANTIGÜEDAD EN LOS TRABAJOS MAS SUAVES DE ACUERDO A SU CAPACIDAD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 55: INCAPACIDAD\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>CUANDO UN EMPLEADO O TRABAJADOR TENGA INCAPACIDAD YA SEA POR ACCIDENTE O\nENFERMEDAD COMUN LA MUNICIPALIDAD LE PAGARA SUELDO COMPLETO DURANTE UN PERIODO\nDE TIEMPO QUE NO EXCEDA DE UN AÑO SI EN ESTE LAPSO EL TRABAJADOR NO QUEDA APTO\nPARAEL TRABAJO LA MUNICIPALIDAD LE PAGARA SUS RESPECTIVAS PRESTACIONES.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 56: LICENCIAS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE BASADO EN EL ARTICULO 95 NUMERAL 5 PÁRRAFO\nSEGUNDO DEL CÓDIGO DE TRABAJO CONCEDER LICENCIA SIN GOCE DE SUELDO HASTA POR\nDOS AÑOS AL TRABAJADOR PARA QUE PUEDA DESEMPEÑAR CARGOS POLÍTICO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 57: ASCENSOS\u003C\u002Fh2>\n\n\u003Cp>TODO EMPLEADO Y TRABAJDOR QUE DESEE TRASLADARCE DE UNA CATEGORIA A OTRA\nDEBERA CONTAR CON LA CAPACIDAD Y ANTIGÜEDAD NECESARIA Y NO PERJUDICAR A OTRO\nCOMPAÑERO EN DICHO TRASLADO; DEBERA PRESENTAR POR ESCRITO SU SOLICITUD DE\nTRASLADO A LA MUNICIPALIDAD Y AL SINDICATO CON 8 DIAS DE ANTICIPACION Y LA\nMUNICIPALIDAD NOTIFICARA SU DECISION EN UN PLAZO NO MAYOR DE OCHO DIAS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 58: VIATICOS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN QUE CUANDO UNO O VARIOS EMPLEADOS\nTENGAN QUE VIAJAR FUERA DE LA CIUDAD LA MUNICIPALIDAD SE COMPROMETE A PAGAR LOS\nVIATICOS RESPECTIVOS DE ACUERDO A LA TABLA SIGUIENTE:\u003C\u002Fp>\n\n\u003Cp>LUGAR.........................................CANTIDAD\u003C\u002Fp>\n\n\u003Cp>FUERA DE ZONALPS. ..................80.00\u003C\u002Fp>\n\n\u003Cp>ZONA NORTELPS........................ 150.00\u003C\u002Fp>\n\n\u003Cp>ZONA SURLPS. ............................600.00\u003C\u002Fp>\n\n\u003Cp>ZONA CENTRALLPS.................. 500.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ES ENTENDIDO QUE CUANDO EL EMPLEADO O TRABAJADOR TENGA QUE QUEDARSE FUERA DE\nLA CIUDAD O DENTRO DEL MUNICIPIO LOS VIATICOS TENDRAN QUE RECONOCERLOS\nDOBLES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 59: TRANSPORTE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A DARLES TRANSPORTE A LOS EMPLEADOS Y\nTRABAJADORES CUANDO VAYAN A REALIZAR TRABAJOS FUERA DEL CENTRO DE LA CIUDAD;\nASI MISMO PROPORCIONARA UN VEHICULO PARA QUE LA JUNTA DIRECTIVA PUEDA REALIZAR\nCOMPRAS O DILIGENCIAS SINDICALES DENTRO Y FUERA DE LA CIUDAD.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 60: PERIODO DE PRUEBA\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN QUE EL PERIODO DE PRUEBA PARA LOS\nTRABAJADORES DE NUEVO INGRESO SERA DE 40 DIAS LABORALES.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 61: SOLICITUD DE PERMANENCIA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE A DARLE POTESTAD AL SINDICATO PARA SOLICITARLE LA\nPERMANENCIA A TRABAJADORES O EMP’LEADOS QUE ESTIMEN CONVENIENTE.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 62: ACREDITACION DE PERSONAL NUEVO\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE QUE CUANDO ESTA EMPLEEN UN TRABAJADOR O\nEMPLEADO NUEVO LE COMUNICARA AL SINDICATO Y AL PERSONAL DE CAMPO EN CASO DE QUE\nLA PERSONANO REUNA LOS REQUISITOS NECESARIOS PARA DESEMPEÑAR EL CARGO QUE A\nSIDO DESIGNADO AMBOS ENTRARAN A DIALOGO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 63: FECHA DE PAGO\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE EN HACER LOS PAGOS CORRESPONDIENTES LOS DÍAS 15 Y\n30 DE CADA MES FECHA CALENDARIO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 64: DEFENSA JUDICIAL\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE ASUMIR LA DEFENSA DE SUS EMPLEADOS Y\nTRABAJADORES CUANDO SEAN DETENIDOS ENCARCELADOS O PROCESADOS POR INCIDENTES\nOCURRIDOS DURANTE EL DESEMPEÑO DE SUS LABORES O COMO RESULTADO DE ESTOS,\nSIEMPRE Y CUANDO NO MEDIE LA IMPRUDENCIA, CULPA O DOLO POR PARTE DEL\nTRABAJADOR, LOS GASTOS MINIMOS LEGALES QUE OCASIONEN ESTAS DILIGENCIAS SERAN\nPOR CUENTA DE LA MUNICIPALIDAD CUANDO EL TRABAJADOR RESULTE CULPABLE, CASO\nCONTRARIO SERA POR CUENTA DEL TRABAJADOR EN CASO DE EMERGENCIA EL SINDICATO\nBUSCARA UN DEFENSOR Y SERA PAGADO POR LA MUNICIPALIDAD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 65: MANTENIMIENTO DE EQUIPO DE TRABAJO\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A MANTENER EN BUEN ESTADO EL FUNCIONAMIENTO\nDE TODOS LOS VEHICULOS MOTORIZADOS ESPECIALMENTE LAS VOLQUETAS, BASUREROS Y\nMAQUINARIAS DE EQUIPO PESADO.PRINCIPALMENTE VIAS, FRENOS, STOP, PARABRISAS,\nPITO, ETC. SI EN DETERMINADO CASO OCURRIERA UN ACCIDENTE POR CAUSA IMPUTABLE LA\nMUNICIPALIDAD CORRERA CON LOS GASTOS QUE PUEDA DERIVARSE EL MISMO SIEMPRE Y\nCUANDO LA CAUSA IMPUTABLE SEA DEBIDAMENTE COMPROBADA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 66: FOLLETOS DE CONTRATO COLECTIVO.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD HARÁ EFECTIVA LA CANTIDAD DE 300 EJEMPLARES IMPRESOS DEL\nPRESENTE CONTRATO COLECTIVO CUARENTA DÍAS DESPUÉS DE LA IMPRESIÓN DE DICHO\nCONTRATO Y SU VIGENCIA ASÍ MISMO SIENDO LLEVADO EL CONTRATO COLECTIVO\nPERSONALMENTE A LA IMPRENTA POR LOS MIEMBROS DE LA DIRECTIVA DEL SINDICATO, LA\nMUNICIPALIDAD SE COMPROMETE A HACERLE EFECTIVO EL CHEQUE AL SINDICATO POR LA\nCANTIDAD QUE ESTOS HAYAN COTIZADO EN LA IMPRENTA Y REALIZAR TRES\nCOTIZACIONES.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 67: VIGENCIA DEL CONTRATO COLECTIVO\u003C\u002Fh2>\n\n\u003Cp>EL PRESENTE CONTRATO COLECTIVO DE TRABAJO ENTRARA EN VIGENCIA A PARTIR DEL\nPRIMERO DE ENERO DEL 2014 Y TENDRÁ DURACIÓN DE DOS AÑOS CON VENCIMIENTO EL\nTREINTA Y UNO DE DICIEMBRE DEL 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 68: IDENTIFICACION DE EMPLEADOS Y TRABAJADORES\u003C\u002Fh2>\n\n\u003Cp>LA CORPORACION MUNICIPAL SE COMPROMETE A PROPORCIONAR A LOS VIGILANTES UN\nFICHERO DE PORTACION PERSONAL QUE IDENTIFIQUE EL NOMBRE Y APELLIDO DEL\nTRABAJDOR Y SU NUMERO O CLAVE DE TRABAJO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 69: CUMPLIMIENTO AL CONTRATO COLECTIVO\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD Y EL SINDICATO DE TRABAJADORES SE COMPROMETEN A DAR FIEL\nCUMPLIMIENTO AL PRESENTE CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO\nVIGENTE.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 70: PROTECCION AL DEPARTEMENTO DE VIGILANCIA\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE DEBIDO AL INDICE DE DELINCUENCIA QUE EXISTA\nEN NUESTRA CIUDAD A PROPORCIONAR AL DEPARTAMENTO DE VIGILANCIA LOS IMPLEMENTOS\nNECESARIOS COMO SER: FOCOS DE MANO CON SUS RESPECTIVAS BATERIAS, CAPOTES,\nCASCOS Y UN ARMA DE FUEGO PARA GARANTIZAR PROTECCION Y RESPETO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 71: UNIFORMES\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE A PROVEER UNIFORMES POR CADA AÑO A LOS\nEMPLEADOS Y TRABAJADORES MUNICIPALES DE LOS SIGUIENTES DEPARTAMENTOS:\u003C\u002Fp>\n\n\u003Cp>VOCALIA DE POLICIA (3), SERVICIOS VARIOS (2), PERSONAL DE MECANICA (3), DOS\nUNIFORMES SERAN ENTREGADOS A CADA EMPLEADO Y TRABAJADOR DE DICHA DEPENDENCIA A\nMAS TARDAR 30 DIAS DE ENTRAR EN VIGENCIA EL CONTRATO COLECTIVO VIGENTE. LOS\nOTROS UNIFORMES SERAN ENTREGADOS A MAS TARDAR SEIS MESES DE CADA AÑO, ES\nENTENDIDO QUE ESTOS UNIFORMES SERAN USADOS SOLAMENTE EN HORAS DE TRABAJO, EL\nINCUMPLIMIENTO DE ESTE DARA LUGAR A SANCIONES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 72: AGUINALDOS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LA MUNICIPALIDAD CUMPLIRÁ CON LA LEY DEL TRECEAVO MES O AGUINALDO DECRETADO\nPOR EL CONGRESO NACIONAL, TANTO EN SU VIGENCIA NACIONAL COMO SER SU MODO DE\nAPLICACIÓN.\u003C\u002Fp>\n\n\u003Cp>EL DECIMOTERCER MES EN CONCEPTO DE AGUINALDO SE PAGARA CONFORME AL SUELDO\nBASE EL PAGO DE ESTE BENEFICIO SE EFECTUARA A MAS TARDAR EL 15 DE DICIEMBRE DE\nCADA AÑO, ASÍ MISMO SE PAGARA EL DECIMO CUARTO MES CONFORME AL SALARIO\nDEVENGADO A MAS TARDAR EL 15 DE JUNIO DE CADA AÑO.\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 73: MATERNIDAD\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>TODA EMPLEADA O TRABAJADORA EN ESTADO DE GRAVIDEZ GOZARA DE LICENCIA\nREMUNERADA DURANTE CUATRO SEMANAS QUE PROCEDEN DEL PARTO. LAS SEIS SEMANAS QUE\nLE SIGUEN MAS LPS. 500.00 EN EFECTIVO. EL PERIODO DE GOCE DEL SUBSIDIO PRENATAL\nSE REDUCIRA CUANDO LA FECHA EFECTIVA DEL PARTO RESULTE ANTERIOR A LA PREVISTA\nEN CUYO CASO SUBSIDIO POSTNATAL SE PROLONGARA EN LO QUE CORRESPONDA.EN CUANTO A\nLA LACTANCIA Y DEMAS DERECHOS POR MATERNIDAD SE CONTINUARA OBSERVANDO LO\nORDENADO EN EL CODIGO DE TRABAJO.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>CLAUSULA No. 74: DONACION NAVIDEÑA\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE EN DONAR LA CANTIDAD DE LPS. 20,000.00 PARA LA\nCOMPRA DE UVAS Y MANZANAS LOS CUALES SERÁN REPARTIDOS ENTRE LOS AFILIADOS, ES\nENTENDIDO QUE DICHO CHEQUE SERÁ ENTREGADO A MÁS TARDAR EL 05 DE DICIEMBRE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 75: SOLICITUD DE PLANILLAS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE ENTREGAR AL SINDICATO COPIA DE LAS PLANILLAS DE\nEMPLEADOS Y TRABAJADORES PERMANENTES, CASUALES CUANDO ESTOS LO ESTIMEN\nCONVENIENTES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 76: OCUPACION DE PLAZAS\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD SE COMPROMETE QUE CUANDO QUEDE UNA PLAZA VACANTE ESTA SERA\nOCUPADA POR OTRO TRABAJADOR DE MAYOR ANTIGÜEDAD Y QUE LLENE LOS REQUISITOS DE\nLEY, LA MISMA SERA CONCENSUADA ENTRE EL SINDICATO Y EL PATRONO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLAUSULA No. 77: INDEMNIZACION POR ACCIDENTE\u003C\u002Fh2>\n\n\u003Cp>LA MUNICIPALIDAD CONVIENE QUE CUANDO UN EMPLEADO O TRABAJADOR FALLEZCA EN\nHORAS DE LABORES, POR CAUSA DE UN ACCIDENTE DE TRABAJO POR MUERTE NATURAL\nENTENDIÉNDOSE EN EL CUMPLIMIENTO DE SUS LABORES ASIGNADAS POR LA MUNICIPALIDAD\nSE LE RECONOCERÁ A LA FAMILIA O BENEFICIARIO LOS SEISCIENTOS VEINTE (620)\nDÍAS DE SALARIO MÁS SUS PRESTACIONES CORRESPONDIENTES DE ACUERDO A LA LEY.\nSEGÚN EL ARTÍCULO 420 DEL CÓDIGO DE TRABAJO. MÁS UNA BECA PARA UN HIJO\nMENOR DE EDAD HASTA QUE CUMPLA LOS 18 AÑOSCON UN VALORDE LPS. 3,000.00 EN EL\nMES DE ENERO PARA LA MATRICULA, COMPRA DE UNIFORME, UTILES ESCOLARES Y A PARTIR\nDEL MES DE FEBRERO HASTA EL MES DE NOVIEMBRE LPS. 2,000.00 MENSUALES Y OTORGARA\nDICHA PLAZA A UN PARIENTE, ESPOSA(O), COMPAÑERA(O), QUE LLENE LOS\nREQUISITOS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………….……………..ULTIMA\nLINEA………………………………...……………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LIC. MARIO ALBERTO FUENTE\u003C\u002Fp>\n\n\u003Cp>ALCALDE MUNICIPAL \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LIC.MARCIA LUCIA HERNANDEZ\u003C\u002Fp>\n\n\u003Cp>GERENTE DE RECURSOS HUMANOS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL SINDICATO:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUAN ALBERTO MARTINEZ \u003C\u002Fp>\n\n\u003Cp>PRESIDENTE \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MARIO ENRIQUE CASTRO\u003C\u002Fp>\n\n\u003Cp>SECRETARIO GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ABRAHAN HERIBERTO BANEGAS \u003C\u002Fp>\n\n\u003Cp>VICE PRESIDENTE \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MERCEDES PESQUERA\u003C\u002Fp>\n\n\u003Cp>TESORERO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JOSE HUMBERTO AVILA \u003C\u002Fp>\n\n\u003Cp>FISCAL \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>M.CELSO CRUZ BECERRA\u003C\u002Fp>\n\n\u003Cp>SECRETARO DE ACTAS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FERMIN RAMOS MEJIA \u003C\u002Fp>\n\n\u003Cp>SECRETARIO DE EDUCACION \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ELIDER DAGOBERTO CHAVEZ\u003C\u002Fp>\n\n\u003Cp>SECRETARIO DE PRENSA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SANTIAGO QUINTANO\u003C\u002Fp>\n\n\u003Cp>SECRETARIO DE COOPERATIVISMO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COMICION NEGOCIADORA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MARIA VENANCIA MERAZ \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANGEL MERCADO MONTALVAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NELSON LAGOS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LIC. GLADYS DOLORES LOPEZ\u003C\u002Fp>\n\n\u003Cp>SECRETARIA MUNICIPAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":42,"paidmaternityleaveduration":46,"childcareleave":50,"maternity_nursing_breaks_length":54,"wageincreaseperc1":56,"maternity_nursing_breaks_duration":60,"sicknessmaxdays":62,"childcare":64,"STRUCINCR_trigger":66,"nursingmothers":68,"funeralpay":70,"contracttrialperiod":74,"paidmaternityleavepayperc":78,"pensionfund":80,"holidaysdays":84,"healthcareaccess":88,"COMMUTE_trigger":92,"trainingprogrammes":96,"healthandsafetypolicy":100,"contracttrial":104,"sicknesspay":106,"eqpay":108,"sicknessmaxdaysnr":112,"healthcareaccessrelatives":114,"bankholidays2":116,"hivpolicy":120,"paidmaternityleavepay":123,"disabilityfund":125,"paidmaternityleave":127,"PAIDLEAV_trigger":129},{"bindId":43,"name":44,"text":45},"disabilitypay","CUANDO UN EMPLEADO O TRABAJADOR TENGA IN","CUANDO UN EMPLEADO O TRABAJADOR TENGA INCAPACIDAD YA SEA POR ACCIDENTE O\nENFERMEDAD COMUN LA MUNICIPALIDAD LE PAGARA SUELDO COMPLETO DURANTE UN PERIODO\nDE TIEMPO QUE NO EXCEDA DE UN AÑO SI EN ESTE LAPSO EL TRABAJADOR NO QUEDA APTO\nPARAEL TRABAJO LA MUNICIPALIDAD LE PAGARA SUS RESPECTIVAS PRESTACIONES.",{"bindId":47,"name":48,"text":49},"paidmaternityleaveduration","TODA EMPLEADA O TRABAJADORA EN ESTADO DE","TODA EMPLEADA O TRABAJADORA EN ESTADO DE GRAVIDEZ GOZARA DE LICENCIA\nREMUNERADA DURANTE CUATRO SEMANAS QUE PROCEDEN DEL PARTO. LAS SEIS SEMANAS QUE\nLE SIGUEN MAS LPS. 500.00 EN EFECTIVO. EL PERIODO DE GOCE DEL SUBSIDIO PRENATAL\nSE REDUCIRA CUANDO LA FECHA EFECTIVA DEL PARTO RESULTE ANTERIOR A LA PREVISTA\nEN CUYO CASO SUBSIDIO POSTNATAL SE PROLONGARA EN LO QUE CORRESPONDA.EN CUANTO A\nLA LACTANCIA Y DEMAS DERECHOS POR MATERNIDAD SE CONTINUARA OBSERVANDO LO\nORDENADO EN EL CODIGO DE TRABAJO.",{"bindId":51,"name":52,"text":53},"childcareleave","B.SEISDÍAS CON GOCE DE SALARIO CUANDO SE","B.SEISDÍAS CON GOCE DE SALARIO CUANDO SE TRATE DE VIAJAR A OTRA CIUDAD O\nLOCAL EN CASO DE CALAMIDAD DOMESTICA DEBIDAMENTE COMPROBADA COMO SER: GRAVEDAD\nO MUERTE DE LA ESPOSA (O), COMPAÑERA (O), DE HOGAR, HIJOS, MADRE Y PADRE\nSIEMPRE QUE ESTOS ESTÉN DEBIDAMENTE REGISTRADOS EN EL DEPARTAMENTO DE PERSONAL\nY A LA VEZ ESTOS FAMILIARES ABUELOS (AS), HERMANOS (AS), ASI MISMO CUANDO\nOCURRAN INSENDIOS, TERREMOTOS, URACANES E INUNDACIONES QUE AFECTEN LA\nVIVIENDA.",{"bindId":55,"name":48,"text":49},"maternity_nursing_breaks_length",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","LA MUNICIPALIDAD CONCEDERÁ UN INCREMENTO","LA MUNICIPALIDAD CONCEDERÁ UN INCREMENTO SALARIAL DEL 10% A TODOS LOS\nEMPLEADOS Y TRABAJADORES.",{"bindId":61,"name":48,"text":49},"maternity_nursing_breaks_duration",{"bindId":63,"name":44,"text":45},"sicknessmaxdays",{"bindId":65,"name":52,"text":53},"childcare",{"bindId":67,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":69,"name":48,"text":49},"nursingmothers",{"bindId":71,"name":72,"text":73},"funeralpay","LA MUNICIPALIDAD OTORGARA UNA AYUDA ECON","LA MUNICIPALIDAD OTORGARA UNA AYUDA ECONÓMICA POR EL VALOR DE LPS. 5,000.00\nA EMPLEADOS Y TRABAJADORES PARA EL FUNERAL DE SUS ESPOSA(O) COMPAÑERA(O) DE\nHOGAR, HIJOS, PADRES DEBIDAMENTE ACREDITADOS EN EL DEPARTAMENTO DE PERSONAL;\nASÍ MISMO EL EMPLEADO O TRABAJADOR QUE MUERA SE LE CONCEDERÁ LA CANTIDAD DE\nLPS. 8,000.00 PARA GASTOS FÚNEBRES Y UNA CAJA MORTUORIA CON EL VALOR DE LPS.\n10,000.00 O SE DARÁ EL DINERO PREVIA ACTA DE DEFUNCIÓN.",{"bindId":75,"name":76,"text":77},"contracttrialperiod","LA MUNICIPALIDAD Y EL SINDICATO CONVIENE","LA MUNICIPALIDAD Y EL SINDICATO CONVIENEN QUE EL PERIODO DE PRUEBA PARA LOS\nTRABAJADORES DE NUEVO INGRESO SERA DE 40 DIAS LABORALES.",{"bindId":79,"name":48,"text":49},"paidmaternityleavepayperc",{"bindId":81,"name":82,"text":83},"pensionfund","LA MUNICIPALIDAD SE COMPROMETE A GIRAR A","LA MUNICIPALIDAD SE COMPROMETE A GIRAR AL INSTITUTO HONDUREÑO DEL SEGURO\nSOCIAL (IHSS), LAS CUOTAS DEDUCIDAS A LOS EMPLEADOS Y TRABAJADORES POR PAGO DE\nESTE SEGURO QUE CONSISTE EN EL 3.5% DE SUS SUELDO MENSUAL, ASÍ MISMO CUANDO UN\nEMPLEADO POR INCAPACIDAD LA MUNICIPALIDAD LE RECONOCERÁ SU SUELDO COMPLETO Y\nCUANDO EL TRABAJADOR RECIBA EL EFECTIVO DE LA INCAPACIDAD POR PARTE DEL SEGURO\nATRAVEZ DEL BANCO SE COMPROMETE A DEVOLVERLO A LA TESORERIA MUNICIPAL.",{"bindId":85,"name":86,"text":87},"holidaysdays","LOS EMPLEADOS Y TRABAJADORES DE LA MUNIC","LOS EMPLEADOS Y TRABAJADORES DE LA MUNICIPALIDAD DE TELA, GOZARAN ANUALMENTE\nDE VACACIONES REMUNERADAS, AUNQUE SUS SISTEMA NO LO EXIJA TRABAJAR TODOS LOS\nDÍAS DE LA SEMANA EN FORMA SIGUIENTE:\n\nA. DESPUÉS DE UN AÑO DE SERVICIO CONTINUO, TRECE DÍAS DE DESCANSO CON\nPAGO DE CATORCE DIAS DE SALARIO ADICIONAL.\n\nB. DESPUÉS DE DOS AÑOS CONTINUOS DE SERVICIOS QUINCE DÍAS DE DESCANSO CON\nPAGO DE DIEZ Y SEIS DÍAS DE SALARIO ADICIONAL.\n\nC. DESPUÉS DE TRES AÑOS DE SERVICIO CONTINUO, DIEZ Y SEIS DÍAS DE\nDESCANSO CON PAGO DE DIEZ Y SIETE DÍAS DE SALARIO ADICIONAL.\n\nD. DESPUÉS DE CUATRO AÑOS DE SERVICIO CONTINUO VEINTE Y UN DÍA DE\nDESCANSO CON PAGO DE VEINTE Y DOS DÍAS DE SALARIO ADICIONAL.\n\nE. DESPUÉS DE CINCO AÑOS CONTINUOS DE SERVICIO VEINTINUEVE DÍAS\nLABORABLES DE DESCANSO CON VENTINUEVE DIAS PAGO DE SALARIO ADICIONAL.",{"bindId":89,"name":90,"text":91},"healthcareaccess","LA MUNICIPALIDAD SE COMPROMETE A RECONOC","LA MUNICIPALIDAD SE COMPROMETE A RECONOCER A LOS EMPLEADOS Y TRABAJADORES EL\n80% DEL VALOR DE MEDICINAS QUE COMPRE PARA SU ESPOSA (O), COMPAÑERA(O), DE\nHOGAR EL 60% DEL MISMO PARA CADA UNO DE LOS CUATRO HIJOS MENORES DE 16 AÑOS EN\nCASO DE SER SOLTERO(A) A SU PADRE Y MADRE DEBIDAMENTE REGISTRADOS EN EL\nDEPARTAMENTO DE PERSONAL, ESTE SERVICIO SE PAGARA MEDIANTE LA PRESENTACIÓN DE\nRECETAS MEDICAS Y FACTURAS. ASÍ MISMO LA MUNICIPALIDAD SE COMPROMETE A\nRECONOCER EL 100% DEL COSTO DE 7 CONSULTAS MEDICAS AL AÑO, A CADA EMPLEADO Y\nTRABAJADOR, Y A CADA UNO DE LOS CUATRO HIJOS, ES ENTENDIDO QUE CADA EMPLEADO O\nTRABAJADOR, ESPOSA(O) Y SUS CUATRO HIJOS SE LES CONCEDERÁ EL VALOR DE LAS\nMEDICINAS Y CONSULTAS ÚNICAMENTE 7 VECES AL AÑO, SIEMPRE Y CUANDO LAS\nFACTURAS SEAN PRESENTADAS A MAS TARDAR QUINCE DÍAS DESPUÉS DE LA FECHA DE\nCOMPRA PREVIA COMPROBACIÓN DEL COSTO EFECTUADO Y EN EL ESTABLECIMIENTO\nREFERIDO.\n\nLA ADULTERACIÓN DE FACTURAS DARÁ LUGAR A PERDER DICHO DERECHO.\n\nLA MUNICIPALIDAD Y EL SINDICATO CONVIENEN QUE PARA SUS AFILIADOS GOCEN DE UN\nMEJOR SERVICIO MÉDICO CONTRATARAN UN DOCTOR DE LA LOCALIDAD CONCERTANDO TODO\nLO RELACIONADO EN EL PAGO DE CONSULTA Y DEMÁS MODALIDADES PARA UN MEJOR\nFUNCIONAMIENTO DE ESTE PROGRAMA Y CUANDO SE BUSQUE UN MÉDICO ESPECIALIZADO\nSERÁ PREVIO DICTAMEN MÉDICO GENERAL CONTRATADO.",{"bindId":93,"name":94,"text":95},"COMMUTE_trigger","LA MUNICIPALIDAD SE COMPROMETE A DARLES ","LA MUNICIPALIDAD SE COMPROMETE A DARLES TRANSPORTE A LOS EMPLEADOS Y\nTRABAJADORES CUANDO VAYAN A REALIZAR TRABAJOS FUERA DEL CENTRO DE LA CIUDAD;\nASI MISMO PROPORCIONARA UN VEHICULO PARA QUE LA JUNTA DIRECTIVA PUEDA REALIZAR\nCOMPRAS O DILIGENCIAS SINDICALES DENTRO Y FUERA DE LA CIUDAD.",{"bindId":97,"name":98,"text":99},"trainingprogrammes","LA MUNICIPALIDAD CONCEDERA LICENCIA O PE","LA MUNICIPALIDAD CONCEDERA LICENCIA O PERMISOS CON GOCE DE SALARIO A TRES\nEMPLEADOS ,TRABAJADORES A LA VEZ A PARTE DE LA DIRECTIVA QUE SEAN ASIGNADOS POR\nELSINDICATO PARA GOZAR DE BECAS OTORGADAS POR INSTITUCIONES NACIONALES ,CON EL\nOBJETIVO DE ASISTIR A CURSOS DE CAPACITACION SINDICAL ,COOPERATIVISMO,\nSEMINARIOS ,CONFERENCIAS ,CONGRESOS Y GIRAS DE ESTUDIO CON LA APROBACION DE LA\nFEDERACION A LA CUAL ESTE AFILIADA EL SINDICATO ,LOS DIAS QUE RECONOCERA LA\nMUNICIPALIDAD A RAZON DE ESTA CLAUSULA NO EXCEDERAN 70 DIAS EN EL AÑO.\n\nEN CASO DE CURSOS O SEMINARIOS DE CARÁCTER INTERNACIONAL SE CONCEDERA\nELPERMISO RESPECTIVO DE UNA SOLA VEZ CADA AÑO. SIEMPRE QUE EL NO EXCEDA DE 70\nDIAS LABORABLES.",{"bindId":101,"name":102,"text":103},"healthandsafetypolicy","LOS TRABAJADORES POR CUADRIA CUANDO DESE","LOS TRABAJADORES POR CUADRIA CUANDO DESEMPEÑEN LABORES DE TRABAJO EN AGUAS\nNEGRAS,TREN DE ASEO, BARRENDEROS Y OTRAS ACTIVIDADES, SIMILARES QUE REPRESENTEN\nUN PELIGRO INMINENTE PARA LA SALUD DEL TRABAJADOR , TRABAJARAN 6 HORAS\nCONTINUAS PROPORCIONANDOLES LA MUNICIPALIDAD LOS IMPLEMENTOS DE PROTECCION\nNECESARIOS COMO SER, BOTAS DE HULE,GUANTES, CAPOTES, NARICERAS, CASCOS ,Y\nDESINFECTANTES.\n\nASI MISMO A LOS TRABAJADORES CASUALES, SE LES PROPORCIONARA TALES\nHERRAMIENTAS HACIENDOSE ESTOS RESPONSABLES A ELLAS.TAMBIEN SE LES RECONOCERA EL\n70% DEL VALOR DE LAS MEDICINAS QUE COMPRE PARA EL UNICAMENTE EN CASO DE\nACCIDENTE COMPROBADO O ENFERMEDADES PRODUCTO DEL DESEMPEÑO DE SUS FUNCIONES EN\nEL TRABAJO.",{"bindId":105,"name":76,"text":77},"contracttrial",{"bindId":107,"name":44,"text":45},"sicknesspay",{"bindId":109,"name":110,"text":111},"eqpay","CLAUSULA No. 40: TRABAJO Y SALARIO IGUAL","CLAUSULA No. 40: TRABAJO Y SALARIO IGUAL\n\n\n\nLA MUNICIPALIDAD SE COMPROMETE A RECONOCER DE ACUERDO CON EL ARTICULO NO.\n128 NUMERAL 3 DE LA DE LA CONSTITUCION REPUBLICA QUE DICE TRABAJO IGUAL\nCORRESPONDE SALARIO IGUAL, SIN DISCRIMINACION ALGUNA SIEMPRE QUE EL PUESTO, LA\nJORNADA Y LAS CONDICIONES DE EFICIENCIA Y TIEMPO DE SERVICIO SEA TAMBIEN\nIGUALES.",{"bindId":113,"name":44,"text":45},"sicknessmaxdaysnr",{"bindId":115,"name":90,"text":91},"healthcareaccessrelatives",{"bindId":117,"name":118,"text":119},"bankholidays2","TODO EMPLEADO O TRABAJADOR GOZARA DE DÍA","TODO EMPLEADO O TRABAJADOR GOZARA DE DÍAS FERIADOS NACIONALES LOS DÍAS 01\nDE ENERO,14 DE ABRIL,15 DE SEPTIEMBRE,03 DE OCTUBRE,12 DE OCTUBRE,21 DE\nOCTUBRE,25 DE DICIEMBRE Y LOS DÍAS DE SEMANA SANTA JUEVES, VIERNES Y SÁBADO.\nASÍ MISMO LA MUNICIPALIDAD SE COMPROMETE QUE CUANDO UN FERIADO NACIONAL LO\nTRABAJEN EMPLEADOS AFILIADOS Y TRABAJADORES SE LES PAGARA CONFORME AL ARTÍCULO\n340 DEL CÓDIGO DE TRABAJO Y AL IGUAL EL DÍA DE DESCANSO O SÉPTIMO DÍA SI SE\nTRABAJA SE PAGARA DOBLE Y SE LE DARÁ OTRO DÍA DE LA SEMANA.",{"bindId":121,"name":90,"text":122},"hivpolicy","LA MUNICIPALIDAD SE COMPROMETE A RECONOCER EL 80% DEL VALOR DE LOS EXÁMENES\nCUANDO UN EMPLEADO(A) ESPOSA(O), HIJOS(AS) POR PRESCRIPCIÓN MÉDICA SEA\nSOMETIDO A EXÁMENES DE SANGRE, PULMONES, PRUEBA DEL ELISA”SIDA” DE LA\nVISTA, ULTRASONIDO, ACIDO ÚRICO, COLESTEROL, ENDOSCOPIA, ELECTROCARDIOGRAMA,\nEXAMEN DE CÁNCER, EXAMEN DE TIROIDES, EXAMEN DE MAMAS, EXAMEN DE PRÓSTATA,\nEXAMEN DE ESTOMAGO Y EXAMEN DE OTORRINALINGOLOGO.",{"bindId":124,"name":48,"text":49},"paidmaternityleavepay",{"bindId":126,"name":82,"text":83},"disabilityfund",{"bindId":128,"name":48,"text":49},"paidmaternityleave",{"bindId":130,"name":86,"text":87},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND Corporacion Municipal de Tela Departamento de Atlantida - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2015-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2015-01-01\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: → Administración pública, policía, organizaciones sociales\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Administración pública municipal\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector público\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                        Corporacion Municipal de Tela Departamento de Atlantida\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        Sindicato de Empleados Publicos Y Trabajadores de la Municipalidad de Tela\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Máximo para las indemnizaciones por enfermedad: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Máximo de días por licencia de enfermedad: → 360 días\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → 10 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: → \u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 6 días\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → Sí\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Referencia especial al género en la igualdad de pago: → No\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Duración del período de prueba: → 40 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 20.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → 4.0 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → el Día de Navidad, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Incremento salarial: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Prima por asistencia:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[136],{"title":35,"slug":31},[138],{"type":139,"data":140},"call_to_action_body_block",{"title":141,"description":142,"variant":143,"link":144},"Compare los convenios colectivos","Compare los artículos de los Convenios Colectivos de Honduras entre los diferentes sectores, temas y países.","dark",{"title":141,"url":145,"description":141,"rel":146,"type":147},"\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[149],{"type":139,"data":150},{"title":141,"description":142,"variant":143,"link":151},{"title":141,"url":145,"description":141,"rel":146,"type":147},[],{"title":15,"seo_title":154,"description":7,"path":155,"redirect_url":7,"locale":16,"children":156},"WageIndicator Honduras: salarios y derechos 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salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fcompara",[],{"title":178,"seo_title":8,"description":7,"path":179,"redirect_url":7,"locale":16,"children":180},"Encuesta salarial","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fencuesta",[],{"title":182,"seo_title":8,"description":7,"path":183,"redirect_url":7,"locale":16,"children":184},"Salarios de famosos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Ffamosos",[],{"title":186,"seo_title":187,"description":7,"path":188,"redirect_url":7,"locale":16,"children":189},"Leyes laborales","Leyes laborales en Honduras: contratos, salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales",[190,194,198,202,206,210,214,218,222,226,230],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"Compensación y tiempo de trabajo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fcompensacion-y-tiempo-de-trabajo",[],{"title":195,"seo_title":8,"description":7,"path":196,"redirect_url":7,"locale":16,"children":197},"Licencia por enfermedad","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Flicencia-por-enfermedad",[],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":16,"children":201},"Maternidad y trabajo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fmaternidad-y-trabajo",[],{"title":203,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":16,"children":205},"Responsabilidades familiares","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fresponsabilidades-familiares",[],{"title":207,"seo_title":8,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"Salud y seguridad","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fsalud-y-seguridad",[],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Contratos y despidos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fcontratos-y-despidos",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Seguridad social","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fseguridad-social",[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Sindicatos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fsindicatos",[],{"title":223,"seo_title":8,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Trabajo y salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Ftrabajo-y-salarios",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":16,"children":229},"Trato justo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Ftrato-justo",[],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"Vacaciones","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales\u002Fvacaciones",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":235},[236],{"title":141,"seo_title":8,"description":7,"path":145,"redirect_url":7,"locale":16,"children":237},[],{"title":239,"seo_title":8,"description":7,"path":240,"redirect_url":7,"locale":16,"children":241},"Economía de plataforma","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Feconomia-de-plataforma",[],{"title":243,"seo_title":8,"description":7,"path":244,"redirect_url":7,"locale":16,"children":245},"Qué hacemos","\u002Fes-hn\u002Fque-hacemos",[246,250,256,261,266],{"title":247,"seo_title":8,"description":7,"path":248,"redirect_url":7,"locale":16,"children":249},"Datos y servicios","\u002Fes-hn\u002Fque-hacemos\u002Fdatos-y-servicios",[],{"title":251,"seo_title":8,"description":7,"path":252,"redirect_url":253,"locale":254,"children":255},"Proyectos","\u002Fes-hn\u002Fque-hacemos\u002Fproyectos","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":259,"locale":254,"children":260},"Eventos","\u002Fes-hn\u002Fque-hacemos\u002Feventos","\u002Fwhat-we-do\u002Fevents",[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":264,"locale":254,"children":265},"Publicaciones","\u002Fes-hn\u002Fque-hacemos\u002Fpublicacion","\u002Fwhat-we-do\u002Fpublications",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":269,"locale":254,"children":270},"Noticias e historias","\u002Fes-hn\u002Fque-hacemos\u002Fnoticias-e-historias","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":16,"children":274},"Sobre nosotros","\u002Fes-hn\u002Fsobre-nosotros",[275,297,302,307,312,317],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":16,"children":278},"Quiénes somos","\u002Fes-hn\u002Fsobre-nosotros\u002Fquienes-somos",[279,284,289,293],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":282,"locale":254,"children":283},"Trabaja con 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