[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcontrato-colectivo-de-trabajo-entre-la-empresa-mercantil-delta-apparel-honduras-s-a-y-el-sindicato-de-trabajadores-de-la-empresa-delta-apparel-honduras-s-a-sitradahsa-2015-2018":3,"menu:\u002Fes-hn:":208,"sites:htmlblocks":377,"subsites":1576,"footer:root":5141,"cite-subsites":5239,"suggested:root":5716,"cite-footer:root":5720},{"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":188,"content_type_view":189,"extra_breadcrumbs":190,"body":192,"body_blocks":203,"related_pages":207},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":186,"translations":187},{"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-trabajo-entre-la-empresa-mercantil-delta-apparel-honduras-s-a-y-el-sindicato-de-trabajadores-de-la-empresa-delta-apparel-honduras-s-a-sitradahsa-2015-2018","46cbfd18-dce0-11e6-acda-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fhonduras\u002Fcontrato-colectivo-de-trabajo-entre-la-empresa-mercantil-delta-apparel-honduras-s-a-y-el-sindicato-de-trabajadores-de-la-empresa-delta-apparel-honduras-s-a-sitradahsa-2015-2018\u002Fcontrato-colectivo-de-trabajo-entre-la-empresa-mercantil-delta-apparel-honduras-s-a-y-el-sindicato-de-trabajadores-de-la-empresa-delta-apparel-honduras-s-a-sitradahsa-2015-2018\u002F","Contrato Colectivo de Trabajo entre la Empresa Mercantil \"DELTA APPAREL HONDURAS, S.A.\" y el Sindicato de Trabajadores de la Empresa DELTA APPAREL HONDURAS, S.A. (SITRADAHSA), 2015-2018","HND DELTA APPAREL HONDURAS, S.A. - 2015","Honduras - HND DELTA APPAREL HONDURAS, S.A. - 2015","HND DELTA APPAREL HONDURAS, S.A. - 2015 - Industria manufacturera",{"name":39,"data":40},"delta appel.html","\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>III CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO CELEBRADO ENTRE LA EMPRESA\nMERCANTIL \"DELTA APPAREL HONDURAS, S.A.\" Y EL SINDICATO DE TRABAJADORES DE LA\nEMPRESA DELTA APPAREL HONDURAS, S.A. (SITRADAHSA)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-casignemployees\">\u003Cp>DELTA APPAREL HONDURA,S S.A. sociedad legalmente constituida, representada\nen ese acto por los señores ZAHIRA NOVELO, JOSUE MOISES MARADIAGA, KAREN\nALICIA ORTEGA, MARIO FRANCISCO GAMEZ y RENE FAJARDO LEITZELAR, la que en lo\nsucesivo se denominará \"LA EMPRESA\", por una parte; y por la otra, el\nSINDICATO DE TRABAJADORES DE LA EMPRESA DELTA APPAREL HONDURAS, S.A.\n(SITRADAHSA), representado por los trabajadores MERCEDES ESPERANZA MALDONADO,\nMERLIN GUADAULPE MALDONADO, REDIN SAUL GONZALES, ABNER JOEL OYUELA, JUAN RAFAEL\nEGUIGURE, RAFAEL GAUTAMA RODRIGUEZ, OSCAR ARMANDO CRUZ y JEBER GUTIERREZ, por\nla Comisión Negociadora del SINDICATO DE TRABAJADORES DE LA EMPRESA DELTA\nAPPAREL HONDURAS, S.A. (SITRADAHSA); los señores FRANCISCO JOEL LOPEZ y\nALEJANDRO DERAS, en representación de la Federación Independiente de\nTrabajadores de Honduras (F.I.T.H.); y los señores ARMANDO VILLATORO y EFRAIN\nAGUILAR, por la Confederación Unitaria de Trabajadores de Honduras (C.U.T.H.),\nque en lo sucesivo se denominara \"EL SINDICATO\"; y la abogada WALESKA MARTINEZ,\nen su condición de MEDIADOR; quienes después de haber acreditado legalmente\nla personalidad con que actúan, han convenido en celebrar el presente Contrato\nColectivo de Condiciones de trabajo, de conformidad con la siguientes\nestipulaciones:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>RECONOCIMIENTO DEL SINDICATO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 1: \u003C\u002Fh3>\n\n\u003Cp>La Empresa reconoce al Sindicato de Trabajadores de la Empresa Delta Apparel\nHonduras, S.A. (SITRADAHSA) como representante legal de los trabajadores y\ntrabajadoras como único representante para el estudio, defensa, mejoramiento y\nprotección de los intereses económicos, culturales y sociales de todos los\ntrabajadores y trabajadoras y se compromete a tratar con los directivos\nsindicales los problemas y conflictos que éstos le planteen con motivo de la\nrelación de trabajo, sin perjuicio del derecho de los trabajadores (as) de\nplantear sus problemas en forma directa.\u003C\u002Fp>\n\n\u003Cp>El Sindicato reconoce que la Empresa tiene la libre administración de sus\nnegocios y operaciones sin interferencia de ninguna naturaleza, salvo las leyes\ny el presente contrato colectivo.\u003C\u002Fp>\n\n\u003Cp>Asimismo la Empresa conviene en que se reunirán una vez cada cuarenta y\ncinco (45) días con la junta directiva sindical a nivel de gerencia, para\nresolver los problemas que ésta le plantee.\u003C\u002Fp>\n\n\u003Cp>Las reuniones con la Jefatura de Personal, Recursos Humanos, se realizarán\ncuantas veces sea necesario. De las reuniones que se lleven a cabo se dejará\nconstancia mediante acta.\u003C\u002Fp>\n\n\u003Cp>Queda entendido que si no hay acuerdo entre las partes sobre soluciones de\ndeterminados problemas, éstas quedan en libertad de acudir a las instancias\ncorrespondientes.\u003C\u002Fp>\n\n\u003Ch3>REGULACION CONDICIONES DE TRABAJO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 2.- \u003C\u002Fh3>\n\n\u003Cp>El presente contrato colectivo regula las condiciones de trabajo de los\ntrabajadores y trabajadoras que laboran en la empresa Delta Apparel Honduras,\nS.A. en el municipio de Villanueva, Departamento de Cortés y en cualquier otro\nestablecimiento que instale en el territorio nacional con la misma\ndenominación social.\u003C\u002Fp>\n\n\u003Ch3>REAJUSTE DE PERSONAL \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 3: \u003C\u002Fh3>\n\n\u003Cp>En caso de suspensión o terminación de los contratos individuales y\ncolectivos de trabajo por reajuste de personal, la empresa y la Junta Directiva\ndel Sindicato por mutuo acuerdo se ajustarán al siguiente orden:\u003C\u002Fp>\n\n\u003Cp>A: Por inhabilidad del trabajador, que imposibilite la continuidad de la\nrelación de trabajo con la empresa.\u003C\u002Fp>\n\n\u003Cp>B: Por antigüedad del trabajador o trabajadora.\u003C\u002Fp>\n\n\u003Cp>C: Asimismo se considerarán a los trabajadores y trabajadoras\nsindicalizadas para que sigan laborando.\u003C\u002Fp>\n\n\u003Cp>D: Y, en última instancia los trabajadores y trabajadoras en ser objeto de\nsuspensión o reajuste de personal serán los Directivos sindicales.\u003C\u002Fp>\n\n\u003Ch3>SANCIONES DISCIPLINARIAS \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 4.- \u003C\u002Fh3>\n\n\u003Cp>Las faltas que los trabajadores o trabajadoras pudieren cometer producto de\nla relación de su trabajo se clasifican así: faltas leves, faltas graves. Son\nfaltas graves las que facultan a la empresa para dar por terminada la relación\nde trabajo sin responsabilidad de su parte, tal como lo establece el artículo\n112 del Código del Trabajo, así como las disposiciones del reglamento interno\nde trabajo.\u003C\u002Fp>\n\n\u003Cp>Las faltas leves se sancionarán de la siguiente forma:\u003C\u002Fp>\n\n\u003Cp>A.Amonestación verbal\u003C\u002Fp>\n\n\u003Cp>B.Amonestación por escrito\u003C\u002Fp>\n\n\u003Cp>C.Suspensión de labores sin goce de salario por un (1) día\u003C\u002Fp>\n\n\u003Cp>D.Suspensión de labores sin goce de salario por tres (3) días\u003C\u002Fp>\n\n\u003Cp>E.Suspensión de labores sin goce de salario por cuatro (4) días\u003C\u002Fp>\n\n\u003Cp>F.Hasta ocho días (8) de suspensión de labores sin goce de salario, o\nbien, despido, según criterio de la empresa.\u003C\u002Fp>\n\n\u003Cp>Es entendido que cuando la empresa vaya a sancionar a trabajadores o\ntrabajadoras de acuerdo a lo establecido en los incisos c, d, e y f; se\nrealizará audiencia de descargo en presencia de dos (2) directivos de\nsindicato, quienes siempre y cuando firmen el acta de descargo recibirán una\ncopia de la misma. Procurando aplicar las sanciones de los incisos c, d y e en\nla misma semana y cuando se trate de una sanción de ocho días que no abarque\nmás de dos semanas de labores.\u003C\u002Fp>\n\n\u003Ch3>NO REPRESALIAS CONTRA DIRECTIVOS \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 5.- \u003C\u002Fh3>\n\n\u003Cp>La Empresa no tomará ninguna clase de represalia contra los directivos\nsindicales o cualquier otro miembro del sindicato, por causas de su afiliación\nsindical o por su participación en actividades sindicales lícitas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>FERIADOS\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.6.- \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixeddays\">\u003Cp>La empresa concederá a todos sus trabajadores y trabajadoras los días\nferiados siguientes: 1 de Enero, 14 de abril, jueves, viernes y sábado de\nSemana Santa, 1 de Mayo, 15 de Septiembre, 3, 12 y 21 de Octubre y 25 de\ndiciembre de cada año. Asimismo, la empresa y el sindicato convienen que en\ncaso de ser necesario el traslado de un feriado a otra fecha se hará de mutuo\nacuerdo entre ambas partes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>En el caso específico del miércoles de Semana Santa, la empresa otorgará\nmedio día libre con pago a salario promedio. El trabajador podrá gozar de ese\nmedio día libre del miércoles con pago a promedio siempre y cuando asista a\nlaborar los días lunes y martes de Semana Santa, en el entendido que si el\ntrabajador se ausenta injustificadamente, el medio día libre será pagado a\nsalario mínimo.\u003C\u002Fp>\n\n\u003Cp>Es entendido que todos los feriados establecidos en esta cláusula la\nempresa los pagará con el promedio de la semana inmediata anterior, de igual\nmodo si el día feriado cae en domingo el día se pagará con el promedio de la\nsemana anterior.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">En el caso de requerir los servicios de los trabajadores en un día feriado,\nla empresa pagara con el doble del tiempo efectivamente trabajado sin menoscabo\ndel derecho contractual adquirido del promedio del salario devengado de la\nsemana inmediata anterior.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>HIGIENE LABORAL\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.7.- \u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete con el apoyo de todos los trabajadores y\ntrabajadoras a mantener la higiene y en buen de estado de utilidad los\nservicios y baños proporcionando diariamente para uso personal e interno de\nsus trabajadores: un máximo de treinta y seis (36) rollos de papel higiénico\nde 500 metros cada rollo, en los baños de la planta distribuidos de la\nsiguiente forma: 22 rollos de papel higiénico en los baños de Mujeres y 14 en\nlos baños de hombres; los que serán ubicados en la entrada del baño, y ocho\n(8) rollos de papel toalla de 250 metros cada uno, los cuales serán colocados\nen el dispensador destinado para el mismo ubicando 8 rollos en total; a razón\nde 2 rollos en cada baño de la planta de mujeres y hombres.\u003C\u002Fp>\n\n\u003Cp>De igual forma se compromete a seguir proporcionando las toallas sanitarias\nfemeninas a un precio simbólico de Dos Lempiras (L.2.00) cada una como un\nservicio social proporcionado por la empresa. Asimismo se mantendrá\ndispensadores en buen estado con jabón líquido y gel anti¬bacterial\ngratuitamente.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>JORNADA DE TRABAJO\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 8.- \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>La empresa y el sindicato convienen que los horarios de las jornadas de\nentradas y salidas de trabajo serán los siguientes: de lunes a jueves de 7:15\nam. a 4:45 pm. Los días viernes de 7:15 am. a 3:45 pm. Estos horarios incluyen\ndos recesos de diez (10) minutos, el primero a partir de las 8:20 am. y el\nsegundo a las 2:20 pm. y un receso de treinta minutos para el almuerzo a partir\nde las once de la mañana. Es entendido que con este horario se compensarán\nlas cuatro (4) horas del día sábado. En caso de ser necesario este horario\npodrá ser modificado de común acuerdo entre las partes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CUOTAS ORDINARIAS Y EXTRAORDINARIAS \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.9.- \u003C\u002Fh3>\n\n\u003Cp>La empresa conviene en deducir por planilla mensualmente del salario de los\ntrabajadores (as) las cuotas ordinarias y extraordinarias en concepto de cuota\nsindical, de conformidad con la ley. Asimismo deducirá las cantidades que por\nconcepto de multas por sanciones disciplinarias imponga la organización, y\notras deducciones que acuerden los trabajadores (as), previa presentación de\nla certificación del punto de acta del acuerdo respectivo. También la empresa\ndará estricto cumplimiento al Decreto No.30 del 15 de marzo de 1973. El monto\nde las deducciones antes mencionadas será entregado al tesorero (a) del\nsindicato en cheque a favor de SITRADAHSA, en termino no mayor de diez (10)\ndías después de haberse realizado la deducción, adjuntándose los listados\nque contengan el nombre de los trabajadores y trabajadoras a los que se les\nefectuó la respectiva deducción. La empresa se compromete a descontar en la\nsemana que se reintegre, las cuotas sindicales al personal que se encuentre en\nperiodo de vacaciones durante la semana que se realice el descuento.\u003C\u002Fp>\n\n\u003Cp>Para aquellas personas que no se les haya hecho el descuento de la cuota\nsindical durante el mes por incapacidades prolongadas o de maternidad, el\nDepartamento de Recursos Humanos entregara un listado de este personal, al cual\nel Sindicato acuerda no cobrar cuota.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>COMISION DE HIGIENE Y SEGURIDAD\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.10.- \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicytxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cp>La empresa y el sindicato convienen en darle continuidad a la Comision de\nHigiene y Seguridad para que estudie y dicte las medidas necesarias que\ngaranticen la higiene, salud y seguridad de los trabajadores y trabajadoras\ndurante sus labores, conforme a lo establecido en el Reglamento General de\nMedidas Preventivas de Accidentes de Trabajo y enfermedades profesionales y al\nAcuerdo número 053-04 con las reformas del 19 de octubre del 2004. Queda\nestablecido que la comisión de higiene y seguridad se reunirá durante la\ntercera semana de cada mes calendario de 10:00 a.m. a 11:30 a.m. en la cual se\nlevantara acta de lo discutido y aprobado. La fecha en que se llevara a cabo la\nreunión será notificada por la Empresa con dos días de anticipación.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Los acuerdos tomados en dichas reuniones serán de aplicación y ejecución\nde acuerdo a la programación de la comisión. Queda entendido que la empresa\nllevara en su libro de actas el registro de cada reunión, entregando al\nsindicato copia de las actas que se levanten.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>PERMISOS SINDICALES DIRECTIVOS \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.11: \u003C\u002Fh3>\n\n\u003Cp>La empresa concederá a cada miembro de la junta directiva del sindicato\npermiso sindical con goce de salario durante no más de setenta y dos (72)\ndías laborables al año calendario para que pueda realizar actividades\ninherentes a la organización sindical. De estos setenta y dos (72) días\npodrán utilizar hasta un máximo de ocho (8) días al mes. Para tal efecto el\nSindicato y la Empresa acuerdan que los miembros de la Junta Directiva serán\nubicados en un equipo de producción, así mismo la Empresa se compromete a\nproteger el salario promedio de los trabajadores y trabajadoras que integren\neste equipo.\u003C\u002Fp>\n\n\u003Cp>Queda entendido que para hacer uso de dichos permisos, la empresa deberá\nrecibir por escrito una solicitud previa del sindicato o de la federación\nrespectiva.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>FORMA DE PAGO DEL SALARIO \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 12: \u003C\u002Fh3>\n\n\u003Cp>La Empresa pagará el salario de los trabajadores y las trabajadoras en las\nfechas acostumbradas, a través de la tarjeta de débito con la institución\nbancaria que estime conveniente.\u003C\u002Fp>\n\n\u003Cp>Es entendido que si los trabajadores o trabajadoras no cobran su salario en\nla fecha acostumbrada, por causa de que la empresa no lo acredite puntualmente\no por fallas imputables al cajero, los costos de recargo y transporte en que\nincurra el trabajador o trabajadora para adquirir su salario, serán cubiertos\npor la Empresa.\u003C\u002Fp>\n\n\u003Cp>Asimismo, cuando por fallas del cajero al trabajador le sea retenido su\nsalario, la empresa podrá otorgar un préstamo con un monto máximo de Lps.\n1,000.00 (Un mil Lempiras) a descontar en 4 (cuatro) semanas. Para poder\naplicar al préstamo, el trabajador o trabajadora deberá presentar la\nsolicitud y el reporte hecho ante la Institución Bancaria al Departamento de\nRecursos Humanos.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>PERMISOS CON GOCE DE SALARIO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 13.- \u003C\u002Fh3>\n\n\u003Cp>La empresa concederá permiso con goce de salario en días habiles de\ntrabajo a sus trabajadores o trabajadoras en los casos siguientes:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>En caso de muerte de esposo, esposa, compañero, compañera de hogar, hijos,\nhijas, padre, madre, hermana, hermano, abuela, abuelo; tres (3) días debiendo\npresentar la respectiva Acta de Defunción en original para poder acreditar el\npago respectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>En caso de grave enfermedad, especificada por el profesional médico de la\nmadre, padre, hijos, hijas, esposo, esposa, compañero, compañera de hogar,\nhermana, hermano del trabajador o trabajadora acreditado el vínculo de\nparentesco de acuerdo a los atestados que obran en el Registro Nacional de las\nPersonas, la empresa concederá licencia remunerada a sus trabajadores y\ntrabajadoras cuando estos lo necesiten tres (3) días al mes hasta un máximo\nde veinticinco (25) días al año con goce de salario, debiendo acreditar en el\nmomento en que se reintegre a sus labores las constancias pertinentes o a más\ntardar al término de una semana. Y, en caso de persistir se le concederá\npermiso adicional hasta un máximo de veintiocho (28) días sin goce de salario\ndebiendo el trabajador presentar la constancia médica, firmada y sellada en\noriginal por el médico tratante.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>FUERO SINDICAL\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.14: \u003C\u002Fh3>\n\n\u003Cp>La empresa respetara el fuero sindical y, en consecuencia no despedirá a\nningún directivo sindical sin haberse comprobado previamente ante el Juez de\nLetras del Trabajo respectivo o ante el Juez de lo Civil en su defecto, que\nexista justa causa para ello. Esta protección será desde su elección hasta\nnueve (9) meses después de cesar en sus funciones el directivo (a)\nsindical.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>PERIODO DE PRUEBA \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 15.- \u003C\u002Fh3>\n\n\u003Cp>El período de prueba no excederá de SESENTA (60) DIAS.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>PAGO DE DECIMO TERCER Y DECIMO CUARTO MES DE SALARIO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.16: \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate_date\">\u003Cp>La empresa continuara cumpliendo con el Decreto No.112 Articulo No.12 en\nrelación al Décimo tercer mes en concepto de aguinaldo, según el cual el\ndécimo tercer mes será calculado con el promedio de los salarios ordinarios,\nextraordinarios, bonos de producción, asistencia perfecta devengados por el\ntrabajador o trabajadora durante el año, el pago del mismo será el catorce\n(14) de diciembre de cada año, en caso de que dicho día sea inhábil de la\nempresa se pagará al día siguiente hábil. Esto no limitara a la Empresa de\nrealizar el pago en fecha anterior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdatesec\">\u003Cp>Este mismo procedimiento será utilizado en el cálculo del décimo cuarto\nmes, el cual se pagará a más tardar el dieciocho (18) de junio de cada\naño.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>INCAPACIDAD POR MATERNIDAD\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.17:\u003C\u002Fh3>\n\n\u003Cp>La empresa y el sindicato convienen que las trabajadoras que presenten\ncertificado médico del Instituto Hondureno de Seguridad Social en el que\nconste su estado de embarazo y la fecha probable de parto, la empresa le\npagará de una sola vez el pre-natal y post- natal en la fecha de su retiro por\nmaternidad, y a tal efecto la trabajadora se compromete a entregar o hacer\nllegar su documento de incapacidad con el respectivo certificado de nacimiento\ndentro de las dos semanas posteriores al parto y hasta un mes máximo de plazo,\ncaso contrario se procederá a efectuar las respectivas deducciones por las\nsumas abonadas en concepto de descanso post-natal, de acuerdo a lo establecido\nen el Reglamento del Seguro Social y el Articulo 372 del Código del\nTrabajo.\u003C\u002Fp>\n\n\u003Cp>Asimismo en caso de ser solicitado por la trabajadora, la Empresa\nadicionará al periodo Post- natal una semana de descanso sin goce de sueldo.\nEn caso de necesitar apoyo económico, la trabajadora podrá gestionar un\npréstamo hasta por Dos mil Lempiras (Lps.2,000.00) sin ningún interés; el\ncual podrá comenzar a pagar por deducción de planilla hasta en doce (12)\ncuotas semanales, una vez concluida la tercera semana de labores.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">Es entendido que las trabajadoras que se encuentren en estado de embarazo no\npodrán ser destinadas a labores que pongan en riesgo su salud y seguridad o el\ndesarrollo normal de su gestación, si la trabajadora presenta alto riesgo en\nsu embarazo avalado por el médico de la empresa y\u002Fo por el médico\nespecialista del Instituto Hondureño de Seguridad Social, será temporalmente\nocupada en labores que no la pongan en riesgo, las trabajadoras en estos casos\nque tengan una eficiencia promedio de las últimas seis (6) semanas de trabajo\nanteriores al diagnóstico igual o superior al ciento diez por ciento (110 por\nciento) de eficiencia se les protegerá su salario promedio por las tres (3)\núltimas semanas previas a su retiro pre-natal.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Asimismo tendrán derecho a salida preferencial de diez (10) minutos antes\nde sus labores marcando en un reloj específico para ellas. Bajo el entendido\nque los referidos diez minutos serán para que aguarden sentadas en el área de\nla cafetería mientras llega la hora de salida.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>HORAS EXTRAS\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.18: \u003C\u002Fh3>\n\n\u003Cp>La empresa y el sindicato convienen en que cuando se labore tiempo\nextraordinario después de las siete de la noche (7:00 pm) la empresa además\ndel pago de las mismas, proporcionara al personal laborante la alimentación\ncon refresco más el servicio de transporte de regreso al lugar donde habitan\nlos trabajadores y trabajadoras.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores y trabajadoras que laboren jornada extraordinaria los días\nsábado, la empresa les proporcionara el almuerzo con refresco.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>EQUIPAMIENTO DE OFICINA DEL SINDICATO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.19: \u003C\u002Fh3>\n\n\u003Cp>La empresa colaborara con la organización sindical donándole una\ncomputadora laptop, un archivo de cuatro (4) gavetas, un escritorio y ocho (8)\nsillas ergonómicas para equipamiento de la oficina del sindicato. Es entendido\nque todo este mobiliario se entregara completamente nuevo y una suma por única\nvez equivalente a Trece mil Lempiras (Lps.13,000.00) a la firma del\ncontrato.\u003C\u002Fp>\n\n\u003Ch3>CELEBRACION DÍA DEL TRABAJADOR \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 20: \u003C\u002Fh3>\n\n\u003Cp>La empresa proporcionara a la organización sindical para la celebración\ndel día del trabajador primero de mayo de cada año, la cantidad de\nVeinticuatro mil Lempiras (Lps. 24,000.00). Dicha cantidad será entregada al\ntesorero del sindicato con quince días dé anticipación. Asimismo, la empresa\notorgara un almuerzo con su respectivo refresco de forma gratuita, postre y\ndisco móvil para sus trabajadores y trabajadoras a la fecha correspondiente\ndel día del trabajador a llevarse a cabo en las instalaciones de la cafetería\nde la empresa y un camiseta para cada trabajador en el color que determine la\nempresa.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>VACACIONES\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.21: \u003C\u002Fh3>\n\n\u003Cp>La empresa concederá vacaciones remuneradas a sus trabajadores (as) por\naños de servicios en la forma siguiente:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>A)Al cumplir un (1) año de servicio, diez (10) días laborales consecutivos\nde descanso más el pago de un (1) día adicional.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>B)Al cumplir dos (2) años de servicio, doce (12) días laborales de\ndescanso, más el pago de dos\u003C\u002Fp>\n\n\u003Cp>(2)días adicionales.\u003C\u002Fp>\n\n\u003Cp>C)Al cumplir tres (3) años de servicio quince (15) días laborales de\ndescanso más el pago de tres\u003C\u002Fp>\n\n\u003Cp>(3)días adicionales.\u003C\u002Fp>\n\n\u003Cp>D)Al cumplir cuatro (4) años de servicio veinte (20) días laborales de\ndescanso más el pago de cuatro (4) días adicionales.\u003C\u002Fp>\n\n\u003Cp>E)Al cumplir cinco (5) años de servicio y más veinte (20) días laborales\nde descanso más el pago de siete (7) días adicionales.\u003C\u002Fp>\n\n\u003Cp>La empresa y el sindicato han convenido disfrutar del período de vacaciones\ncorrespondientes de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Antigüedad\u003C\u002Ftd>\n      \u003Ctd>Días a descansar en Diciembre\n      \u003C\u002Ftd>\n      \u003Ctd>Pago días adicionales a pagar en Diciembre\u003C\u002Ftd>\n      \u003Ctd>Días por vacaciones a descansar en sig. año calendario (Enero 02 \u002F\n        Nov.30)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 año\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>0\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 años\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 años\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 años\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 años\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Es entendido que los pagos por el concepto de vacaciones se harán con el\npromedio de los salarios devengados por el trabajador (a) en los últimos 6\nmeses de acuerdo al artículo 352 del Código del Trabajo. El pago de los días\nadicionales convenidos se hará efectivo, en el mes de Diciembre de cada\naño.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>ASISTENCIA EDUCACIONAL \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.22: \u003C\u002Fh3>\n\n\u003Cp>La empresa como un estímulo para la educación de los trabajadores y para\nlos hijos e hijas de los trabajadores y las trabajadoras otorgara:\u003C\u002Fp>\n\n\u003Cp>a)Para los trabajadores y trabajadoras que estudian, la empresa otorgara un\nreembolso por asistencia educacional de un ochenta (80%) por ciento de los\ngastos en que incurra el trabajador o trabajadora. Este reembolso será\notorgado siempre y cuando el trabajador o trabajadora realice estudios formales\nen las siguientes áreas: Ingeniería Industrial, Mecánica Industrial,\nProducción Industrial, Relaciones Industriales, Psicología, Ingles, Ciencias\nde Ia Computación, Educación Básica, Educación Secundaria, todo en\ninstituciones reconocidas por el Ministerio de Educación, el estudio será\naprobado con índice académico mínimo del setenta y cinco por ciento (75%).\nLos recibos que se aceptan para efectos de reembolso serán gastos por\nmatricula, gastos por mensualidad, y gasto por la compra de un libro y un\ncuaderno por cada asignatura cursada, bajo el entendido de que los mismos no\ndeben contener ninguna alteración que ponga en duda su veracidad. Para ser\nbeneficiario de este reembolso deberán cumplirse los siguientes requisitos 1)\nLlenar solicitud de asistencia educacional adjuntando el recibo de matrícula y\nentregarlo al Departamento de Recursos Humanos en el mismo mes que se\nmatricule, 2) Al terminar el periodo matriculado el trabajador deberá\npresentar las calificaciones y diploma del curso terminado con todas las\nmaterias aprobadas 3) Contar con un año de antigüedad cumplido al momento de\nla aplicación al beneficio.\u003C\u002Fp>\n\n\u003Cp>b)Para los hijos e hijas de los trabajadores y trabajadoras que cursan\neducación secundaria, la empresa otorgara veinte (20) becas a razón de\nquinientos cincuenta Lempiras (Lps.550.00)\u003C\u002Fp>\n\n\u003Cp>mensuales durante diez meses por cada año calendario, para educación\nsecundaria. Esta aportación será otorgada al beneficiario o beneficiaría en\nforma mensual a partir del mes de marzo de cada año.\u003C\u002Fp>\n\n\u003Cp>c) Para los hijos e hijas de los trabajadores y trabajadoras que cursan\neducación primaria, la empresa otorgara la cantidad de veinticinco (25)\nmochilas nuevas de buena calidad.\u003C\u002Fp>\n\n\u003Cp>Es entendido que para la aplicación de los incisos b y c de esta cláusula\nlos padres o madres de familia presentaran a la empresa una constancia de\nmatrícula del año lectivo y el certificado de estudio del año anterior con\nun índice académico no menor al ochenta por ciento (80%) y la partida de\nnacimiento original en donde se acredite el parentesco.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>SUBSIDIO DE TRANSPORTE \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.23: \u003C\u002Fh3>\n\n\u003Cp>La empresa proporcionará a todos los trabajadores y trabajadoras transporte\nsubsidiado en un sesenta por ciento (60%) sobre la base de datos de localidades\nactualizada a la fecha de suscripción del presente Contrato Colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>BONO NAVIDEÑO\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.24: \u003C\u002Fh3>\n\n\u003Cp>Durante la vigencia del presente contrato colectivo, la empresa con\\ otorgar\nun Bono Navideño de Lps. 800.00 (Ochocientos Lempiras) en efectivo a más\ntardar el 15 de Diciembre de cada año para cada uno de sus trabajadores y\ntrabajadoras con un almuerzo para celebrar el Año Nuevo con todos sus\ntrabajadores a llevarse a cabo en las instalaciones de la Cafetería de la\nEmpresa en el mes de enero del año entrante.\u003C\u002Fp>\n\n\u003Ch3>OASIS PARA CONSUMO DE AGUA \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 25.- \u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a mantener en forma permanente la cantidad de oasis\nde agua en las distintas áreas de trabajo de la empresa, la comisión de\nHigiene Seguridad supervisará la ubicación de la misma.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>INCAPACIDAD POR ENFERMEDAD COMUN \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 26.- \u003C\u002Fh3>\n\n\u003Cp>Cuando un trabajador sufra un accidente común o enfermedad común y le\nproduzca una incapacidad temporal, el Instituto Hondureño de Seguridad Social,\npagará al trabajador el subsidio diario equivalente al sesenta y seis por\nciento del salario base mensual de referencia, y el patrono pagará la\ndiferencia hasta completar el total del salario que devenga el trabajador, de\nconformidad a lo establecido en la Ley del Seguro Social y el reglamento de\naplicación de la misma.- En los casos que el empleado sufra una condición de\nsalud que lo imposibilite para seguir laborando, la empresa le pagará el\n(100%) Cien por Ciento de sus prestaciones laborales, previa presentación del\ndictamen médico respectivo emitido por el Instituto Hondureño de Seguridad\nSocial.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>AUMENTO ADICIONAL AL SALARIO MINIMO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.27: \u003C\u002Fh3>\n\n\u003Cp>La Empresa concederá durante la vigencia del presente Contrato Colectivo,\nun aumento adicional del 6% al salario mínimo fijado por el Poder\nEjecutivo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Además de lo anterior, durante la vigencia del presente contrato colectivo,\nlos valores adicionales que el trabajador devengue en su salario por\nproducción, serán reflejados de acuerdo a los incrementos al salario mínimo\ndecretado por el Gobierno de la República.\u003C\u002Fp>\n\n\u003Cp>Adicionalmente, la Empresa dará las explicaciones correspondientes para\ndemostrar que se halla en fiel cumplimiento del pago del salario mínimo\nindicado en el párrafo primero de esta cláusula.\u003C\u002Fp>\n\n\u003Cp>Cuando el trabajador se presente a sus labores y no alcance la eficiencia\nrequerida para devengar ingreso por producción, la Empresa le garantizará el\npago del salario mínimo negociado entre las partes contemplado en el párrafo\nprimero de esta cláusula, lo cual se reflejará en el pago total de la semana\nmás los días en que hubo ingreso por producción y el pago del séptimo\ndía.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>PRESTACIONES SOCIALES \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.28: \u003C\u002Fh3>\n\n\u003Cp>La empresa durante la vigencia del presente contrato colectivo anualmente\notorgara a quince (15) de sus trabajadores o trabajadoras las prestaciones\nsociales más sus derechos adquiridos siempre que reúnan los siguientes\nrequisitos:\u003C\u002Fp>\n\n\u003Cp>a)Tener una antigüedad mayor a seis (6) años;\u003C\u002Fp>\n\n\u003Cp>b)Mantener un cien por ciento (100%) de eficiencia dentro de los 6 meses\nanteriores a la renuncia;\u003C\u002Fp>\n\n\u003Cp>c)Expediente sin medidas disciplinarias aplicadas en los últimos seis meses\nanteriores a su retiro;\u003C\u002Fp>\n\n\u003Cp>d)No incurrir en una falta grave mientras dure su tiempo de preaviso a la\nfecha de su salida definitiva.\u003C\u002Fp>\n\n\u003Cp>Es entendido que los trabajadores y trabajadoras que reúnan estos\nrequisitos deberán presentar a la empresa su solicitud en la que indique la\nfecha de cuando desea retirarse, pudiendo optar entre salir en el primero o en\nel segundo semestre del año. Es entendido que para la selección final de\ntrabajadores o trabajadoras se formara una Comisión Empresa- Sindicato.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>PRESTACIONES SOCIALES EN CASOS DE MUERTE DE TRABAJADOR \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 29: \u003C\u002Fh3>\n\n\u003Cp>En los casos de muerte se procederá de la siguiente forma:\u003C\u002Fp>\n\n\u003Cp>A: Si la muerte del Trabajador (a) fuere derivada de accidente común o\nenfermedad no profesional, la Empresa se obliga a hacer efectivo el importe de\nlas prestaciones sociales que corresponderían al trabajador o trabajadora\ndifunto, al derechohabiente o beneficiario que este último designe en el\ncontrato de trabajo. La Empresa en virtud de tal calamidad anticipará el pago\nde Cinco mil Lempiras exactos (Lps.5,000.00), del importe de las prestaciones\nsociales que corresponderían al trabajador difunto para que la familia utilice\nlos mismos en cubrir los gastos correspondientes de funerales del trabajador o\ntrabajadora. Por mera liberalidad, la Empresa otorgará la cantidad de Tres mil\nquinientos Lempiras (Lps. 3,5000.00) para gastos fúnebres.\u003C\u002Fp>\n\n\u003Cp>B: Si la muerte del Trabajador (a) fuera derivada de accidente de trabajo o\nenfermedad profesional, se pagará conforme lo establece el artículo 420\nnumeral No.1 y 2 del Código del Trabajo. El beneficio contemplado en este\ninciso se hará extensivo a aquellos trabajadores y trabajadoras que en el\ntrayecto ordinario de ida y regreso al trabajo sufriere un accidente.\u003C\u002Fp>\n\n\u003Cp>C: En caso de muerte de esposo, esposa, compañero, compañera de hogar,\npadre, madre, hijos, hijas del trabajador o trabajadora, la Empresa otorgará\nla cantidad de tres mil quinientas lempiras exactos (Lps.3,500.00), para cubrir\ngastos fúnebres. En el caso de que dos o más trabajadores fueran parientes de\nla persona fallecida, solamente se reconocerá el valor equivalente a un solo\nEmpleado(a). Es entendido que la aplicación de esta cláusula es de carácter\ninmediato, una vez que le sean acreditados a la Empresa el vínculo de\nparentesco así como el fallecimiento, por medio del acta de defunción\noriginal que en caso de ser requerida por el trabajador o trabajadora será\ndevuelta previo ser cotejada con fotocopia que quedara en archivo.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CAFETERIA\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 30.- \u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a mantener las instalaciones de cafeteria para que\nlos trabajadores puedan tomar sus alimentos, en las condiciones de higiene y\nequipo necesarios para tal fin.- La comisión bipartita de Higiene y Seguridad\ndará seguimiento a disposición.\u003C\u002Fp>\n\n\u003Ch3>BOTIQUINES DE PRIMEROS AUXILIOS\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 31.- \u003C\u002Fh3>\n\n\u003Cp>La empresa además de los servicios médicos que en la actualidad presta, se\ncompromete a mantener botiquines en los lugares determinados por la Comisión\nde Higiene y Seguridad.- Estos botiquines estarán debidamente supervisados por\nun médico y podrán ser accesados por personal certificado en Primeros\nAuxilios únicamente.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Ch3>PERMISOS CON GOCE DE SALARIO POR CAPACITACION SINDICAL \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 32: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete a conceder permiso con goce de salario a los\ntrabajadores y trabajadoras que hayan sido seleccionados por SITRADAHSA para\nparticipar en seminarios de capacitación sindical. Es entendido que estos\npermisos no excederán más de ocho (8) días continuos, y en todo caso no\npodrán disfrutar de estos permisos más de seis (6) trabajadores o\ntrabajadoras al mismo tiempo; hasta un máximo de veinticinco (25) días al\naño para un mismo trabajador.\u003C\u002Fp>\n\n\u003Cp>Asimismo deberá acreditar ante la Empresa la capacitación recibida con una\nConstancia o con copia del Diploma para su expediente.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>SUBSIDIO DE ALIMENTACION \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.33: \u003C\u002Fh3>\n\n\u003Cp>La empresa subsidiara la alimentación de sus trabajadores y trabajadoras en\nun valor diario de Lps 9.00 (Nueve Lempiras) a cualquier plato de alimentación\ndurante el almuerzo en la cafetería, siempre y cuando el trabajador (a)\nutilice el sistema de crédito diario.\u003C\u002Fp>\n\n\u003Cp>A fin de velar por la higiene y calidad de los alimentos que se venden en la\ncafetería así como el servicio que allí se proporciona, se constituye a\npartir de la firma del presente Contrato Colectivo una comisión integrada por\nla empresa y dos representantes del sindicato.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SUMINISTRO DE PARAGUAS \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 34: \u003C\u002Fh3>\n\n\u003Cp>La Empresa durante la vigencia del contrato colectivo de condiciones de\ntrabajo, suministrará a los trabajadores y trabajadoras dos (2) paraguas de\nbuena calidad, para uso personal de los mismos. El primer paraguas será\nentregado a partir de sesenta días (60) después de la firma del presente\ncontrato colectivo y el segundo paraguas será entregado dos años después de\nla entrega del primero.\u003C\u002Fp>\n\n\u003Ch3>GABACHAS PARA LAS Y LOS TRABAJADORES \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 35.- \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete a proporcionar a todos sus trabajadores y\ntrabajadoras graduados en su operación, una gabacha con mangas cada año de\nvigencia del presente contrato colectivo. Queda entendido que la gabacha será\nde uso para quienes tengan derecho a ella.\u003C\u002Fp>\n\n\u003Ch3>CELEBRACION DÍA DEL NIÑO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.36: \u003C\u002Fh3>\n\n\u003Cp>La empresa durante cada año de vigencia del presente contrato colectivo de\ncondiciones de trabajo, con ocasión de la celebración del día del Niño; 10\nde septiembre de cada año, otorgará al sindicato la cantidad de Cincuenta mil\nLempiras (Lps.50,000.00) más quince (15) piñatas con sus respectivos dulces y\npalo decorado; refrescos para quinientos (500) niños, vasos desechables, hielo\ny el servicio de una disco móvil para amenizar la fiesta de los niños por un\nlapso de cuatro (4) horas. El cheque para dicha celebración se entregará con\nquince días de anticipación, y los insumos se harán llegar dos días antes\ndel evento; con excepción del hielo y la disco móvil, que se harán llegar el\nmismo día del evento.\u003C\u002Fp>\n\n\u003Ch3>EXAMEN DE LA VISTA - COMPRA DE LENTES \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 37: \u003C\u002Fh3>\n\n\u003Cp>Las partes convienen que la Empresa anualmente otorgará a la totalidad de\nsus trabajadores y trabajadoras sin costo alguno, un examen de la vista y en\ncaso de que el trabajador de manera personal necesite anteojos, por cada año\nde la vigencia del Contrato Colectivo, la Empresa otorgará a sus trabajadores\nun subsidio del veinte por ciento (20%) sobre el valor de los anteojos, el cual\nserá pagado directamente a la clínica oftalmológica que la Empresa defina,\nsiendo deducido el resto del valor en cuotas financiadas en un plazo de hasta\nseis (6) meses. La Empresa señalará con la debida anticipación la fecha en\nque se llevará a cabo dicho examen de la vista.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3>VIGENCIA DEL CONTRATO COLECTIVO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.38: \u003C\u002Fh3>\n\n\u003Cp>El presente contrato colectivo tendrá una vigencia de tres años a partir\nde la fecha de su firma.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PRESCRIPCION DE MEDIDAS DISCIPLINARIAS \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.39.- \u003C\u002Fh3>\n\n\u003Cp>La empresa y el sindicato convienen conjuntamente que las medidas\ndisciplinarias por faltas laborales cometidas por cualquier trabajador o\ntrabajadora se dentro del término de prescripción indicado en el Código del\nTrabajo.\u003C\u002Fp>\n\n\u003Ch3>ESTABILIDAD LABORAL \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N° 40: \u003C\u002Fh3>\n\n\u003Cp>La Empresa y el Sindicato convienen que cuando existan inasistencia los\ntrabajadores y trabajadoras producto de incapacidades médicas; sea por\nenfermedades accidentes comunes o de trabajo y maternidades, la Empresa\nrespetará la estabilidad Iaboral de sus trabajadores comprometiéndose a\ncubrir los equipos de trabajo a través de los Comodines o Utilitarios de\nacuerdo a las capacidades y posibilidades de la Empresa.\u003C\u002Fp>\n\n\u003Cp>Es entendido que cuando los trabajadores (as) retornen de su ausencia se les\ndará prioridad de regresar a desarrollar las mismas labores que tenían antes\nde su retiro. En el caso en el que su operación no esté disponible, el\ntrabajador (a) será re entrenado en una nueva operacion respetando su promedio\nde salario anterior, bajo cumplimiento de la curva de entrenamiento.\u003C\u002Fp>\n\n\u003Cp>En los casos en que, por decisión de compañía, un equipo sea desintegrado\ndebido a fuerza mayor o necesidades urgentes, y el equipo amerite la\nprotección del promedio salarial; en los casos como, revisión de cortes\ndefectuosos por textilera (antes o después de procesado) y\u002Fo, entrega de un\npedido urgente, la Empresa se compromete a proteger al trabajador (a) con el\npromedio de su salario devengado en la semana inmediata anterior.\u003C\u002Fp>\n\n\u003Ch3>CELEBRACION DÍA DE LA MADRE Y DEL PADRE \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA N° 41: \u003C\u002Fh3>\n\n\u003Cp>La Empresa como un estímulo a sus trabajadores y trabajadoras durante la\nvigencia del presente contrato colectivo les celebrará anualmente el día de\nla Madre y el día del Padre, el cual consistirá en un almuerzo con refresco y\nanimación musical, otorgando además premios al azar entre los asistentes.\nPara la aplicación de esta cláusula, la Empresa llevará a cabo dicha\ncelebración cualquier día posterior al día de la Madre en el mes de Mayo y\nal día del Padre en el mes de Marzo.\u003C\u002Fp>\n\n\u003Ch3>LLEGADAS TARDE\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 42.- \u003C\u002Fh3>\n\n\u003Cp>La empresa conviene en que cuando un trabajador o trabajadora por alguna\ncircunstancia de fuerza mayor en el transcurso de la semana acumule un retraso\nno mayor de cinco minutos (5) después de la hora habitual de entrada; la\nempresa respetará el pago del día de trabajo, el séptimo día y el bono por\nasistencia perfecta. Si por caso fortuito o de fuerza mayor, (tomas de\ncarretera, accidente vial, inundaciones y otras análogas) el trabajador o\ntrabajadora llegue con un retraso no mayor de quince (15) minutos, la empresa\npermitirá que desarrolle su jornada normal con derecho al pago de su jornada a\npartir de la hora en que inicie sus labores y al pago del séptimo día en\nforma proporcional al tiempo ordinario trabajado; más no al pago del bono por\nasistencia perfecta por no haber cumplido con las cuarenta y cuatro horas que\nexige la política interna de la empresa.\u003C\u002Fp>\n\n\u003Ch3>BONO ASISTENCIA PERFECTA \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.43: \u003C\u002Fh3>\n\n\u003Cp>La empresa y el sindicato convienen en otorgar un bono por asistencia\nperfecta a todo el personal semanal por la cantidad de Setenta y cinco Lempiras\n(Lps. 75.00) siempre y cuando el trabajador o trabajadora cumpla con trabajar\nlas cuarenta y cuatro (44) horas laborables sin interrupción, con un periodo\nde gracia de cinco (5) minutos durante la semana.\u003C\u002Fp>\n\n\u003Ch3>AUXILIO DE CESANTIA\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 44.- \u003C\u002Fh3>\n\n\u003Cp>La empresa continuará con el pago del auxilio de cesantía a sus\ntrabajadores y trabajadoras en el mes de marzo de cada año de acuerdo al\npromedio devengado por los trabajadores (as) en los últimos seis meses de los\nsalarios ordinarios, extraordinarios y bonos de producción.\u003C\u002Fp>\n\n\u003Ch3>CAMBIOS DE ESTILO Y METODOS DE PRODUCCION\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 45: \u003C\u002Fh3>\n\n\u003Cp>La empresa con el objeto del cumplimiento de su programa de produccion\ncomunicará al sindicato sobre cualquier cambio relacionado con los estilos y\nmétodos de producción. Cada vez que se presente un cambio en el método de\ntrabajo, la empresa conservará el promedio salarial del trabajador o\ntrabajadora mientras cumpla con el nivel de eficiencia que establece la curva\nde entrenamiento.\u003C\u002Fp>\n\n\u003Cp>El departamento de ingeniería de la empresa deberá establecer el tiempo\nmínimo y máximo requerido para que un trabajador pueda optimizar sus niveles\nde eficiencia en el nuevo método. Es entendido que si el trabajador o\ntrabajadora ya está graduado en una determinada operación, su periodo de\nre-entrenamiento tendrá una duración mínima de dos (2) semanas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>SISTEMA MEDICO - EMPRESA \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO. 46: \u003C\u002Fh3>\n\n\u003Cp>La empresa proveerá a la clínica del Sistema médico empresarial con un\nfondo de Veinte mil Lempiras (Lps. 20,000.00) mensuales sujeto a revisión\ncuando la situacion económica lo amerite, adicionalmente a lo que provee el\nInstituto Hondureño de Seguridad Social (IHSS) para la compra de un cuadro de\nmedicamento básico cuando no las suministre el Instituto Hondureño de\nSeguridad Social (IHSS) por carecer de la existencia de los mismos. Proveerá\nadicionalmente un fondo único rotativo para casos de emergencia de Cuarenta\nmil Lempiras (Lps. 40,000.00) para uso de los trabajadores de forma de que se\npueda contar con un máximo de Un Mil Ochocientos Lempiras (Lps.1,800.00) por\ntrabajador para compra de medicamento prescrito por el médico de la empresa,\nque no esté en el cuadro básico de medicamentos que provee el Instituto\nHondureño de Seguridad Social (IHSS) priorizando las enfermedades de mayor\nimportancia médica, con un plazo máximo para pagarlo de hasta doce (12)\nsemanas a ser deducido por planilla. Es entendido que este préstamo solo se\notorgara a aquellos empleados que no tengan deudas pendientes con la\nempresa. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PERMISO CON GOCE DE SALARIO POR CONTRAER MATRIMONIO \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.47: \u003C\u002Fh3>\n\n\u003Cp>La empresa conviene que cuando un trabajador o trabajadora contraiga\nmatrimonio civil la misma le concederá permiso remunerado por una sola\nocasión por tres días hábiles de trabajo.\u003C\u002Fp>\n\n\u003Ch3>CASOS DE ABORTO\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.48: \u003C\u002Fh3>\n\n\u003Cp>La empresa con el afán de proteger la salud de las trabajadoras que tengan\nun aborto espontáneo atendido en el Instituto Hondureño de Seguridad Social\n(IHSS) y una vez finalizado el periodo de incapacidad concedido por esta\nInstitución, la trabajadora podrá solicitar a la Gerencia de Recursos Humanos\nser evaluada por el médico de la empresa a fin de determinar si necesita un\nperiodo adicional de descanso en cuyo caso la empresa otorgara la licencia\nremunerada a salario mínimo. En los casos que el médico de la empresa\ndetermine que la trabajadora deba ser remitida nuevamente al Instituto\nHondureño del Seguro social (IHSS), esta será enviada para que el\nespecialista la valore y establezca su tratamiento.\u003C\u002Fp>\n\n\u003Ch3>ATENCION EN LA CLINICA DE LA EMPRESA \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA N0.49: \u003C\u002Fh3>\n\n\u003Cp>La empresa se compromete a realizar las gestiones ante el IHSS para ampliar\nla cobertura de atención de la clínica del sistema medico de empresa por dos\nhoras adicionales; se entiende que esta ampliación será otorgada mientras\nexista la necesidad de cubrir este tiempo adicional y dependiendo de las nuevas\nleyes aplicables a la Seguridad Social.\u003C\u002Fp>\n\n\u003Ch3>CELEBRACION CERO ACCIDENTES Y CUMPLEAÑOS \u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA NO.50: \u003C\u002Fh3>\n\n\u003Cp>La empresa acuerda otorgar lo siguiente:\u003C\u002Fp>\n\n\u003Cp>a)Un almuerzo anual celebrando la seguridad, si el año fiscal anterior se\nconcluye con cero accidentes.\u003C\u002Fp>\n\n\u003Cp>b)Un refrigerio consistente en pastel y refresco para los trabajadores y\ntrabajadoras que cumplan años durante el mes, dicho convivio se realizara al\nfinal del mes correspondiente.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>En fe de lo cual, se suscribe el presente documento, en cuatro ejemplares de\nun mismo texto, en la ciudad de Villanueva, Departamento de Cortes, a los\nveintiséis días del mes de noviembre del dos mil quince.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA COMISION NEGOCIADORA DE LA EMPRESÁ:\u003C\u002Fp>\n\n\u003Cp>LIC. ZAHIRA NOVELO\u003C\u002Fp>\n\n\u003Cp>ING. JOSUE MOISES MARADIAGA\u003C\u002Fp>\n\n\u003Cp>LIC. KAREN ALICIA ORTEGA\u003C\u002Fp>\n\n\u003Cp>LIC. MARIO FRANCISCO GAMEZ\u003C\u002Fp>\n\n\u003Cp>ABOG. RENE FAJARDO LEITZELAR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA COMISION NEGOCIADORA SINDICAL:\u003C\u002Fp>\n\n\u003Cp>MERCEDES ESPERANZA MALDONADO\u003C\u002Fp>\n\n\u003Cp>MERLIN GUADALUPE MALDONADO\u003C\u002Fp>\n\n\u003Cp>REDIN SAUL GONZALES ABNER JOEL OYUELA\u003C\u002Fp>\n\n\u003Cp>JUAN RAFAEL EGUIGURE\u003C\u002Fp>\n\n\u003Cp>RAFAEL GAUTAMA RODRIGUEZ\u003C\u002Fp>\n\n\u003Cp>OSCAR ARMANDO CRUZ\u003C\u002Fp>\n\n\u003Cp>JEBER GUTIERREZ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA FEDERACION INDEPENDIENTE DE TRABAJADORES DE HONDURAS:\u003C\u002Fp>\n\n\u003Cp>ALEJANDRO SANTOS DERAS\u003C\u002Fp>\n\n\u003Cp>EFRAIN AGUILAR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA CONFEDERACION UNITARIA DE TRABAJADORES DE HONDURAS:\u003C\u002Fp>\n\n\u003Cp>ARMANDO VILLATORO \u003C\u002Fp>\n\n\u003Cp>FRANCISCO JOEL LOPEZ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA SECRETARIA DE TRABAJO Y SEGURIDAD SOCIAL:\u003C\u002Fp>\n\n\u003Cp>ABOG. WALESKA MARTINEZ\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            ",{"hourspday_select":42,"childcareleave":46,"incidentalbonusdate_date":50,"alternatives":54,"ONCERISE_trigger":58,"childcare":62,"pregnancy":66,"STRUCINCR_trigger":68,"funeralpay":72,"MEALALL_trigger":76,"cbadate_start":80,"holidaysdays":84,"healthcareaccess":88,"annleaveallowancetype":92,"COMMUTE_trigger":94,"SUNDAY_trigger":98,"ANNLEAVE_trigger":102,"tradeunleavtxt":106,"healthandsafetypolicy":110,"casignemployees":114,"breastfeeding_dangerouswork":118,"hourspweek":120,"contracttrial":124,"sicknesspay":128,"healthandsafetyext":132,"holidaysfixeddays":136,"TRADEUNLEAV_trigger":140,"educationtuition":144,"cbadate_start_date":148,"NOCTPREM_trigger":152,"LOWWAGE_trigger":156,"healthandsafetypolicytxt":159,"bankholidays1":161,"mealvouchers":165,"paidmaternityleave":167,"incidentalbonusdatesec":171,"ONCERISE2_trigger":175,"PAIDLEAV_trigger":177,"holidaysfixed":180,"deathrelatives":182},{"bindId":43,"name":44,"text":45},"hourspday_select","JORNADA DE TRABAJO CLAUSULA NO. 8.- La e","JORNADA DE TRABAJO\n\nCLAUSULA NO. 8.- \n\nLa empresa y el sindicato convienen que los horarios de las jornadas de\nentradas y salidas de trabajo serán los siguientes: de lunes a jueves de 7:15\nam. a 4:45 pm. Los días viernes de 7:15 am. a 3:45 pm. Estos horarios incluyen\ndos recesos de diez (10) minutos, el primero a partir de las 8:20 am. y el\nsegundo a las 2:20 pm. y un receso de treinta minutos para el almuerzo a partir\nde las once de la mañana. Es entendido que con este horario se compensarán\nlas cuatro (4) horas del día sábado. En caso de ser necesario este horario\npodrá ser modificado de común acuerdo entre las partes.",{"bindId":47,"name":48,"text":49},"childcareleave","En caso de grave enfermedad, especificad","En caso de grave enfermedad, especificada por el profesional médico de la\nmadre, padre, hijos, hijas, esposo, esposa, compañero, compañera de hogar,\nhermana, hermano del trabajador o trabajadora acreditado el vínculo de\nparentesco de acuerdo a los atestados que obran en el Registro Nacional de las\nPersonas, la empresa concederá licencia remunerada a sus trabajadores y\ntrabajadoras cuando estos lo necesiten tres (3) días al mes hasta un máximo\nde veinticinco (25) días al año con goce de salario, debiendo acreditar en el\nmomento en que se reintegre a sus labores las constancias pertinentes o a más\ntardar al término de una semana. Y, en caso de persistir se le concederá\npermiso adicional hasta un máximo de veintiocho (28) días sin goce de salario\ndebiendo el trabajador presentar la constancia médica, firmada y sellada en\noriginal por el médico tratante.",{"bindId":51,"name":52,"text":53},"incidentalbonusdate_date","La empresa continuara cumpliendo con el ","La empresa continuara cumpliendo con el Decreto No.112 Articulo No.12 en\nrelación al Décimo tercer mes en concepto de aguinaldo, según el cual el\ndécimo tercer mes será calculado con el promedio de los salarios ordinarios,\nextraordinarios, bonos de producción, asistencia perfecta devengados por el\ntrabajador o trabajadora durante el año, el pago del mismo será el catorce\n(14) de diciembre de cada año, en caso de que dicho día sea inhábil de la\nempresa se pagará al día siguiente hábil. Esto no limitara a la Empresa de\nrealizar el pago en fecha anterior.",{"bindId":55,"name":56,"text":57},"alternatives","Es entendido que las trabajadoras que se","Es entendido que las trabajadoras que se encuentren en estado de embarazo no\npodrán ser destinadas a labores que pongan en riesgo su salud y seguridad o el\ndesarrollo normal de su gestación, si la trabajadora presenta alto riesgo en\nsu embarazo avalado por el médico de la empresa y\u002Fo por el médico\nespecialista del Instituto Hondureño de Seguridad Social, será temporalmente\nocupada en labores que no la pongan en riesgo, las trabajadoras en estos casos\nque tengan una eficiencia promedio de las últimas seis (6) semanas de trabajo\nanteriores al diagnóstico igual o superior al ciento diez por ciento (110 por\nciento) de eficiencia se les protegerá su salario promedio por las tres (3)\núltimas semanas previas a su retiro pre-natal.",{"bindId":59,"name":60,"text":61},"ONCERISE_trigger","PAGO DE DECIMO TERCER Y DECIMO CUARTO ME","PAGO DE DECIMO TERCER Y DECIMO CUARTO MES DE SALARIO \n\nCLAUSULA NO.16: \n\nLa empresa continuara cumpliendo con el Decreto No.112 Articulo No.12 en\nrelación al Décimo tercer mes en concepto de aguinaldo, según el cual el\ndécimo tercer mes será calculado con el promedio de los salarios ordinarios,\nextraordinarios, bonos de producción, asistencia perfecta devengados por el\ntrabajador o trabajadora durante el año, el pago del mismo será el catorce\n(14) de diciembre de cada año, en caso de que dicho día sea inhábil de la\nempresa se pagará al día siguiente hábil. Esto no limitara a la Empresa de\nrealizar el pago en fecha anterior.\n\nEste mismo procedimiento será utilizado en el cálculo del décimo cuarto\nmes, el cual se pagará a más tardar el dieciocho (18) de junio de cada\naño.",{"bindId":63,"name":64,"text":65},"childcare","PERMISOS CON GOCE DE SALARIO CLAUSULA NO","PERMISOS CON GOCE DE SALARIO \n\nCLAUSULA NO. 13.- \n\nLa empresa concederá permiso con goce de salario en días habiles de\ntrabajo a sus trabajadores o trabajadoras en los casos siguientes:\n\nEn caso de muerte de esposo, esposa, compañero, compañera de hogar, hijos,\nhijas, padre, madre, hermana, hermano, abuela, abuelo; tres (3) días debiendo\npresentar la respectiva Acta de Defunción en original para poder acreditar el\npago respectivo.\n\nEn caso de grave enfermedad, especificada por el profesional médico de la\nmadre, padre, hijos, hijas, esposo, esposa, compañero, compañera de hogar,\nhermana, hermano del trabajador o trabajadora acreditado el vínculo de\nparentesco de acuerdo a los atestados que obran en el Registro Nacional de las\nPersonas, la empresa concederá licencia remunerada a sus trabajadores y\ntrabajadoras cuando estos lo necesiten tres (3) días al mes hasta un máximo\nde veinticinco (25) días al año con goce de salario, debiendo acreditar en el\nmomento en que se reintegre a sus labores las constancias pertinentes o a más\ntardar al término de una semana. Y, en caso de persistir se le concederá\npermiso adicional hasta un máximo de veintiocho (28) días sin goce de salario\ndebiendo el trabajador presentar la constancia médica, firmada y sellada en\noriginal por el médico tratante.",{"bindId":67,"name":56,"text":57},"pregnancy",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","AUMENTO ADICIONAL AL SALARIO MINIMO CLAU","AUMENTO ADICIONAL AL SALARIO MINIMO \n\nCLAUSULA NO.27: \n\nLa Empresa concederá durante la vigencia del presente Contrato Colectivo,\nun aumento adicional del 6% al salario mínimo fijado por el Poder\nEjecutivo.\n\nAdemás de lo anterior, durante la vigencia del presente contrato colectivo,\nlos valores adicionales que el trabajador devengue en su salario por\nproducción, serán reflejados de acuerdo a los incrementos al salario mínimo\ndecretado por el Gobierno de la República.\n\nAdicionalmente, la Empresa dará las explicaciones correspondientes para\ndemostrar que se halla en fiel cumplimiento del pago del salario mínimo\nindicado en el párrafo primero de esta cláusula.\n\nCuando el trabajador se presente a sus labores y no alcance la eficiencia\nrequerida para devengar ingreso por producción, la Empresa le garantizará el\npago del salario mínimo negociado entre las partes contemplado en el párrafo\nprimero de esta cláusula, lo cual se reflejará en el pago total de la semana\nmás los días en que hubo ingreso por producción y el pago del séptimo\ndía.",{"bindId":73,"name":74,"text":75},"funeralpay","PRESTACIONES SOCIALES EN CASOS DE MUERTE","PRESTACIONES SOCIALES EN CASOS DE MUERTE DE TRABAJADOR \n\nCLÁUSULA N° 29: \n\nEn los casos de muerte se procederá de la siguiente forma:\n\nA: Si la muerte del Trabajador (a) fuere derivada de accidente común o\nenfermedad no profesional, la Empresa se obliga a hacer efectivo el importe de\nlas prestaciones sociales que corresponderían al trabajador o trabajadora\ndifunto, al derechohabiente o beneficiario que este último designe en el\ncontrato de trabajo. La Empresa en virtud de tal calamidad anticipará el pago\nde Cinco mil Lempiras exactos (Lps.5,000.00), del importe de las prestaciones\nsociales que corresponderían al trabajador difunto para que la familia utilice\nlos mismos en cubrir los gastos correspondientes de funerales del trabajador o\ntrabajadora. Por mera liberalidad, la Empresa otorgará la cantidad de Tres mil\nquinientos Lempiras (Lps. 3,5000.00) para gastos fúnebres.\n\nB: Si la muerte del Trabajador (a) fuera derivada de accidente de trabajo o\nenfermedad profesional, se pagará conforme lo establece el artículo 420\nnumeral No.1 y 2 del Código del Trabajo. El beneficio contemplado en este\ninciso se hará extensivo a aquellos trabajadores y trabajadoras que en el\ntrayecto ordinario de ida y regreso al trabajo sufriere un accidente.\n\nC: En caso de muerte de esposo, esposa, compañero, compañera de hogar,\npadre, madre, hijos, hijas del trabajador o trabajadora, la Empresa otorgará\nla cantidad de tres mil quinientas lempiras exactos (Lps.3,500.00), para cubrir\ngastos fúnebres. En el caso de que dos o más trabajadores fueran parientes de\nla persona fallecida, solamente se reconocerá el valor equivalente a un solo\nEmpleado(a). Es entendido que la aplicación de esta cláusula es de carácter\ninmediato, una vez que le sean acreditados a la Empresa el vínculo de\nparentesco así como el fallecimiento, por medio del acta de defunción\noriginal que en caso de ser requerida por el trabajador o trabajadora será\ndevuelta previo ser cotejada con fotocopia que quedara en archivo.",{"bindId":77,"name":78,"text":79},"MEALALL_trigger","SUBSIDIO DE ALIMENTACION CLAUSULA N0.33:","SUBSIDIO DE ALIMENTACION \n\nCLAUSULA N0.33: \n\nLa empresa subsidiara la alimentación de sus trabajadores y trabajadoras en\nun valor diario de Lps 9.00 (Nueve Lempiras) a cualquier plato de alimentación\ndurante el almuerzo en la cafetería, siempre y cuando el trabajador (a)\nutilice el sistema de crédito diario.\n\nA fin de velar por la higiene y calidad de los alimentos que se venden en la\ncafetería así como el servicio que allí se proporciona, se constituye a\npartir de la firma del presente Contrato Colectivo una comisión integrada por\nla empresa y dos representantes del sindicato.",{"bindId":81,"name":82,"text":83},"cbadate_start","VIGENCIA DEL CONTRATO COLECTIVO CLAUSULA","VIGENCIA DEL CONTRATO COLECTIVO \n\nCLAUSULA NO.38: \n\nEl presente contrato colectivo tendrá una vigencia de tres años a partir\nde la fecha de su firma.",{"bindId":85,"name":86,"text":87},"holidaysdays","A)Al cumplir un (1) año de servicio, die","A)Al cumplir un (1) año de servicio, diez (10) días laborales consecutivos\nde descanso más el pago de un (1) día adicional.",{"bindId":89,"name":90,"text":91},"healthcareaccess","SISTEMA MEDICO - EMPRESA CLAUSULA NO. 46","SISTEMA MEDICO - EMPRESA \n\nCLAUSULA NO. 46: \n\nLa empresa proveerá a la clínica del Sistema médico empresarial con un\nfondo de Veinte mil Lempiras (Lps. 20,000.00) mensuales sujeto a revisión\ncuando la situacion económica lo amerite, adicionalmente a lo que provee el\nInstituto Hondureño de Seguridad Social (IHSS) para la compra de un cuadro de\nmedicamento básico cuando no las suministre el Instituto Hondureño de\nSeguridad Social (IHSS) por carecer de la existencia de los mismos. Proveerá\nadicionalmente un fondo único rotativo para casos de emergencia de Cuarenta\nmil Lempiras (Lps. 40,000.00) para uso de los trabajadores de forma de que se\npueda contar con un máximo de Un Mil Ochocientos Lempiras (Lps.1,800.00) por\ntrabajador para compra de medicamento prescrito por el médico de la empresa,\nque no esté en el cuadro básico de medicamentos que provee el Instituto\nHondureño de Seguridad Social (IHSS) priorizando las enfermedades de mayor\nimportancia médica, con un plazo máximo para pagarlo de hasta doce (12)\nsemanas a ser deducido por planilla. Es entendido que este préstamo solo se\notorgara a aquellos empleados que no tengan deudas pendientes con la\nempresa. ",{"bindId":93,"name":86,"text":87},"annleaveallowancetype",{"bindId":95,"name":96,"text":97},"COMMUTE_trigger","SUBSIDIO DE TRANSPORTE CLAUSULA NO.23: L","SUBSIDIO DE TRANSPORTE \n\nCLAUSULA NO.23: \n\nLa empresa proporcionará a todos los trabajadores y trabajadoras transporte\nsubsidiado en un sesenta por ciento (60%) sobre la base de datos de localidades\nactualizada a la fecha de suscripción del presente Contrato Colectivo.",{"bindId":99,"name":100,"text":101},"SUNDAY_trigger","En el caso de requerir los servicios de ","En el caso de requerir los servicios de los trabajadores en un día feriado,\nla empresa pagara con el doble del tiempo efectivamente trabajado sin menoscabo\ndel derecho contractual adquirido del promedio del salario devengado de la\nsemana inmediata anterior.",{"bindId":103,"name":104,"text":105},"ANNLEAVE_trigger","VACACIONES CLAUSULA NO.21: La empresa co","VACACIONES\n\nCLAUSULA NO.21: \n\nLa empresa concederá vacaciones remuneradas a sus trabajadores (as) por\naños de servicios en la forma siguiente:\n\nA)Al cumplir un (1) año de servicio, diez (10) días laborales consecutivos\nde descanso más el pago de un (1) día adicional.\n\nB)Al cumplir dos (2) años de servicio, doce (12) días laborales de\ndescanso, más el pago de dos\n\n(2)días adicionales.\n\nC)Al cumplir tres (3) años de servicio quince (15) días laborales de\ndescanso más el pago de tres\n\n(3)días adicionales.\n\nD)Al cumplir cuatro (4) años de servicio veinte (20) días laborales de\ndescanso más el pago de cuatro (4) días adicionales.\n\nE)Al cumplir cinco (5) años de servicio y más veinte (20) días laborales\nde descanso más el pago de siete (7) días adicionales.\n\nLa empresa y el sindicato han convenido disfrutar del período de vacaciones\ncorrespondientes de la siguiente manera:\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      Antigüedad\n      Días a descansar en Diciembre\n      \n      Pago días adicionales a pagar en Diciembre\n      Días por vacaciones a descansar en sig. año calendario (Enero 02 \u002F\n        Nov.30)\n    \n    \n      1 año\n      10\n      1\n      0\n    \n    \n      2 años\n      10\n      2\n      2\n    \n    \n      3 años\n      10\n      3\n      5\n    \n    \n      4 años\n      10\n      4\n      10\n    \n    \n      5 años\n      10\n      7\n      10\n    \n  \n\n\n\n\nEs entendido que los pagos por el concepto de vacaciones se harán con el\npromedio de los salarios devengados por el trabajador (a) en los últimos 6\nmeses de acuerdo al artículo 352 del Código del Trabajo. El pago de los días\nadicionales convenidos se hará efectivo, en el mes de Diciembre de cada\naño.\n\nASISTENCIA EDUCACIONAL \n\nCLAUSULA NO.22: \n\nLa empresa como un estímulo para la educación de los trabajadores y para\nlos hijos e hijas de los trabajadores y las trabajadoras otorgara:\n\na)Para los trabajadores y trabajadoras que estudian, la empresa otorgara un\nreembolso por asistencia educacional de un ochenta (80%) por ciento de los\ngastos en que incurra el trabajador o trabajadora. Este reembolso será\notorgado siempre y cuando el trabajador o trabajadora realice estudios formales\nen las siguientes áreas: Ingeniería Industrial, Mecánica Industrial,\nProducción Industrial, Relaciones Industriales, Psicología, Ingles, Ciencias\nde Ia Computación, Educación Básica, Educación Secundaria, todo en\ninstituciones reconocidas por el Ministerio de Educación, el estudio será\naprobado con índice académico mínimo del setenta y cinco por ciento (75%).\nLos recibos que se aceptan para efectos de reembolso serán gastos por\nmatricula, gastos por mensualidad, y gasto por la compra de un libro y un\ncuaderno por cada asignatura cursada, bajo el entendido de que los mismos no\ndeben contener ninguna alteración que ponga en duda su veracidad. Para ser\nbeneficiario de este reembolso deberán cumplirse los siguientes requisitos 1)\nLlenar solicitud de asistencia educacional adjuntando el recibo de matrícula y\nentregarlo al Departamento de Recursos Humanos en el mismo mes que se\nmatricule, 2) Al terminar el periodo matriculado el trabajador deberá\npresentar las calificaciones y diploma del curso terminado con todas las\nmaterias aprobadas 3) Contar con un año de antigüedad cumplido al momento de\nla aplicación al beneficio.\n\nb)Para los hijos e hijas de los trabajadores y trabajadoras que cursan\neducación secundaria, la empresa otorgara veinte (20) becas a razón de\nquinientos cincuenta Lempiras (Lps.550.00)\n\nmensuales durante diez meses por cada año calendario, para educación\nsecundaria. Esta aportación será otorgada al beneficiario o beneficiaría en\nforma mensual a partir del mes de marzo de cada año.\n\nc) Para los hijos e hijas de los trabajadores y trabajadoras que cursan\neducación primaria, la empresa otorgara la cantidad de veinticinco (25)\nmochilas nuevas de buena calidad.\n\nEs entendido que para la aplicación de los incisos b y c de esta cláusula\nlos padres o madres de familia presentaran a la empresa una constancia de\nmatrícula del año lectivo y el certificado de estudio del año anterior con\nun índice académico no menor al ochenta por ciento (80%) y la partida de\nnacimiento original en donde se acredite el parentesco.",{"bindId":107,"name":108,"text":109},"tradeunleavtxt","PERMISOS CON GOCE DE SALARIO POR CAPACIT","PERMISOS CON GOCE DE SALARIO POR CAPACITACION SINDICAL \n\nCLÁUSULA N° 32: \n\nLa Empresa se compromete a conceder permiso con goce de salario a los\ntrabajadores y trabajadoras que hayan sido seleccionados por SITRADAHSA para\nparticipar en seminarios de capacitación sindical. Es entendido que estos\npermisos no excederán más de ocho (8) días continuos, y en todo caso no\npodrán disfrutar de estos permisos más de seis (6) trabajadores o\ntrabajadoras al mismo tiempo; hasta un máximo de veinticinco (25) días al\naño para un mismo trabajador.\n\nAsimismo deberá acreditar ante la Empresa la capacitación recibida con una\nConstancia o con copia del Diploma para su expediente.",{"bindId":111,"name":112,"text":113},"healthandsafetypolicy","COMISION DE HIGIENE Y SEGURIDAD CLAUSULA","COMISION DE HIGIENE Y SEGURIDAD\n\nCLAUSULA NO.10.- \n\nLa empresa y el sindicato convienen en darle continuidad a la Comision de\nHigiene y Seguridad para que estudie y dicte las medidas necesarias que\ngaranticen la higiene, salud y seguridad de los trabajadores y trabajadoras\ndurante sus labores, conforme a lo establecido en el Reglamento General de\nMedidas Preventivas de Accidentes de Trabajo y enfermedades profesionales y al\nAcuerdo número 053-04 con las reformas del 19 de octubre del 2004. Queda\nestablecido que la comisión de higiene y seguridad se reunirá durante la\ntercera semana de cada mes calendario de 10:00 a.m. a 11:30 a.m. en la cual se\nlevantara acta de lo discutido y aprobado. La fecha en que se llevara a cabo la\nreunión será notificada por la Empresa con dos días de anticipación.\n\nLos acuerdos tomados en dichas reuniones serán de aplicación y ejecución\nde acuerdo a la programación de la comisión. Queda entendido que la empresa\nllevara en su libro de actas el registro de cada reunión, entregando al\nsindicato copia de las actas que se levanten.",{"bindId":115,"name":116,"text":117},"casignemployees","DELTA APPAREL HONDURA,S S.A. sociedad le","DELTA APPAREL HONDURA,S S.A. sociedad legalmente constituida, representada\nen ese acto por los señores ZAHIRA NOVELO, JOSUE MOISES MARADIAGA, KAREN\nALICIA ORTEGA, MARIO FRANCISCO GAMEZ y RENE FAJARDO LEITZELAR, la que en lo\nsucesivo se denominará \"LA EMPRESA\", por una parte; y por la otra, el\nSINDICATO DE TRABAJADORES DE LA EMPRESA DELTA APPAREL HONDURAS, S.A.\n(SITRADAHSA), representado por los trabajadores MERCEDES ESPERANZA MALDONADO,\nMERLIN GUADAULPE MALDONADO, REDIN SAUL GONZALES, ABNER JOEL OYUELA, JUAN RAFAEL\nEGUIGURE, RAFAEL GAUTAMA RODRIGUEZ, OSCAR ARMANDO CRUZ y JEBER GUTIERREZ, por\nla Comisión Negociadora del SINDICATO DE TRABAJADORES DE LA EMPRESA DELTA\nAPPAREL HONDURAS, S.A. (SITRADAHSA); los señores FRANCISCO JOEL LOPEZ y\nALEJANDRO DERAS, en representación de la Federación Independiente de\nTrabajadores de Honduras (F.I.T.H.); y los señores ARMANDO VILLATORO y EFRAIN\nAGUILAR, por la Confederación Unitaria de Trabajadores de Honduras (C.U.T.H.),\nque en lo sucesivo se denominara \"EL SINDICATO\"; y la abogada WALESKA MARTINEZ,\nen su condición de MEDIADOR; quienes después de haber acreditado legalmente\nla personalidad con que actúan, han convenido en celebrar el presente Contrato\nColectivo de Condiciones de trabajo, de conformidad con la siguientes\nestipulaciones:",{"bindId":119,"name":56,"text":57},"breastfeeding_dangerouswork",{"bindId":121,"name":122,"text":123},"hourspweek","La empresa y el sindicato convienen que ","La empresa y el sindicato convienen que los horarios de las jornadas de\nentradas y salidas de trabajo serán los siguientes: de lunes a jueves de 7:15\nam. a 4:45 pm. Los días viernes de 7:15 am. a 3:45 pm. Estos horarios incluyen\ndos recesos de diez (10) minutos, el primero a partir de las 8:20 am. y el\nsegundo a las 2:20 pm. y un receso de treinta minutos para el almuerzo a partir\nde las once de la mañana. Es entendido que con este horario se compensarán\nlas cuatro (4) horas del día sábado. En caso de ser necesario este horario\npodrá ser modificado de común acuerdo entre las partes.",{"bindId":125,"name":126,"text":127},"contracttrial","PERIODO DE PRUEBA CLAUSULA NO. 15.- El p","PERIODO DE PRUEBA \n\nCLAUSULA NO. 15.- \n\nEl período de prueba no excederá de SESENTA (60) DIAS.",{"bindId":129,"name":130,"text":131},"sicknesspay","INCAPACIDAD POR ENFERMEDAD COMUN CLAUSUL","INCAPACIDAD POR ENFERMEDAD COMUN \n\nCLAUSULA NO. 26.- \n\nCuando un trabajador sufra un accidente común o enfermedad común y le\nproduzca una incapacidad temporal, el Instituto Hondureño de Seguridad Social,\npagará al trabajador el subsidio diario equivalente al sesenta y seis por\nciento del salario base mensual de referencia, y el patrono pagará la\ndiferencia hasta completar el total del salario que devenga el trabajador, de\nconformidad a lo establecido en la Ley del Seguro Social y el reglamento de\naplicación de la misma.- En los casos que el empleado sufra una condición de\nsalud que lo imposibilite para seguir laborando, la empresa le pagará el\n(100%) Cien por Ciento de sus prestaciones laborales, previa presentación del\ndictamen médico respectivo emitido por el Instituto Hondureño de Seguridad\nSocial.",{"bindId":133,"name":134,"text":135},"healthandsafetyext","La empresa y el sindicato convienen en d","La empresa y el sindicato convienen en darle continuidad a la Comision de\nHigiene y Seguridad para que estudie y dicte las medidas necesarias que\ngaranticen la higiene, salud y seguridad de los trabajadores y trabajadoras\ndurante sus labores, conforme a lo establecido en el Reglamento General de\nMedidas Preventivas de Accidentes de Trabajo y enfermedades profesionales y al\nAcuerdo número 053-04 con las reformas del 19 de octubre del 2004. Queda\nestablecido que la comisión de higiene y seguridad se reunirá durante la\ntercera semana de cada mes calendario de 10:00 a.m. a 11:30 a.m. en la cual se\nlevantara acta de lo discutido y aprobado. La fecha en que se llevara a cabo la\nreunión será notificada por la Empresa con dos días de anticipación.",{"bindId":137,"name":138,"text":139},"holidaysfixeddays","La empresa concederá a todos sus trabaja","La empresa concederá a todos sus trabajadores y trabajadoras los días\nferiados siguientes: 1 de Enero, 14 de abril, jueves, viernes y sábado de\nSemana Santa, 1 de Mayo, 15 de Septiembre, 3, 12 y 21 de Octubre y 25 de\ndiciembre de cada año. Asimismo, la empresa y el sindicato convienen que en\ncaso de ser necesario el traslado de un feriado a otra fecha se hará de mutuo\nacuerdo entre ambas partes.",{"bindId":141,"name":142,"text":143},"TRADEUNLEAV_trigger","PERMISOS SINDICALES DIRECTIVOS CLAUSULA ","PERMISOS SINDICALES DIRECTIVOS \n\nCLAUSULA NO.11: \n\nLa empresa concederá a cada miembro de la junta directiva del sindicato\npermiso sindical con goce de salario durante no más de setenta y dos (72)\ndías laborables al año calendario para que pueda realizar actividades\ninherentes a la organización sindical. De estos setenta y dos (72) días\npodrán utilizar hasta un máximo de ocho (8) días al mes. Para tal efecto el\nSindicato y la Empresa acuerdan que los miembros de la Junta Directiva serán\nubicados en un equipo de producción, así mismo la Empresa se compromete a\nproteger el salario promedio de los trabajadores y trabajadoras que integren\neste equipo.\n\nQueda entendido que para hacer uso de dichos permisos, la empresa deberá\nrecibir por escrito una solicitud previa del sindicato o de la federación\nrespectiva.",{"bindId":145,"name":146,"text":147},"educationtuition","ASISTENCIA EDUCACIONAL CLAUSULA NO.22: L","ASISTENCIA EDUCACIONAL \n\nCLAUSULA NO.22: \n\nLa empresa como un estímulo para la educación de los trabajadores y para\nlos hijos e hijas de los trabajadores y las trabajadoras otorgara:\n\na)Para los trabajadores y trabajadoras que estudian, la empresa otorgara un\nreembolso por asistencia educacional de un ochenta (80%) por ciento de los\ngastos en que incurra el trabajador o trabajadora. Este reembolso será\notorgado siempre y cuando el trabajador o trabajadora realice estudios formales\nen las siguientes áreas: Ingeniería Industrial, Mecánica Industrial,\nProducción Industrial, Relaciones Industriales, Psicología, Ingles, Ciencias\nde Ia Computación, Educación Básica, Educación Secundaria, todo en\ninstituciones reconocidas por el Ministerio de Educación, el estudio será\naprobado con índice académico mínimo del setenta y cinco por ciento (75%).\nLos recibos que se aceptan para efectos de reembolso serán gastos por\nmatricula, gastos por mensualidad, y gasto por la compra de un libro y un\ncuaderno por cada asignatura cursada, bajo el entendido de que los mismos no\ndeben contener ninguna alteración que ponga en duda su veracidad. Para ser\nbeneficiario de este reembolso deberán cumplirse los siguientes requisitos 1)\nLlenar solicitud de asistencia educacional adjuntando el recibo de matrícula y\nentregarlo al Departamento de Recursos Humanos en el mismo mes que se\nmatricule, 2) Al terminar el periodo matriculado el trabajador deberá\npresentar las calificaciones y diploma del curso terminado con todas las\nmaterias aprobadas 3) Contar con un año de antigüedad cumplido al momento de\nla aplicación al beneficio.\n\nb)Para los hijos e hijas de los trabajadores y trabajadoras que cursan\neducación secundaria, la empresa otorgara veinte (20) becas a razón de\nquinientos cincuenta Lempiras (Lps.550.00)\n\nmensuales durante diez meses por cada año calendario, para educación\nsecundaria. Esta aportación será otorgada al beneficiario o beneficiaría en\nforma mensual a partir del mes de marzo de cada año.\n\nc) Para los hijos e hijas de los trabajadores y trabajadoras que cursan\neducación primaria, la empresa otorgara la cantidad de veinticinco (25)\nmochilas nuevas de buena calidad.\n\nEs entendido que para la aplicación de los incisos b y c de esta cláusula\nlos padres o madres de familia presentaran a la empresa una constancia de\nmatrícula del año lectivo y el certificado de estudio del año anterior con\nun índice académico no menor al ochenta por ciento (80%) y la partida de\nnacimiento original en donde se acredite el parentesco.",{"bindId":149,"name":150,"text":151},"cbadate_start_date","En fe de lo cual, se suscribe el present","En fe de lo cual, se suscribe el presente documento, en cuatro ejemplares de\nun mismo texto, en la ciudad de Villanueva, Departamento de Cortes, a los\nveintiséis días del mes de noviembre del dos mil quince.",{"bindId":153,"name":154,"text":155},"NOCTPREM_trigger","HORAS EXTRAS CLAUSULA NO.18: La empresa ","HORAS EXTRAS\n\nCLAUSULA NO.18: \n\nLa empresa y el sindicato convienen en que cuando se labore tiempo\nextraordinario después de las siete de la noche (7:00 pm) la empresa además\ndel pago de las mismas, proporcionara al personal laborante la alimentación\ncon refresco más el servicio de transporte de regreso al lugar donde habitan\nlos trabajadores y trabajadoras.\n\nLos trabajadores y trabajadoras que laboren jornada extraordinaria los días\nsábado, la empresa les proporcionara el almuerzo con refresco.",{"bindId":157,"name":70,"text":158},"LOWWAGE_trigger","AUMENTO ADICIONAL AL SALARIO MINIMO \n\nCLAUSULA NO.27: \n\nLa Empresa concederá durante la vigencia del presente Contrato Colectivo,\nun aumento adicional del 6% al salario mínimo fijado por el Poder\nEjecutivo.",{"bindId":160,"name":134,"text":135},"healthandsafetypolicytxt",{"bindId":162,"name":163,"text":164},"bankholidays1","FERIADOS CLAUSULA NO.6.- La empresa conc","FERIADOS\n\nCLAUSULA NO.6.- \n\nLa empresa concederá a todos sus trabajadores y trabajadoras los días\nferiados siguientes: 1 de Enero, 14 de abril, jueves, viernes y sábado de\nSemana Santa, 1 de Mayo, 15 de Septiembre, 3, 12 y 21 de Octubre y 25 de\ndiciembre de cada año. Asimismo, la empresa y el sindicato convienen que en\ncaso de ser necesario el traslado de un feriado a otra fecha se hará de mutuo\nacuerdo entre ambas partes.\n\nEn el caso específico del miércoles de Semana Santa, la empresa otorgará\nmedio día libre con pago a salario promedio. El trabajador podrá gozar de ese\nmedio día libre del miércoles con pago a promedio siempre y cuando asista a\nlaborar los días lunes y martes de Semana Santa, en el entendido que si el\ntrabajador se ausenta injustificadamente, el medio día libre será pagado a\nsalario mínimo.\n\nEs entendido que todos los feriados establecidos en esta cláusula la\nempresa los pagará con el promedio de la semana inmediata anterior, de igual\nmodo si el día feriado cae en domingo el día se pagará con el promedio de la\nsemana anterior.\n\nEn el caso de requerir los servicios de los trabajadores en un día feriado,\nla empresa pagara con el doble del tiempo efectivamente trabajado sin menoscabo\ndel derecho contractual adquirido del promedio del salario devengado de la\nsemana inmediata anterior.",{"bindId":166,"name":78,"text":79},"mealvouchers",{"bindId":168,"name":169,"text":170},"paidmaternityleave","INCAPACIDAD POR MATERNIDAD CLAUSULA NO.1","INCAPACIDAD POR MATERNIDAD\n\nCLAUSULA NO.17:\n\nLa empresa y el sindicato convienen que las trabajadoras que presenten\ncertificado médico del Instituto Hondureno de Seguridad Social en el que\nconste su estado de embarazo y la fecha probable de parto, la empresa le\npagará de una sola vez el pre-natal y post- natal en la fecha de su retiro por\nmaternidad, y a tal efecto la trabajadora se compromete a entregar o hacer\nllegar su documento de incapacidad con el respectivo certificado de nacimiento\ndentro de las dos semanas posteriores al parto y hasta un mes máximo de plazo,\ncaso contrario se procederá a efectuar las respectivas deducciones por las\nsumas abonadas en concepto de descanso post-natal, de acuerdo a lo establecido\nen el Reglamento del Seguro Social y el Articulo 372 del Código del\nTrabajo.\n\nAsimismo en caso de ser solicitado por la trabajadora, la Empresa\nadicionará al periodo Post- natal una semana de descanso sin goce de sueldo.\nEn caso de necesitar apoyo económico, la trabajadora podrá gestionar un\npréstamo hasta por Dos mil Lempiras (Lps.2,000.00) sin ningún interés; el\ncual podrá comenzar a pagar por deducción de planilla hasta en doce (12)\ncuotas semanales, una vez concluida la tercera semana de labores.\n\nEs entendido que las trabajadoras que se encuentren en estado de embarazo no\npodrán ser destinadas a labores que pongan en riesgo su salud y seguridad o el\ndesarrollo normal de su gestación, si la trabajadora presenta alto riesgo en\nsu embarazo avalado por el médico de la empresa y\u002Fo por el médico\nespecialista del Instituto Hondureño de Seguridad Social, será temporalmente\nocupada en labores que no la pongan en riesgo, las trabajadoras en estos casos\nque tengan una eficiencia promedio de las últimas seis (6) semanas de trabajo\nanteriores al diagnóstico igual o superior al ciento diez por ciento (110 por\nciento) de eficiencia se les protegerá su salario promedio por las tres (3)\núltimas semanas previas a su retiro pre-natal.\n\nAsimismo tendrán derecho a salida preferencial de diez (10) minutos antes\nde sus labores marcando en un reloj específico para ellas. Bajo el entendido\nque los referidos diez minutos serán para que aguarden sentadas en el área de\nla cafetería mientras llega la hora de salida.",{"bindId":172,"name":173,"text":174},"incidentalbonusdatesec","Este mismo procedimiento será utilizado ","Este mismo procedimiento será utilizado en el cálculo del décimo cuarto\nmes, el cual se pagará a más tardar el dieciocho (18) de junio de cada\naño.",{"bindId":176,"name":60,"text":61},"ONCERISE2_trigger",{"bindId":178,"name":104,"text":179},"PAIDLEAV_trigger","VACACIONES\n\nCLAUSULA NO.21: \n\nLa empresa concederá vacaciones remuneradas a sus trabajadores (as) por\naños de servicios en la forma siguiente:\n\nA)Al cumplir un (1) año de servicio, diez (10) días laborales consecutivos\nde descanso más el pago de un (1) día adicional.\n\nB)Al cumplir dos (2) años de servicio, doce (12) días laborales de\ndescanso, más el pago de dos\n\n(2)días adicionales.\n\nC)Al cumplir tres (3) años de servicio quince (15) días laborales de\ndescanso más el pago de tres\n\n(3)días adicionales.\n\nD)Al cumplir cuatro (4) años de servicio veinte (20) días laborales de\ndescanso más el pago de cuatro (4) días adicionales.\n\nE)Al cumplir cinco (5) años de servicio y más veinte (20) días laborales\nde descanso más el pago de siete (7) días adicionales.\n\nLa empresa y el sindicato han convenido disfrutar del período de vacaciones\ncorrespondientes de la siguiente manera:\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      Antigüedad\n      Días a descansar en Diciembre\n      \n      Pago días adicionales a pagar en Diciembre\n      Días por vacaciones a descansar en sig. año calendario (Enero 02 \u002F\n        Nov.30)\n    \n    \n      1 año\n      10\n      1\n      0\n    \n    \n      2 años\n      10\n      2\n      2\n    \n    \n      3 años\n      10\n      3\n      5\n    \n    \n      4 años\n      10\n      4\n      10\n    \n    \n      5 años\n      10\n      7\n      10\n    \n  \n\n\n\n\nEs entendido que los pagos por el concepto de vacaciones se harán con el\npromedio de los salarios devengados por el trabajador (a) en los últimos 6\nmeses de acuerdo al artículo 352 del Código del Trabajo. El pago de los días\nadicionales convenidos se hará efectivo, en el mes de Diciembre de cada\naño.",{"bindId":181,"name":138,"text":139},"holidaysfixed",{"bindId":183,"name":184,"text":185},"deathrelatives","En caso de muerte de esposo, esposa, com","En caso de muerte de esposo, esposa, compañero, compañera de hogar, hijos,\nhijas, padre, madre, hermana, hermano, abuela, abuelo; tres (3) días debiendo\npresentar la respectiva Acta de Defunción en original para poder acreditar el\npago respectivo.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND DELTA APPAREL HONDURAS, S.A. - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2015-11-26\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2018-11-25\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\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: → Industria textil  , 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                        DELTA APPAREL 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                        SITRADAHSA - Sindicato de Trabajadores de la Empresa DELTA APPAREL 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            \u003Cdiv id=\"display-casignemployees\">\n                Nombre otras firmas por lado de los trabajadores: → Comisión Negociadora del SINDICATO DE TRABAJADORES DE LA EMPRESA DELTA APPAREL HONDURAS, S.A. (SITRADAHSA); Federación Independiente de Trabajadores de Honduras (F.I.T.H.); Confederación Unitaria de Trabajadores de Honduras (C.U.T.H.)\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \n\n        \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            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → No\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: → No\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: → \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 → \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        \u003Cdiv id=\"display-funeralpayamount\">\n                Contribució mínima de la empresa para los gastos de funeral\u002Fenterramiento → HNL \n            \u003C\u002Fdiv>\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: → -9 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 → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → Sí\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Licencia pagada anual en caso de cuidado de parientes: → 25 días\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 3 días\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \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: → 60 días\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\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            \u003Cdiv id=\"display-hourspday\">\n                Horas de trabajo por día: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Horas de trabajo por semana: → 41.3\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Días de treabajo por semana: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 10.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: →  semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Periodo fijo de vacaciones pagadas: → 11.0 días\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Máximo número de domingos \u002F festivos que pueden trabajarse en un año: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: →  días\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → No\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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Disposición de que los salarios mínimos establecidos por el gobierno tienen que ser respetados: → Sí\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Pago extra por vacaciones anuales:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prima por trabajo en Domingo:\u003C\u002Fh4>\n            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\u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[191],{"title":35,"slug":31},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Compare los convenios colectivos","Compare los artículos de los Convenios Colectivos de Honduras entre los diferentes sectores, temas y países.","dark",{"title":196,"url":200,"description":196,"rel":201,"type":202},"\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[204],{"type":194,"data":205},{"title":196,"description":197,"variant":198,"link":206},{"title":196,"url":200,"description":196,"rel":201,"type":202},[],{"title":15,"seo_title":209,"description":7,"path":210,"redirect_url":7,"locale":16,"children":211},"WageIndicator Honduras: salarios y derechos 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hacemos","\u002Fes-hn\u002Fque-hacemos",[301,305,311,316,321],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":7,"locale":16,"children":304},"Datos y servicios","\u002Fes-hn\u002Fque-hacemos\u002Fdatos-y-servicios",[],{"title":306,"seo_title":8,"description":7,"path":307,"redirect_url":308,"locale":309,"children":310},"Proyectos","\u002Fes-hn\u002Fque-hacemos\u002Fproyectos","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":312,"seo_title":8,"description":7,"path":313,"redirect_url":314,"locale":309,"children":315},"Eventos","\u002Fes-hn\u002Fque-hacemos\u002Feventos","\u002Fwhat-we-do\u002Fevents",[],{"title":317,"seo_title":8,"description":7,"path":318,"redirect_url":319,"locale":309,"children":320},"Publicaciones","\u002Fes-hn\u002Fque-hacemos\u002Fpublicacion","\u002Fwhat-we-do\u002Fpublications",[],{"title":322,"seo_title":8,"description":7,"path":323,"redirect_url":324,"locale":309,"children":325},"Noticias e historias","\u002Fes-hn\u002Fque-hacemos\u002Fnoticias-e-historias","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":327,"seo_title":8,"description":7,"path":328,"redirect_url":7,"locale":16,"children":329},"Sobre nosotros","\u002Fes-hn\u002Fsobre-nosotros",[330,352,357,362,367,372],{"title":331,"seo_title":8,"description":7,"path":332,"redirect_url":7,"locale":16,"children":333},"Quiénes somos","\u002Fes-hn\u002Fsobre-nosotros\u002Fquienes-somos",[334,339,344,348],{"title":335,"seo_title":8,"description":7,"path":336,"redirect_url":337,"locale":309,"children":338},"Trabaja con 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