[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcontrato-colectivo-de-trabajo-entre-la-empresa-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-2015-2017":3,"menu:\u002Fes-hn:":146,"sites:htmlblocks":315,"cite-subsites":1514,"subsites":5079,"footer:root":5556,"cite-footer:root":5654,"suggested:root":5693},{"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":126,"content_type_view":127,"extra_breadcrumbs":128,"body":130,"body_blocks":141,"related_pages":145},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":124,"translations":125},{"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-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-2015-2017","ebbd3510-e3c7-11e6-ab54-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fhonduras\u002Fcontrato-colectivo-de-trabajo-entre-la-empresa-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-2015-2017\u002Fcontrato-colectivo-de-trabajo-entre-la-empresa-pinehurst-manufacturing-hnd-gmbh-y-el-sindicato-de-trabajadores-de-la-empresa-pinehurst-manufacturing-hnd-gmbh-sitrapinehurst-2015-2017\u002F","Contrato Colectivo de Trabajo entre la Empresa PINEHURST MANUFACTURING (HND) GMBH y el Sindicato de Trabajadores de la Empresa Pinehurst Manufacturing (HND) GMBH (SITRAPINEHURST), 2015-2017","HND Pinehurst Manufacturing (HND) GMBH - 2015","Honduras - HND Pinehurst Manufacturing (HND) GMBH - 2015","HND Pinehurst Manufacturing (HND) GMBH - 2015 - Industria manufacturera",{"name":39,"data":40},"PENIHURTH.html","\n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\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>SEGUNDO CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO CELEBRADO ENTRE LA\nEMPRESA MERCANTIL \"PINEHURST MANUFACTURING (HND) GMBH Y EL SINDICATO DE\nTRABAJADORES DE LA EMPRESA PINEHURST MANUFACTURING (HND) GMBH\n(SITRAPINEHURST).\u003C\u002Fh1>\n\n\u003Cp>PINEHURST MANUFACTURING (HND) GMBH, sociedad legalmente constituida,\nrepresentada en este acto por su comisión negociadora integrada por los\nseñores: CLAUDIA VANESSA FRANCO, ANGELA CAROLINA BONILLA, LOURDES PAMELA\nBLANCO, LUIS GONZALO BUSTAMANTE, NELSON URROZ, GERARDO AYALA PAZ, la que en lo\nsucesivo se denominará “LA EMPRESA”, por una parte; y por la otra, EL\nSINDICATO DE TRABAJADORES DE LA EMPRESA PINEHURST MANUFACTURING (HND) GMBH\n(SITRAPINEHURST), representado por su Comisión Negociadora integrada por los\ntrabajadores: SAIDA MISAI REYES, IRIS YOLANDA HERNANDEZ, ISIS MARIBEL SIERRA,\nENNA YESSENIA CASTILLO, MARIO FRANCISCO ROSALES, EDDY ESMERLIN VALLECILLO, y\nlas señoras EVANGELINA ARGUETA Y LUCIA ANTONIA ROSALES, por la Central General\nde Trabajadores (CGT), que en lo sucesivo se denominará “EL SINDICATO”;\nquienes después de haber acreditado legalmente la personalidad con que\nactúan, han convenido en celebrar el presente Segundo Contrato Colectivo de\nCondiciones de Trabajo, de conformidad con las siguientes estipulaciones:\u003C\u002Fp>\n\n\u003Ch3>RECONOCIMIENTO DE LAS PARTES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.01: \u003C\u002Fh3>\n\n\u003Cp>La Empresa PINEHURST MANUFACTURING (HND) GMBH, reconoce al sindicato de\nTrabajadores de la Empresa Pinehurst Manufacturing (HND) GMBH (SITRAPINEHURST),\ncomo el único y exclusivo representante legal de los trabajadores afiliados,\npara el estudio, mejoramiento, defensa de los intereses económicos, sociales y\nculturales, y se compromete a tratar con la Junta Directiva, todos los\nconflictos de carácter individual o colectivo que surjan de la aplicación del\nPresente Segundo Contrato Colectivo de Condiciones de Trabajo, Reglamento\nInterno de Trabajo y demás leyes laborales del país. Lo anterior, sin\nperjuicio del derecho que tienen todos los trabajadores para gestionar\ndirectamente los problemas que le afecten individualmente.\u003C\u002Fp>\n\n\u003Cp>En aplicación al artículo 545 del Código de Trabajo, la Junta Directiva\ndel Sindicato podrá ser asesorada por la federación o central a la cual este\nafiliado el Sindicato cuando éste lo requiera.\u003C\u002Fp>\n\n\u003Ch3>REGULACIONES DEL PRESENTE CONTRATO COLECTIVO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.02: \u003C\u002Fh3>\n\n\u003Cp>El presente Contrato Colectivo de Condiciones de Trabajo rige y regula las\ncondiciones de trabajo de todos los trabajadores y trabajadoras de la empresa\nPINEHURST MANUFACTURING (HND) GMBH, comprometiéndose ambas partes al fiel\ncumplimiento de lo pactado en el mismo.\u003C\u002Fp>\n\n\u003Cp>El presente Contrato Colectivo de Condiciones de Trabajo no será aplicable\nal siguiente personal de confianza: Gerente General, Gerentes de Áreas,\nIngenieros, Coordinadores de Producción y Coordinadores de Departamento, Jefes\nde Departamento, Supervisores, Administradores, Jefes de Personal y los\nAsistentes de cualquiera de los anteriores; posiciones que por razón de su\ncargo en la Empresa, representan al patrono en los puestos de dirección o de\nconfianza que pueden fácilmente ejercer una coacción indebida sobre sus\ncompañeros.\u003C\u002Fp>\n\n\u003Cp>Es entendido que la Empresa se compromete a no desmejorar las categorías y\na respetar todos los beneficios y condiciones que por costumbre esta ha venido\notorgando a todos sus trabajadores.\u003C\u002Fp>\n\n\u003Ch3>CASOS NO PREVISTOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.03:\u003C\u002Fh3>\n\n\u003Cp>En todo lo no previsto en el presente Contrato Colectivo de Condiciones de\nTrabajo, se procederá de conformidad con lo dispuesto en el Código de Trabajo\ny legislación constitucional y laboral vigente, incluyendo los convenios y las\nrecomendaciones internacionales suscritos por la República de Honduras con la\nOrganización Internacional del Trabajo (OIT), así como la equidad, la\njusticia, la costumbre y usos locales.\u003C\u002Fp>\n\n\u003Ch3>LIBRE ADMINISTRACION\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.04: \u003C\u002Fh3>\n\n\u003Cp>La Empresa PINEHURST MANUFACTURING (HND) GMBH y el SINDICATO DE TRABAJADORES\nDE LA EMPRESA PINEHURST MANUFACTURING (HND) GMBH “SITRAPINEHURST”, se\nreconocen mutuamente el derecho a la libre administración, dirección y\ndecisión plena de sus actividades con las limitaciones que ya establecen las\nleyes del país, el Código de Trabajo, Reglamento Interno de Trabajo y este\nContrato Colectivo de Condiciones de Trabajo.\u003C\u002Fp>\n\n\u003Ch3>CANCELACION DE FALTAS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.05: \u003C\u002Fh3>\n\n\u003Cp>La Empresa a través de sus representantes, previo a la aplicación\nde-medidas disciplinarias, dará estricto cumplimiento al artículo 92 numeral\n9 del Código del Trabajo, de igual forma se compromete que al aplicar dichos\nprocedimientos disciplinarios establecidos en su Reglamento Interno de Trabajo,\nCódigo de Trabajo, y el Presente Contrato Colectivo de Condiciones de Trabajo,\ndará al Sindicato el acceso al expediente del trabajador en cuestión, siempre\ny cuando este autorice mostrar dicho expediente.\u003C\u002Fp>\n\n\u003Cp>Asimismo, Empresa y Sindicato acuerdan que para la aplicación de medidas\ndisciplinarias, a partir de esta fecha, y en adelante, se tomaran en cuenta\núnicamente todas aquellas faltas cometidas por las y los trabajadores que\nhayan sido sancionadas partir del 30 agosto del 2013. La empresa anualmente y\nen la fecha de aniversario de los empleados ira borrando las faltas, dejando\núnicamente registro de las acciones disciplinarias aplicadas en el último\naño calendario, se mantendrá un histórico de un año calendario para cada\nempleado.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>NO REPRESALIAS POR RECLAMOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.06: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete que en aplicación al Código de Trabajo y a los\nConvenios Internacionales de la Organización Internacional de Trabajo (OIT),\nno asumirá ninguna actitud discriminatoria, ni tomará ningún tipo de\nrepresalias contra ningún trabajador por los reclamos que éstos formulen ya\nsea a través de la organización sindical o personalmente, ni por su\nafiliación o apoyo al sindicato.\u003C\u002Fp>\n\n\u003Cp>Queda entendido que el personal de Administración y Dirección de la\nempresa en todos sus niveles, la Junta Directiva del Sindicato y los\ntrabajadores en general, se guardarán mutuamente la debida consideración y\nrespeto, absteniéndose del maltrato de palabra, de obra y actos que pudieran\nafectar la dignidad de cualquiera de las partes, todo dentro del marco\nlegal.\u003C\u002Fp>\n\n\u003Cp>No constituye como actitud discriminatoria, la aplicación de medidas\ndisciplinarias conforme a derecho.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ALIMENTACIÓN\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>CLÁUSULA No.07: \u003C\u002Fh3>\n\n\u003Cp>La Empresa mantendrá los precios, calidad y cantidad que actualmente se\nmanejan en la cafetería ubicada dentro de la zona libre St. Andrews, cuyo\nvalor, dependiendo del tamaño del plato, es de L20.00 y L28.00. Es entendido\nque cada plato deberá contener una Porción de Carne (roja o blanca), dos (02)\nAcompañantes y tres (03) Tortillas por el término de vigencia del presente\nContrato Colectivo de Condiciones de Trabajo.\u003C\u002Fp>\n\n\u003Cp>La Empresa continuara subsidiando L5.00 por cada plato de comida que\nconsuman los empleados, y este subsidio será pagado semanalrnente a la\ncafetería, a través de un boleto diario que la Empresa le asignara a cada\ntrabajador que lo necesite, o cualquier otro sistema que la Empresa\nimplemente.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la Empresa a través de la Comisión de Higiene y Seguridad\nverificara que en todo momento el servicio de alimentación se preste en\ncondiciones de higiene óptimas, verificando regularmente la aplicación\nestricta de las medidas de salubridad tanto del lugar donde se preparan y\nsirven los alimentos, así como de las personas que elaboran los mismos. La\nEmpresa llevara control de las sugerencias que sus trabajadores le planteen a\ntravés del buzón de quejas correspondientes.\u003C\u002Fp>\n\n\u003Cp>La Empresa como parte de su iniciativa pondrá a disposición de las y los\ntrabajadores, cinco (05) microondas y una (01) refrigeradora en el área de\ncafetería. Dichos microondas y refrigeradora serán operados por el personal\nasignado por la empresa para controlar el uso correcto de los artefactos y su\ndurabilidad, y serán reemplazados o reparados tan pronto que dejen de\nfuncionar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>BOLSÓN ESCOLAR Y PERMISOS PARA PRÁCTICA\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No 08: \u003C\u002Fh3>\n\n\u003Cp>La Empresa consciente de su responsabilidad social empresarial y en apoyo a\nlos hijos de las y los trabajadores, se compromete a otorgar en la segunda\nquincena de febrero de cada año, a los empleados con hijos en Educación\nPreescolar (Kinder), Escuela Primaria, Secundaria; una bolsa conteniendo\nútiles escolares con los siguientes elementos: seis (06) cuadernos escolares\nde 200 páginas, un (01) borrador, un (01) saca punta, un (01) juego de reglas,\nuna (01) caja de colores, seis (06) lápices de grafito. Se entiende que es una\nbolsa por cada hijo de las y los trabajadores que acrediten que estos se\nencuentren debidamente matriculados y presenten una constancia de la\ninstitución educativa donde estudian al Departamento de Recursos Humanos de la\nempresa, junto con la Certificación de Acta de Nacimiento del menor que\ncompruebe el parentesco. Este beneficio es aplicable a uno de los padres, en\ncaso de que ambos laboren en la empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Asimismo, la empresa concederá anualmente un permiso con goce de salario\nhasta por treinta (30) días a siete (07) de sus empleados para que puedan\nrealizar su práctica profesional; para gozar de este beneficio, los aplicantes\ndeberán presentar la carta de solicitud por parte de la Institución\nEstudiantil a la cual pertenecen con los datos que se utilizan generalmente\npara este tipo de prácticas y posteriormente la respectiva evaluación de la\nempresa o institución donde nayan realizado la misma.\u003C\u002Fp>\n\n\u003Cp>Se entiende que si la práctica profesional requiere de más tiempo, la\nEmpresa autorizara el respectivo permiso sin goce de salario.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>REAJUSTE DE PERSONAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.09: \u003C\u002Fh3>\n\n\u003Cp>En caso de que la Empresa se vea en la necesidad de hacer reajuste de\npersonal y\u002Fo suspensión temporal de los contratos de trabajo sin goce de\nsalario, la selección del personal se hará siguiendo los lineamientos del\nartículo 95 literal 19), seleccionando primeramente a los empleados de menor\nantigüedad y aquellos con menores nivelen de eficiencia, calidad, habilidad,\ndisciplina y asistencia, tomándose ambos criterios en su conjunto.\u003C\u002Fp>\n\n\u003Cp>En igualdad de condiciones, se preferirá a las y los trabajadores\nsindicalizados para que sigan trabajando.\u003C\u002Fp>\n\n\u003Cp>En el caso descrito en el párrafo anterior, una vez hecha la selección de\nlas y los trabajadores que se encuentren en igualdad de condiciones, se\nllamará a la Junta Directiva del Sindicato para revisar la lista de las\npersonas seleccionadas, para que manifiesten que trabajador o trabajadores\ndesean que se queden laborando.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>PERMISOS SINDICALES CON GOCE DE SALARIO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.10: \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">La Empresa concederá permisos sindícales con goce de salario a los\nmiembros de la Junta Directiva del Sindicato debidamente acreditados para que\npuedan desempeñar comisiones o actividades sindícales inherentes a su\norganización; los permisos por este concepto no excederán de veinte (20)\ndías al año por cada Directivo, el pago en relación a estos permisos se\nhará en base al salario promedio del módulo o del área a la cual pertenece\nel Directivo que goce de dicho permiso. Los días de permiso sindical que no\nsean utilizados por algún Directivo, serán utilizados por otro directivo que\nlo requiera; en tal caso el sindicato deberá comunicarlo a la empresa.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Por su parte, el sindicato se compromete a acreditar la nómina de la junta\ndirectiva con tres (03) días posteriores a la elección.\u003C\u002Fp>\n\n\u003Cp>Asimismo, se concederá permiso con goce de salario a las o los miembros de\nla Junta Directiva que sean designados por el sindicato para gozar de becas de\nestudios otorgados por las instituciones nacionales o internacionales, para\nasistir a cursos de capacitacion sindical cooperativistas, seminarios,\nconferencias v giras de estudios. Los días utilizados para este fin no serán\ncontabilizados como permisos sindicales según lo acordado en el párrafo\nanterior y no excederán de diez (10) días por directivo cada año.\u003C\u002Fp>\n\n\u003Cp>Queda convenido que los permisos sindicales relacionados a esta cláusula no\nafectaran en ningún aspecto e! cálculo del bono educativo, vacaciones,\ndécimo tercer mes, decimo cuarto mes, auxilio de cesantía, preaviso y otros\nbeneficios. El Sindicato por su parte se compromete a presentar a la empresa la\ninvitación o convocatoria de las instituciones patrocinadoras de dichos\neventos junto con una nota de la central a la cual este afiliado el sindicato,\ncon por lo menos dos (02) días de anticipación. Se entiende que los días de\npermiso sindical que no sean utilizados por algún directivo, podrán ser\nutilizados por otro directivo que lo requiera; en tal caso el sindicato deberá\ncomunicarlo a la empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>TABLERO SINDICAL Y USO DE PARLANTES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.11: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete, treinta (30) días después de la suscripción del\npresente Contrato Colectivo de Condiciones de Trabajo, en colocar dos (02)\ntableros en áreas visibles para los trabajadores, los que serán de uso\nexclusivo del SITRAPINEHURST y servirán para colocar convocatorias, avisos y\ntoda información educativa que el Sindicato considere necesaria; los avisos\ndeben ser respetuosos y de ninguna manera en perjuicio de la imagen de la\nEmpresa y del Sindicato.\u003C\u002Fp>\n\n\u003Cp>La Empresa facilitará su sistema de uso de parlantes para que a través de\nellos se transmitan avisos de suma importancia o de emergencia por parte del\nSindicato, siempre que no puedan ser notificados por la tabla de avisos o que\npor su urgencia requieran notificarse por los parlantes. Estos avisos deberán\nser autorizados por la Gerencia de Recursos Humanos, y serán comunicados\ndirectamente por el encargado de la recepción, quien es el que hace todos los\navisos dentro de la empresa a sus trabajadores. Los avisos no excederán de\nmás de dos (02) minutos.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>INCAPACIDADES PRE Y POST-NATAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.12: \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Toda trabajadora en estado de gravidez gozará de descanso forzoso\nretribuido durante las seis (06) semanas que preceden al parto y seis (06)\nsemanas después del mismo, retribuido conforme a Ley. La Empresa concederá\ndos (02) semanas de permiso post-natal sin goce de salario a la trabajadora que\nasí lo solicite.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Para aquellas empleadas que hayan dado a luz por cesárea, la empresa\nconcederá con goce de salario, una (01) semana adicional en concepto de\npost-natal. La trabajadora presentará sus documentos de incapacidad\npost-natal, debiendo presentar constancia extendida por la institución donde\ndio a luz que acredite su cesárea.\u003C\u002Fp>\n\n\u003Cp>Cuando el parto sea prematuro no viable después del sexto (06) mes de\nembarazo o el bebe falleciera al momento de nacer, la trabajadora gozará de su\npost-natal y su respectivo pago como si hubiese sido un parto normal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>La trabajadora gozará de diez (10) horas de lactancia adicionales,\ndebidamente remuneradas a las ya señaladas por la Ley; es entendido que si el\narticulo 140 del Código del Trabajo es modificado en cuanto a la cantidad de\nhoras de lactancia, se aplicara lo que literalmente defina la Ley en beneficio\nde las trabajadoras.\u003C\u002Fp>\n\n\u003Cp>La Empresa acondicionará un espacio con refrigeradora para almacenar la\nleche materna de las trabajadoras en lactancia.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>FERIA DE LA SALUD GRATUITA\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.13: \u003C\u002Fh3>\n\n\u003Cp>La Empresa con la ayuda del sindicato organizará dos (02) ferias de la\nsalud anuales, siempre y cuando las mismas se hagan por medio de los servicios\nque provee el Instituto Hondureño de Seguridad Social (IHSS) y otras\ninstituciones de salud públicas y privadas. Dichas ferias se llevarán a cabo\núnicamente en día sábado y a través de ellas se procurará ofrecer a las y\nlos trabajadores, evaluación médica general, odontológica, exámenes de\nvista, oídos o de sangre. Se procurara que las ferias de la salud se efectué\nen los meses de Febrero y Agosto de cada año.\u003C\u002Fp>\n\n\u003Cp>En caso de que el Instituto Hondureño de Seguridad Social (IHSS) y las\notras instituciones de salud públicas o privadas no participen en las ferias\nde salud y que el costo de la misma sea totalmente absorbido por la Empresa,\nésta se compromete a efectuar por su cuenta una feria de salud anual para que\nsus trabajadores sean evaluados. Siempre la misma se llevará a cabo en día\nsábado.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>INDEMNIZACION POR CAUSA DE MUERTE \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.14: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete a que en caso de que uno de sus trabajadores o\ntrabajadoras fallezca, se aplicarán los siguientes criterios:\u003C\u002Fp>\n\n\u003Cp>En caso de que la muerte sobrevenga por un accidente de trabajo o por riesgo\nprofesional se aplicará lo establecido en el artículo 420 del Código de\nTrabajo, más un pago de un mes de salario como ayuda adicional a los\nbeneficiarlos debidamente registrados, es decir, la Empresa pagará el\nequivalente a seiscientos cincuenta (650) días de salario.\u003C\u002Fp>\n\n\u003Cp>En caso de que la muerte sea natural, por enfermedad común o muerte\nviolenta, Ia Empresa pagará en un término de quince (15) días hábiles\ndespués de presentada la documentación requerida, a los beneficiarios\ndebidamente acreditados en el expediente una indemnización aplicando el\nsiguiente criterio: 1) Sesenta y cinco mil Lempiras (L65,000.°°) cuando haya\ntenido una antigüedad de dos (02) meses hasta cuatro (04) años consecutivos\nde laborar para la empresa; 2) Ochenta mil Lempiras (L80,000.) cuando el\ntrabajador haya cumplido una antigüedad superior a cuatro (04) años.\u003C\u002Fp>\n\n\u003Cp>Si la muerte es violenta, los familiares acreditados en el expediente\ngozaran de estos beneficios siempre y cuando él o la trabajadora no hayan\nparticipado en la comisión de un hecho delictivo debidamente comprobado por la\nautoridad competente.\u003C\u002Fp>\n\n\u003Cp>Es entendido q_e la empresa pagará el cien por ciento (100%) de las\nprestaciones laborales a los beneficiarios debidamente acreditados en el\nexpediente de él o la trabajadora fallecidos; En caso de que el monto de\ndichas prestaciones fueran inferiores o superiores a los criterios establecidos\nen esta cláusula, se aplicará la cantidad que más favorezca al beneficiario\ndel trabajador o la trabajadora. Un beneficio excluye al otro.\u003C\u002Fp>\n\n\u003Cp>Los trabajadores por su parte se comprometen a registrar o actualizar ante\nel patrono los nombres de sus beneficiarios en el mes de Septiembre de cada\naño.\u003C\u002Fp>\n\n\u003Ch3>AYUDA EN CASO DE MUERTE DE PARIENTES \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.15: \u003C\u002Fh3>\n\n\u003Cp>En caso de muerte de dependientes que el trabajador haya registrado en la\nEmpresa clasificados así: hijos, padre y madre, los abuelos, esposa (o) o\ncompañera (o) de hogar; la empresa le donará la cantidad de CUATRO MIL\nLEMPIRAS (L4,000.°°) para gastos fúnebres; Es entendido que este beneficio\nse aplica a las abuelas y los abuelos de los trabajadores siempre y cuando el\ntrabajador lo haya declarado beneficiario directo en vez de su padre o madre en\nel expediente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>La Empresa concedera un día adicional a los dos (02) días señalados por\nla Ley en el artículo 95 numeral 5) del Código de Trabajo, es decir,\nconcederá un permiso con goce de sueldo por tres (03) días, para que el\ntrabajador o la trabajadora puedan asistir a los servicios funerarios y\nentierro de estos parientes, además este beneficio del permiso aplica cuando\nel familiar fallecido es una hermana (o).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En caso de que la muerte ocurriera fuera de la localidad, la Empresa le\nextenderá hasta dos (02) días más de permiso sin goce de salario. Con la\nobligación de acompañar el acta de defunción en un término de diez (10)\ndías, para justificar el permiso.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CELEBRACION DIA DEL PADRE, MADRE Y DEL NIÑO\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA No.16: \u003C\u002Fh3>\n\n\u003Cp>La Empresa continuara festejando a sus trabajadores en su celebración del\ndía del padre con refresco y pastel, y para la celebración del día de la i\nmadre con un almuerzo especial, refresco y pastel a las y los trabajadores que\ncorresponda; asimismo, la Empresa festejará en el mes de Septiembre de cada\naño a los hijos de las y los trabajadores por la celebración del día del\nniño con veinte (20) piñatas, se les dará además a las y los niños un\nconvivio que incluya refrescos y pastel. Este evento se efectuara en el día\nsábado inmediato anterior o posterior al 10 de Septiembre de cada año.\u003C\u002Fp>\n\n\u003Ch3>CELEBRACION DEL DÍA DEL TRABAJADOR\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.17: \u003C\u002Fh3>\n\n\u003Cp>La Empresa en ocasión de celebrar el Primero de Mayo día del Trabajador\nconviene en aportar al Sindicato anualmente la suma de VEINTICINCO MIL LEMPIRAS\n(L25,000.°°) para la celebración del Primero de Mayo “Día Internacional\ndel Trabajo\".\u003C\u002Fp>\n\n\u003Cp>Esta cantidad será entregada medíante cheque contra recibo a nombre de la\norganización sindical, por lo menos con treinta (30) días de anticipación a\nla fecha respectiva.\u003C\u002Fp>\n\n\u003Cp>La Empresa también proveerá tres (03) buses para afiliados del Sindicato,\nque asistan a la celebración de ese día, las rutas serán acordadas entre la\nEmpresa y el Sindicato.\u003C\u002Fp>\n\n\u003Ch3>REUNIONES\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.18: \u003C\u002Fh3>\n\n\u003Cp>El Sindicato y la Empresa se comprometen en hacer su mejor esfuerzo por\nmantener la disciplina de todos los trabajadores incluyendo mandos medios en la\nplanta, en un marco de respeto y estricto apego a la Ley y al Reglamento\nInterno de Trabajo Empresa y Sindicato acuerdan celebrar reuniones con la\nGerencia General o un representante de éste debidamente autorizado, una (01)\nvez al mes, y dos (02) veces al mes con la Gerencia de Recursos Humanos.\u003C\u002Fp>\n\n\u003Cp>Tales reuniones tendrán como objeto el solucionar los problemas que puedan\nsurgir de las relaciones obrero patronales y requieran ser analizados con la\nempresa, por lo que ambas partes se comprometen a presentar las agendas de los\npuntos a tratar con al menos una semana de anticipación.\u003C\u002Fp>\n\n\u003Cp>Las reuniones con la Gerencia de Recursos Humanos se llevarán a cabo\npreferiblemente en día jueves de 1:00 pm a 4:30 pm.- Quedando en libertad las\npartes de reunirse fuera de ese marco cuando surja una emergencia. La reunión\ncon la Gerencia General o su representante, se hará con una agenda previa la\ncual debe ser presentada a su representante con anticipación. En caso de que\nno hubiese necesidad de reunirse con la Gerencia General en ese mes, la misma\nserá suspendida para el siguiente mes.\u003C\u002Fp>\n\n\u003Cp>En aplicación del artículo 545 del Código de Trabajo SITRAPINEHURST\ndeclara que podrá solicitar la asesoría de la Central General de Trabajadores\n(CGT) a la cual está afiliada el Sindicato para la tramitación de los\nconflictos y se hará acompañar de sus asesores cuando lo estime conveniente,\nen las reuniones con la Empresa y esa Central podrá asumir su representación\nfrente a las autoridades y frente a terceros, de tal forma que los derechos y\nobligaciones que emanan del presente Contrato Colectivo de Condiciones de\nTrabajo sea respetado por las partes, a efecto de darle pronta solución al\nproblema y evitar confrontaciones innecesarias que puedan alterar la armonía\nentre el Sindicato y la Empresa.\u003C\u002Fp>\n\n\u003Cp>Cuando se presenten actos de grave indisciplina o violaciones a los derechos\ny obligaciones de las y los trabajadores, estos serán llamados en el proceso\nde investigación a la oficina de Recursos Humanos, previamente este\nDepartamento girará las notas de convocatoria respectivas, tanto al trabajador\ncomo al sindicato para que éstos se presenten acompañando a dicho trabajador\no trabajadora, a menos que el trabajador o trabajadora, manifieste que no desea\nla presencia de un miembro de la Junta Directiva sino que prefiere a un\ncompañero de trabajo como testigo. Para el procedimiento de investigación que\nrequiera el levantamiento de un acta interna, antes de la aplicación de\ncualquier sanción, el sindicato hará uso de la prerrogativa establecida en el\nartículo 92 numeral 9 del Código de Trabajo.\u003C\u002Fp>\n\n\u003Ch3>ESCALAFÓN\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.19: \u003C\u002Fh3>\n\n\u003Cp>Ambas partes convienen en formar una comisión bipartita integrada por\nrepresentantes del Patrono y representantes de la Junta Directiva Sindical,\ndentro de noventa (90) días siguientes a la suscripción del presente Contrato\nColectivo de Condiciones de Trabajo, para elaborar un escalafón que rija los\nascensos y demás cambios de funciones de los operarios de la planta, sin\nIncluir los señalados en la cláusula número dos (02) del presente Contrato\nColectivo de Condiciones de Trabajo; dichos movimientos se harán tomando en\ncuenta los perfiles que actualmente aplica la Empresa para los ascensos y\npromociones y en estricta aplicación del artículo 95 numeral 22) del código\nde trabajo, tomando en cuenta fundamentalmente la capacidad y eficiencia del\ntrabajador (a) y en igualdad de condiciones su antigüedad dentro de la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>En el caso descrito en el párrafo anterior, una vez hecha la selección de\nlas y los trabajadores la Junta Directiva y la Empresa que formen parte de la\nComisión, elegirá a los trabajadores que serán promovidos.\u003C\u002Fp>\n\n\u003Cp>Lo anterior, sin perjuicio de aquellos casos en que la empresa requiera\ncontratar personal nuevo que demande reunir ciertas aptitudes exigidas (nivel\neducativo, conocimientos técnicos especiales, etc.) para llenar una plaza\nvacante.\u003C\u002Fp>\n\n\u003Ch3>MAQUINARIA Y EQUIPO DE TRABAJO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.20: \u003C\u002Fh3>\n\n\u003Cp>La Empresa en aplicación a los artículos 95 numeral 3, 391 del Código de\nTrabajo, y en función de proteger la salud de los trabajadores, se compromete\nen seguir manteniendo el equipo de trabajo requerido de buena calidad, el cual\nse repondrá tan pronto como dejen de ser eficientes.\u003C\u002Fp>\n\n\u003Ch3>METAS DE PRODUCCION\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.21: \u003C\u002Fh3>\n\n\u003Cp>Cuando por razones técnicas o de manejo ocurran cambios de estilos y\nmétodos de trabajo distintos en cada operación, el Departamento de\ningeniería o Producción explicará a los representantes del Sindicato y a los\noperarios que deben implementar el cambio en qué consiste el mismo; cuando\nfuere necesario, la Empresa facilitará la inducción necesaria a los\ntrabajadores y trabajadoras de las líneas en la cual se aplicará el\ncambio.\u003C\u002Fp>\n\n\u003Ch3>OFICINA SINDICAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.22: \u003C\u002Fh3>\n\n\u003Cp>La Empresa facilitará al Sindicato a más tardar el 31 de Enero del 2012,\nel siguiente mobiliario: un archivo, un escritorio, una silla secretarial, una\ncomputadora, y un oasis para que la Junta Directiva pueda utilizarlos en sus\nasuntos sindícales; asimismo, en virtud del problema actual de espacio que\nprevalece en el área de oficinas, acondicionará un espacio dentro de los\nprimeros (05) meses de la firma del presente Contrato Colectivo de Condiciones\nde Trabajo.\u003C\u002Fp>\n\n\u003Cp>Los representantes sindicales firmarán un recibo del inventario de\nmobiliario que les ser entregado por una sola vez, mismos que quedarán bajo su\ntotal y absoluta responsabilidad para su mantenimiento y conservación.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch3>SALARIAL\u003C\u002Fh3>\n\n\u003Ch3>CLAUSULA No.23:\u003C\u002Fh3>\n\n\u003Cp>1.- TRABAJADORES DIRECTOS\u003C\u002Fp>\n\n\u003Cp>Para las y los trabajadores DIRECTOS SEMANALES, La Empresa establece como\nincremento L150.00 mensuales al salario base actual de cada trabajador directo,\nefectivo a partir de la vigencia de este Contrato Colectivo de Condiciones de\nTrabajo de \\ la siguiente forma:\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de Septiembre de 2015 hasta el 31 Diciembre 2015,\nla Empresa establece como salario mínimo L201.01 diarios.\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de Enero del año 2016 hasta el 31 Diciembre 2016,\nla Empresa establece como salario mínímo L213.91 diarios.\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de Enero del año 2017 hasta el 31 Diciembre 2017,\nla Empresa establece como salario mínímo L228.69 diarios.\u003C\u002Fp>\n\n\u003Cp>2.- TRABAJADORES INDIRECTOS SEMANALES Y QUINCENALES\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de Septiembre del 2015, hasta el 31 Diciembre del\n2016, la Empresa establece un incremento al salario de los trabajadores\nindirectos semanales y quincenales de acuerdo a la siguiente tabla:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:16.55pt\">\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">Rango de Salarios\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\" valign=\"top\" style=\"width:49.9pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">Porcentaje\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:14.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">L.5,880.\u003Csup>45\u003C\u002Fsup> a\n        9,000.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\" valign=\"top\" style=\"width:49.9pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">10%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:14.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">L.9,001.\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"BodyText6\">\u003Cspan lang=\"ES\">\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">00 a 12,000.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\" valign=\"top\" style=\"width:49.9pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">7%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"143\" valign=\"top\" style=\"width:107.5pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:14.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">L.12,001\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"BodyText6\">\u003Cspan lang=\"ES\">.00 \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">en adelante\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"67\" valign=\"top\" style=\"width:49.9pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Efectivo a partir del 01 de Enero del 2017 a las y los trabajadores, que\ntengan un salario igual o menor a L6.468.49, la Empresa los nivelara al salario\nmínimo legal para el año 2017 (L6,560.76) más un incremento del 5.5%\n(L6,921.60) se entiende que este porcentaje no se utilizara de referencia para\nel párrafo siguiente.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Para las y los trabajadores Indirectos Semanales y Quincenales que tengan un\nsalario mayor a L6.921.60 en el año 2016, la Empresa y Sindicato se\ncomprometen a reunirse el 23 de Septiembre del 2016 (para revisar esta\ncategoría de empleados) con el propósito de negociar el incremento de salario\npara estas categorías que será vigente a partir del 01 de Enero 2017 hasta el\n31 de Diciembre 2017.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PINEHURST MANUFACTURING (HND) GMBH acuerda el pago de un Bono Especial\nÚnico de L800.00 para todos los trabajadores beneficiarios de este Contrato\nColectivo de Condiciones de Trabajo según la Cláusula No.02 como\ncompensación por la prorroga otorgada por el Sindicato del Primer Contrato\nColectivo, este bono será efectivo el 13 de Noviembre del 2015.\u003C\u002Fp>\n\n\u003Cp>BONO DE PRODUCCION\u003C\u002Fp>\n\n\u003Cp>Asimismo como un estímulo a la calidad y eficiencia de sus trabajadores, la\nEmpresa se compromete en pagar un bono de Costura por Producción y Calidad de\nla siguiente manera:\u003C\u002Fp>\n\n\u003Cp>1.Cada módulo de producción generara de acuerdo al estilo que está\nproduciendo un porcentaje de eficiencia y calidad, el cual define la cantidad\nde bono a pagar de acuerdo al tabulador acordado entre Empresa y Sindicato.\u003C\u002Fp>\n\n\u003Cp>2.El fabulador inicia en 70% y termina al 120%\u003C\u002Fp>\n\n\u003Cp>3.El pago del bono será promediado semanalmente en base a las horas\ntrabajadas y será aplicable para cálculo de bono.\u003C\u002Fp>\n\n\u003Cp>4.En el caso de ausencias, se le respetará al operario el bono en el\nporcentaje promedio de eficiencia proporcionalmente a las horas trabajadas en\nla semana.\u003C\u002Fp>\n\n\u003Cp>5.Si hubiesen causas de fuerza mayor no imputables a la línea ni al\ntrabajador, el Departamento de Ingeniería hará las protecciones salariales\nnecesarias.\u003C\u002Fp>\n\n\u003Cp>6.El Sindicato se compromete a colaborar con la Empresa en concientizar a\naquellos empleados que constantemente se ausentan de su centro de trabajo, en\nvirtud de que esta es una de las causas principales por la cual las líneas no\nalcanzan sus\u003C\u002Fp>\n\n\u003Cp>metas\u003C\u002Fp>\n\n\u003Cp>CAMBIO DE CONSTRUCCION PROGRAMADOS\u003C\u002Fp>\n\n\u003Cp>La Empresa aplicará una curva de protección a los módulos de producción\nque se vean en los siguientes casos:\u003C\u002Fp>\n\n\u003Cp>a)Arranques de clientes nuevos,\u003C\u002Fp>\n\n\u003Cp>b)Arranques de Estilos con cambio de producto (Cambio de Producto =\nTotalmente una construcción diferente).\u003C\u002Fp>\n\n\u003Cp>La curva de protección se aplicara de la siguiente forma:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:30.25pt\">\n      \u003Ctd width=\"195\" valign=\"top\" style=\"width:145.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:39.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">SEMANA EN CURVA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:149.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText10\" align=\"right\" style=\"margin-top:0in;margin-right:3.0pt;   margin-bottom:6.0pt;margin-left:0in;text-align:right;text-indent:0in;   line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">META DE EFICIENCIA\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ES\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"195\" valign=\"top\" style=\"width:145.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.1pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:149.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.1pt\">\u003Cp class=\"BodyText10\" align=\"right\" style=\"margin-top:0in;margin-right:3.0pt;   margin-bottom:0in;margin-left:0in;margin-bottom:.0001pt;text-align:right;   text-indent:0in;line-height:8.65pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">20% \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"195\" valign=\"top\" style=\"width:145.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:149.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"right\" style=\"margin-top:0in;margin-right:3.0pt;   margin-bottom:0in;margin-left:0in;margin-bottom:.0001pt;text-align:right;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">40% \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"195\" valign=\"top\" style=\"width:145.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:149.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">60%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"195\" valign=\"top\" style=\"width:145.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:149.05pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">80%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"195\" valign=\"top\" style=\"width:145.9pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:149.05pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">100%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Durante la semana de curva de protección, el equipo ganara de acuerdo a la\nsiguiente tabla:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">Semana de\n        Crecimiento\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">Meta de\n        Eficiencia\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:105.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.3pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodytextBold\">\u003Cspan lang=\"ES\">Protección\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">20%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:105.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">70%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">40%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:105.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">80%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.1pt\">\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.1pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.1pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">60%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:105.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.1pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">90%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">80%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:105.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Aplicar Tabla de\n        Bono\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.55pt\">\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.6pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Semana 5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\" style=\"width:105.85pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">100%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:105.1pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:16.55pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">Aplicar Tabla de\n        Bono\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>TRANSPORTE\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.24: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en poner a la orden y gratuitamente el servicio de\nocho (08) buses.\u003C\u002Fp>\n\n\u003Cp>Estos buses se facilitaran con el propósito de acercar en la medida de lo\nposible, del centro de trabajo a sus lugares de residencia a aquellos\ntrabajadores que viven fuera del casco urbano.\u003C\u002Fp>\n\n\u003Cp>En caso de que la Empresa dejare de tener trabajadores que residan fuera del\ncasco urbano, los ocho (08) buses se reasignaran a otras rutas que se\ndefinirán de común acuerdo con el Sindicato.\u003C\u002Fp>\n\n\u003Cp>Si hubiera reducción de fuerza laboral Empresa y Sindicato evaluarán la\ncantidad de buses con el fin de que queden los que sean necesarios.\u003C\u002Fp>\n\n\u003Cp>Queda claro que el servicio de transporte es para el uso exclusivo para los\nempleados de PINEHURST MANUFACTURING (HND) GMBH.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>COMISIÓN DE HIGIENE Y SEGURIDAD\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.25: \u003C\u002Fh3>\n\n\u003Cp>La Empresa PINEHURST MANUFACTURING (HND) GMBH, se compromete a darle\ncumplimiento al Reglamento de Higiene y Seguridad, prescrito en el título V,\ncapítulo 1, y Artículo 397 del Código del Trabajo Vigente.\u003C\u002Fp>\n\n\u003Cp>Este Reglamento deberá ser observado estrictamente por Empresa y Sindicato.\nSin .perjuicio de lo que disponga el Reglamento o Reglamentos que emita el\nPoder Ejecutivo, por medio de la Secretaria de Estado de los Despachos de\nTrabajo y Seguridad Sociál de conformidad con el Articulo 391 del Código de\nTrabajo que establece, además de las obligaciones que tiene todo patrono o\nEmpresa de suministrar y acondicionar locales y equipo de trabajo, que\ngarantice la seguridad y la salud de los trabajadores, en lo referente a\nHigiene y Seguridad.\u003C\u002Fp>\n\n\u003Cp>La Empresa acepta que treinta (30) días después de la firma del presente\nContrato Colectivo de Condiciones de Trabajo, procederá a constituir la\nComisión de Higiene y Seguridad, la que deberá estar integrada por seis (06)\npersonas: tres (03) representantes de SITRAPINEHURST y tres (03) representantes\nde la Empresa. Esta comisión, deben recibir del departamento de Higiene y\nSeguridad del Ministerio de Trabajo, la debida capacitación para que al\ninterior de la planta se garanticen las medidas preventivas como ser disminuir\nlos niveles de ruido, tener un espacio debidamente ventilado para controlar el\nexceso de tamo producido por la tela y así lograr un medio ambiente laboral en\nóptimas condiciones.\u003C\u002Fp>\n\n\u003Cp>Esta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\nde dejar una memoria de cada sesión, más un plan de acción correctivo por\nlas deficiencias que fueran detectadas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>FERIADOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.26: \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">La Empresa se compromete a pagar los siguientes días feriados o de fiesta\nnacional: 1o de Enero, 14 de Abril, 1o de Mayo, 15 de Septiembre, 3, 12 y 21 de\nOctubre y el 25 de Diciembre, aunque caígan en Domingo; el Jueves Viernes y\nSábado de Semana Santa.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Si en virtud de convenio se trabajare durante los días de descanso o los\ndías feriados o de fiesta nacional, se pagarán con el duplo del salario\ncorrespondiente a la jornada ordinaria en proporcíón al tiempo trabajado, sin\nperjuicios del derecho del trabajador a cualquier otro día de descanso en la\nsemana de conformidad a lo establecido por el artículo 338 del Código de\nTrabajo.\u003C\u002Fp>\n\n\u003Cp>Asimismo, la Empresa y el Sindicato acuerdan que cuando necesiten trasladar\nun feriado a otro día por interés de alguna de las partes, lo harán de mutuo\nconsentimiento,\u003C\u002Fp>\n\n\u003Cp>CANASTAS NAVIDENAS\u003C\u002Fp>\n\n\u003Cp>CLÁUSULA No.27: La Empresa, como lo ha venido haciendo seguirá festejando\na sus trabajadores, y como retribución a su buena labor y absoluto apoyo,\nentregará una. canasta navideña, con los siguientes productos:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText7\">\u003Cspan lang=\"ES\">No.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText7\">\u003Cspan lang=\"ES\">CANTIDAD\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText7\">\u003Cspan lang=\"ES\">DESCRIPCION\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">3LBS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">HARINA DE TRIGO\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">3 LBS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">HARINA DE MAIZ\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">3 LBS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">AZUCAR\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:4.0pt;background:transparent\">\u003Cspan class=\"BodytextTahoma4ptItalic\">\u003Cspan style=\"font-size:4.0pt\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">3 LBS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">ARROZ\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">3 LBS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">FRIJOLES ROJOS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 KILO\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">MANTECA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 LB\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">CAFE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1CAJA MEDIANA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">CEREAL\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">4 PAQUETES\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">ESPAGUETI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.15pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.15pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 BOLSA 200 GR\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.15pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">SAL\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">10 UNIDADES\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">FOSFOROS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 UNIDAD DE 100 GRS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">MAYONESA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">227 GRS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">SALSINA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">4 ROLLOS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">PAPEL HIGIENICO\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.15pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.15pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">25 UNIDADES\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.15pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">CAJA DE CUBITOS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 PAQUETE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">PAQUETE DE GALLETAS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">4 ONZ\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">SALSA DE TOMATE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.9pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.9pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 UNIDAD 100 GRS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.9pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">MOSTAZA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">19\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">PALANGANA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.65pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">PALANGANA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.2in\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 BOLSA 180 GRS\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:.2in\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">AVENA\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:30.5pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">21\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"top\" style=\"width:112.55pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">1 PAQUETE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:15.85pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText3\">\u003Cspan lang=\"ES\">SODA EN POLVO\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>La empresa comunicará por escrito a la Junta Directiva del Sindicato, la\nfecha en que hará entrega de las canastas a todos sus trabajadores y\ntrabajadoras. La entrega de la canasta se hará con una semana de antelación\nal periodo de vacaciones de la Empresa.\u003C\u002Fp>\n\n\u003Ch3>FUERO SINDICAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.28: \u003C\u002Fh3>\n\n\u003Cp>La Empresa reconoce el principio de libre asociación y de libertad sindical\nde sus trabajadores. Los miembros de la Junta Directiva desde su elección,\ndurante su permanencia como directivo sindical y hasta doce (12) meses después\nde cesar en sus funciones, no podrán ser despedidos de su trabajo, sin\ncomprobar previamente ante la autoridad competente que existe causa justa para\ndar por terminado el contrato de trabajo; el Sindicato para efecto de este\nfuero se compromete a comunicar por escrito a la Empresa todo cambio de la\nJunta Directiva a más tardar dos (02) días después de la fecha en que los\ncambios sucedan.\u003C\u002Fp>\n\n\u003Ch3>ESTABILIDAD EN EL TRABAJO \u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.29: \u003C\u002Fh3>\n\n\u003Cp>La Empresa, en aras de mantener la armonía y estabilidad con las y los\ntrabajadores, y en aplicación a un principio constitucional que garantiza la\nestabilidad de los trabajadores en sus empleos, respetara sus puestos de\ntrabajo. Si por causas de necesidad en su producción, la empresa se viera\nobligada a trasladar a un trabajador o trabajadora de un puesto a otro, lo\nhará respetando su categoría y su salario; en el caso del bono de calidad y\neficiencia este se protegerá con la cantidad que en ese momento se esté\npercibiendo por el término de seis (06) semanas.\u003C\u002Fp>\n\n\u003Ch3>IMPRESION DE FOLLETOS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.30: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en mandar a imprimir en folletos tamaño bolsillo,\nel presente Contrato Colectivo de Condiciones de Trabajo, incluyendo en el\nmismo, el Reglamento Interno de Trabajo de la Empresa, debiendo entregar uno a\ncada trabajador y 50 folletos al Sindicato dentro de los noventa (90) días\nposteriores a la suscripción y registro legal del presente Contrato Colectivo\nde Condiciones de Trabajo.\u003C\u002Fp>\n\n\u003Ch3>GABACHAS\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.31: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete a otorgar de forma gratuita y anualmente a todos\nsus trabajadores y trabajadoras, una (01) gabacha de tela de buena calidad. Tal\ngabacha será entregada dentro de los noventa (90) días después de la firma\ndel presente Contrato Colectivo de Condiciones de Trabajo.\u003C\u002Fp>\n\n\u003Cp>El día que el empleado no pueda usar su gabacha, podrá acceder a la\nEmpresa con solo su carnet de identificación.\u003C\u002Fp>\n\n\u003Cp>Es entendido que para establecer el color que usará cada departamento o\nárea dentro de la Empresa, se seguirán los lineamientos indicados por el\nprograma de cumplimientos de medidas de seguridad a implementarse entre las\nempresas que exportan a los Estados Unidos de América, también conocido como\n“CTPAT”, y para establecer la calidad de tela y estilo de la gabacha se\nnombrará una comisión integrada por la Empresa y Sindicato.\u003C\u002Fp>\n\n\u003Ch3>DEDUCCION CUOTA SINDICAL\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.32: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en deducir semanalmente la cuota sindical ordinaria\ny\u002Fo extraordinaria que señalen los estatutos del Sindicato previamente\nautorizados por la Secretaria de Trabajo. La deducción de las cuotas\nextraordinarias antes mencionadas, se aplicarán directamente a los\ntrabajadores afiliados al SITRAPINEHURST.\u003C\u002Fp>\n\n\u003Cp>De igual forma y en aplicación al Decreto Número 30 de fecha 15 de Marzo\nde 1973, la Empresa también deducirá la cuota sindical ordinaria a todos\naquellos trabajadores NO afiliados que gocen de los beneficios del presente\nContrato Colectivo de Condiciones de Trabajo, según el monto que los estatutos\ndel Sindicato establecen y que estén autorizados por la Secretaria de Trabajo\ny Seguridad Social a través del Departamento correspondiente, extremo que se\nacreditará mediante presentación del documento o Acta que lo autorice.\u003C\u002Fp>\n\n\u003Cp>En el caso de que un trabajador presente un reclamo por no querer aceptar la\ndeducción de la cuota sindical, éste será remitido a SITRAPINEHURST para que\nle brinden las explicaciones necesarias. Si persistiera en su reclamo, deberá\nsolicitarse la Intervención de las autoridades de trabajo para aclarar tales\ndeducciones realizadas por concepto de cuota sindical. La Empresa notificará\nmediante circular que se colocará en partes visibles y accesibles de la\nplanta, para que todos los empleados tengan conocimiento previo de que se le\nhará la deducción, con las explicaciones legales que el asunto amerite.\u003C\u002Fp>\n\n\u003Cp>Cuando el Sindicato decida aumentar el valor de la cuota, éste remitirá a\nla Empresa el punto de Acta de la Asamblea General en donde se tomó dicho\nAcuerdo, siempre y cuando tenga la respectiva autorización de la Secretaria de\nTrabajo y Seguridad Social, a través del departamento correspondiente.\u003C\u002Fp>\n\n\u003Cp>La Empresa adjuntará con el cheque que contenga el valor de las\ndeducciones, un listado conteniendo el nombre de los trabajadores que han\ncotizado; el cheque se entregará a nombre de SITRAPINEHURST contra recibo a\nmás tardar cinco (05) días hábiles después de hechas las deducciones.\u003C\u002Fp>\n\n\u003Ch3>BONO EDUCATIVO\u003C\u002Fh3>\n\n\u003Ch3>Clausula No.33: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en pagar el bono educativo en la última semana de\nAbril a todo trabajador (a) que gane un salario promedio igual o menor a\nL11,500.00 por mes, siempre y cuando tenga sus hijos e hijas en cualquiera de\nlos ciclos • o niveles educativos de kínder, primaria o secundaria. Se\nentiende que si la pareja labora en ¡a planta el bono solo se paga uno por\nfamilia.\u003C\u002Fp>\n\n\u003Ch3>PROMOCIÓN Y APOYO AL DEPORTE\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA Nc.34: \u003C\u002Fh3>\n\n\u003Cp>La Empresa PINEHURST MANUFACTURING (HND) GMBH, acuerda proveer un (01)\nuniforme de fútbol anual al SITRAPINEHURST para la promoción y el apoyo al\ndeporte. Para el control de uso de los uniformes se constituirá una Comisión\nEmpresa y Sindicato la que elaboraran un Reglamento de uso de tales uniformes.\nLa Empresa y Sindicato promoverán torneos deportivos.\u003C\u002Fp>\n\n\u003Cp>La Empresa PINEHURST MANUFACTURING (HND) GMBH hará entrega del uniforme\npara el año 2015 dentro de treinta (30) días después de la firma de esta\ncláusula, para los años subsiguientes el uniforme se entregara en el mes de\nMarzo.\u003C\u002Fp>\n\n\u003Cp>El uniforme de fútbol será de: 18 camisetas, 18 calzonetas y 18 pares de\nmedías.\u003C\u002Fp>\n\n\u003Ch3>PAGO SÉPTIMO DÍA\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.35: \u003C\u002Fh3>\n\n\u003Cp>La Empresa continuara pagando el séptimo día de acuerdo a las leyes\nlaborales de Honduras.\u003C\u002Fp>\n\n\u003Cp>Así mismo la Empresa otorgará licencia remunerada cuando las y los\ntrabajadores lleven a sus hijos en horas laborales al Instituto Hondureño de\nSeguridad Social (IHSS) para que les proporcionen atención médica. La\nremuneración será hasta por el máximo de días contemplados en el artículos\n95, numeral 5 del Código del Trabajo.\u003C\u002Fp>\n\n\u003Cp>Cuando en los casos contemplados en los párrafos anteriores, el trabajador\nasignado a la jornada DIURNA salga de consulta médica en horas laborables de\nla Empresa, no regresara a laborar sí su hora de salida del Instituto\nHondureño de Seguridad Social (IHSS), se encuentran comprendidas en el\nsiguiente cuadro:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:32.15pt\">\n      \u003Ctd width=\"282\" valign=\"top\" style=\"width:211.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:32.15pt\">\u003Cp class=\"BodyText10\" style=\"margin-top:0in;text-indent:0in;line-height:15.1pt;   background:transparent\">\u003Cspan class=\"BodyText8\">\u003Cspan lang=\"ES\">Si sale de consulta de las\n        instalaciones del Instituto Hondureño de Seguridad Social\n        siguientes:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" colspan=\"2\" valign=\"top\" style=\"width:141.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:32.15pt\">\u003Cp class=\"BodyText10\" style=\"margin-top:0in;text-indent:0in;line-height:15.1pt;   background:transparent\">\u003Cspan class=\"BodyText8\">\u003Cspan lang=\"ES\">Ya no estará obligado a regresar a\n        sus labores si sale después de:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"282\" valign=\"top\" style=\"width:211.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" style=\"margin-top:0in;text-indent:0in;line-height:8.0pt;   background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">IHSS Principal San Pedro\n        Sula\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\" valign=\"top\" style=\"width:53.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">2:30 p.m.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"117\" valign=\"top\" style=\"width:88.1pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Lunes a Viernes\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"282\" valign=\"top\" style=\"width:211.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" style=\"margin-top:0in;text-indent:0in;line-height:8.0pt;   background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Clínica Periférica Tepeaca y\n        Calpules\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\" valign=\"top\" style=\"width:53.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">3:00 p.m.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"117\" valign=\"top\" style=\"width:88.1pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:15.35pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Lunes a Viernes\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"282\" valign=\"top\" style=\"width:211.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:19.45pt\">\u003Cp class=\"BodyText10\" style=\"margin-top:0in;text-indent:0in;line-height:8.0pt;   background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Clínica Periférica\n        Villanueva\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\" valign=\"top\" style=\"width:53.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:19.45pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">1:00 p.m.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"117\" valign=\"top\" style=\"width:88.1pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:19.45pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Lunes a Viernes\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"282\" valign=\"top\" style=\"width:211.45pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:17.5pt\">\u003Cp class=\"BodyText10\" style=\"margin-top:0in;text-indent:0in;line-height:8.0pt;   background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Clínica Periférica\n        Progreso\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"71\" valign=\"top\" style=\"width:53.5pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:17.5pt\">\u003Cp class=\"BodyText10\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">2:00 p.m.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"117\" valign=\"top\" style=\"width:88.1pt;border:solid windowtext 1.0pt;   border-left:none;background:white;padding:0in .5pt 0in .5pt;height:17.5pt\">\u003Cp class=\"BodyText10\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:8.0pt;background:transparent\">\u003Cspan class=\"BodyText9\">\u003Cspan lang=\"ES\">Lunes a Viernes\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Es convenido por la Empresa que los trabajadores que asistan al Instituto\nHondureno de Seguridad Social (IHSS), por las razones antes mencionadas\nrecibirán el pago del séptimo día en forma proporcional, siempre y cuando no\ntuviesen ausencias injustificadas durante la semana.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>PAGO DE DECIMO TERCERO Y DECIMO CUARTO MES DE SALARIO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.36: \u003C\u002Fh3>\n\n\u003Cp>La Empresa se compromete en pagar el Décimo Tercer mes de Salario mes en la\nprimera semana de Diciembre de cada año. El Décimo Cuarto meses de Salario lo\npagara en la segunda semana de Junio de cada año.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3>VIGENCIA DEL CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO\u003C\u002Fh3>\n\n\u003Ch3>CLÁUSULA No.37:\u003C\u002Fh3>\n\n\u003Cp>El presente Contrato Colectivo de Condiciones de Trabajo tendrá una\nvigencia a partir del 01 de Septiembre de 2015 al 01 de Septiembre de 2017 y de\ncomún acuerdo, las partes se comprometen a que la Cláusula Salarial del\nTercer Contrato Colectivo de Condiciones de Trabajo, su vigencia iniciara a\npartir del 01 de Enero del 2018.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En fe de lo cual, se suscribe el presente documento, en cuatro ejemplares de\nun mismo texto, en la ciudad de San Pedro Sula, Cortés, el día veintinueve de\nSeptiembre de dos mil quince.-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA COMISIÓN NEGOCIADORA DE LA EMPRESA:\u003C\u002Fp>\n\n\u003Cp>CLAUDIA VANESSA FRANCO\u003C\u002Fp>\n\n\u003Cp>ANGELA CAROLINA BONILLA\u003C\u002Fp>\n\n\u003Cp>LOURDES PAMELA BLANCO\u003C\u002Fp>\n\n\u003Cp>LUIS GONZALO BUSTAMANTE\u003C\u002Fp>\n\n\u003Cp>NELSON URROZ\u003C\u002Fp>\n\n\u003Cp>GERARDO AYALA PAZ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA COMISION NEGOCIADORA SINDICAL:\u003C\u002Fp>\n\n\u003Cp>SAIDA MISAI REYES\u003C\u002Fp>\n\n\u003Cp>IRIS YOLANDA HERNANDEZ\u003C\u002Fp>\n\n\u003Cp>ISIS MERIBEL SIERRA\u003C\u002Fp>\n\n\u003Cp>ENNA YESSENIA CASTILLO\u003C\u002Fp>\n\n\u003Cp>MARIO FRANCISCO ROSALES\u003C\u002Fp>\n\n\u003Cp>EDDY ESMERLIN VALLENCILLO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemother\">\u003Cp>POR LA CENTRAL GENERAL DE TRABAJADORES (CGT):\u003C\u002Fp>\n\n\u003Cp>EVANGELINA ARGUETA\u003C\u002Fp>\n\n\u003Cp>LUCIA ANTONIA ROSALES\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"ONCERISE2_trigger":42,"paidmaternityleaveduration":46,"ONCERISE_trigger":50,"deathrelativesleave":52,"tradeunleavdays":56,"STRUCINCR_trigger":60,"nursingmothers":64,"funeralpay":68,"trainingfund":72,"discrimination":76,"cbadate_start":80,"healthandsafetypolicy":84,"TRADEUNLEAV_trigger":88,"educationtuition":92,"breastfeeding_workingtime":96,"cbamemother":98,"LOWWAGE_trigger":102,"bankholidays1":105,"mealvouchers":109,"paidmaternityleave":113,"PAIDLEAV_trigger":117,"deathrelatives":121},{"bindId":43,"name":44,"text":45},"ONCERISE2_trigger","PAGO DE DECIMO TERCERO Y DECIMO CUARTO M","PAGO DE DECIMO TERCERO Y DECIMO CUARTO MES DE SALARIO\n\nCLÁUSULA No.36: \n\nLa Empresa se compromete en pagar el Décimo Tercer mes de Salario mes en la\nprimera semana de Diciembre de cada año. El Décimo Cuarto meses de Salario lo\npagara en la segunda semana de Junio de cada año.",{"bindId":47,"name":48,"text":49},"paidmaternityleaveduration","Toda trabajadora en estado de gravidez g","Toda trabajadora en estado de gravidez gozará de descanso forzoso\nretribuido durante las seis (06) semanas que preceden al parto y seis (06)\nsemanas después del mismo, retribuido conforme a Ley. La Empresa concederá\ndos (02) semanas de permiso post-natal sin goce de salario a la trabajadora que\nasí lo solicite.",{"bindId":51,"name":44,"text":45},"ONCERISE_trigger",{"bindId":53,"name":54,"text":55},"deathrelativesleave","La Empresa concedera un día adicional a ","La Empresa concedera un día adicional a los dos (02) días señalados por\nla Ley en el artículo 95 numeral 5) del Código de Trabajo, es decir,\nconcederá un permiso con goce de sueldo por tres (03) días, para que el\ntrabajador o la trabajadora puedan asistir a los servicios funerarios y\nentierro de estos parientes, además este beneficio del permiso aplica cuando\nel familiar fallecido es una hermana (o).",{"bindId":57,"name":58,"text":59},"tradeunleavdays","La Empresa concederá permisos sindícales","La Empresa concederá permisos sindícales con goce de salario a los\nmiembros de la Junta Directiva del Sindicato debidamente acreditados para que\npuedan desempeñar comisiones o actividades sindícales inherentes a su\norganización; los permisos por este concepto no excederán de veinte (20)\ndías al año por cada Directivo, el pago en relación a estos permisos se\nhará en base al salario promedio del módulo o del área a la cual pertenece\nel Directivo que goce de dicho permiso. Los días de permiso sindical que no\nsean utilizados por algún Directivo, serán utilizados por otro directivo que\nlo requiera; en tal caso el sindicato deberá comunicarlo a la empresa.",{"bindId":61,"name":62,"text":63},"STRUCINCR_trigger","SALARIAL CLAUSULA No.23: 1.- TRABAJADORE","SALARIAL\n\nCLAUSULA No.23:\n\n1.- TRABAJADORES DIRECTOS\n\nPara las y los trabajadores DIRECTOS SEMANALES, La Empresa establece como\nincremento L150.00 mensuales al salario base actual de cada trabajador directo,\nefectivo a partir de la vigencia de este Contrato Colectivo de Condiciones de\nTrabajo de \\ la siguiente forma:\n\nEfectivo a partir del 01 de Septiembre de 2015 hasta el 31 Diciembre 2015,\nla Empresa establece como salario mínimo L201.01 diarios.\n\nEfectivo a partir del 01 de Enero del año 2016 hasta el 31 Diciembre 2016,\nla Empresa establece como salario mínímo L213.91 diarios.\n\nEfectivo a partir del 01 de Enero del año 2017 hasta el 31 Diciembre 2017,\nla Empresa establece como salario mínímo L228.69 diarios.\n\n2.- TRABAJADORES INDIRECTOS SEMANALES Y QUINCENALES\n\nEfectivo a partir del 01 de Septiembre del 2015, hasta el 31 Diciembre del\n2016, la Empresa establece un incremento al salario de los trabajadores\nindirectos semanales y quincenales de acuerdo a la siguiente tabla:\n\n\n\n\n  \n    \n      Rango de Salarios\n      \n      Porcentaje\n      \n    \n    \n      L.5,880.45 a\n        9,000.00\n      \n      10%\n      \n    \n    \n      L.9,001.00 a 12,000.00\n      \n      7%\n      \n    \n    \n      L.12,001.00 en adelante\n      \n      5%\n      \n    \n  \n\n\n \n\nEfectivo a partir del 01 de Enero del 2017 a las y los trabajadores, que\ntengan un salario igual o menor a L6.468.49, la Empresa los nivelara al salario\nmínimo legal para el año 2017 (L6,560.76) más un incremento del 5.5%\n(L6,921.60) se entiende que este porcentaje no se utilizara de referencia para\nel párrafo siguiente.\n\nPara las y los trabajadores Indirectos Semanales y Quincenales que tengan un\nsalario mayor a L6.921.60 en el año 2016, la Empresa y Sindicato se\ncomprometen a reunirse el 23 de Septiembre del 2016 (para revisar esta\ncategoría de empleados) con el propósito de negociar el incremento de salario\npara estas categorías que será vigente a partir del 01 de Enero 2017 hasta el\n31 de Diciembre 2017.",{"bindId":65,"name":66,"text":67},"nursingmothers","La trabajadora gozará de diez (10) horas","La trabajadora gozará de diez (10) horas de lactancia adicionales,\ndebidamente remuneradas a las ya señaladas por la Ley; es entendido que si el\narticulo 140 del Código del Trabajo es modificado en cuanto a la cantidad de\nhoras de lactancia, se aplicara lo que literalmente defina la Ley en beneficio\nde las trabajadoras.\n\nLa Empresa acondicionará un espacio con refrigeradora para almacenar la\nleche materna de las trabajadoras en lactancia.",{"bindId":69,"name":70,"text":71},"funeralpay","INDEMNIZACION POR CAUSA DE MUERTE CLÁUSU","INDEMNIZACION POR CAUSA DE MUERTE \n\nCLÁUSULA No.14: \n\nLa Empresa se compromete a que en caso de que uno de sus trabajadores o\ntrabajadoras fallezca, se aplicarán los siguientes criterios:\n\nEn caso de que la muerte sobrevenga por un accidente de trabajo o por riesgo\nprofesional se aplicará lo establecido en el artículo 420 del Código de\nTrabajo, más un pago de un mes de salario como ayuda adicional a los\nbeneficiarlos debidamente registrados, es decir, la Empresa pagará el\nequivalente a seiscientos cincuenta (650) días de salario.\n\nEn caso de que la muerte sea natural, por enfermedad común o muerte\nviolenta, Ia Empresa pagará en un término de quince (15) días hábiles\ndespués de presentada la documentación requerida, a los beneficiarios\ndebidamente acreditados en el expediente una indemnización aplicando el\nsiguiente criterio: 1) Sesenta y cinco mil Lempiras (L65,000.°°) cuando haya\ntenido una antigüedad de dos (02) meses hasta cuatro (04) años consecutivos\nde laborar para la empresa; 2) Ochenta mil Lempiras (L80,000.) cuando el\ntrabajador haya cumplido una antigüedad superior a cuatro (04) años.\n\nSi la muerte es violenta, los familiares acreditados en el expediente\ngozaran de estos beneficios siempre y cuando él o la trabajadora no hayan\nparticipado en la comisión de un hecho delictivo debidamente comprobado por la\nautoridad competente.\n\nEs entendido q_e la empresa pagará el cien por ciento (100%) de las\nprestaciones laborales a los beneficiarios debidamente acreditados en el\nexpediente de él o la trabajadora fallecidos; En caso de que el monto de\ndichas prestaciones fueran inferiores o superiores a los criterios establecidos\nen esta cláusula, se aplicará la cantidad que más favorezca al beneficiario\ndel trabajador o la trabajadora. Un beneficio excluye al otro.\n\nLos trabajadores por su parte se comprometen a registrar o actualizar ante\nel patrono los nombres de sus beneficiarios en el mes de Septiembre de cada\naño.\n\nAYUDA EN CASO DE MUERTE DE PARIENTES \n\nCLÁUSULA No.15: \n\nEn caso de muerte de dependientes que el trabajador haya registrado en la\nEmpresa clasificados así: hijos, padre y madre, los abuelos, esposa (o) o\ncompañera (o) de hogar; la empresa le donará la cantidad de CUATRO MIL\nLEMPIRAS (L4,000.°°) para gastos fúnebres; Es entendido que este beneficio\nse aplica a las abuelas y los abuelos de los trabajadores siempre y cuando el\ntrabajador lo haya declarado beneficiario directo en vez de su padre o madre en\nel expediente.\n\nLa Empresa concedera un día adicional a los dos (02) días señalados por\nla Ley en el artículo 95 numeral 5) del Código de Trabajo, es decir,\nconcederá un permiso con goce de sueldo por tres (03) días, para que el\ntrabajador o la trabajadora puedan asistir a los servicios funerarios y\nentierro de estos parientes, además este beneficio del permiso aplica cuando\nel familiar fallecido es una hermana (o).\n\nEn caso de que la muerte ocurriera fuera de la localidad, la Empresa le\nextenderá hasta dos (02) días más de permiso sin goce de salario. Con la\nobligación de acompañar el acta de defunción en un término de diez (10)\ndías, para justificar el permiso.",{"bindId":73,"name":74,"text":75},"trainingfund","Asimismo, la empresa concederá anualment","Asimismo, la empresa concederá anualmente un permiso con goce de salario\nhasta por treinta (30) días a siete (07) de sus empleados para que puedan\nrealizar su práctica profesional; para gozar de este beneficio, los aplicantes\ndeberán presentar la carta de solicitud por parte de la Institución\nEstudiantil a la cual pertenecen con los datos que se utilizan generalmente\npara este tipo de prácticas y posteriormente la respectiva evaluación de la\nempresa o institución donde nayan realizado la misma.\n\nSe entiende que si la práctica profesional requiere de más tiempo, la\nEmpresa autorizara el respectivo permiso sin goce de salario.",{"bindId":77,"name":78,"text":79},"discrimination","NO REPRESALIAS POR RECLAMOS CLÁUSULA No.","NO REPRESALIAS POR RECLAMOS\n\nCLÁUSULA No.06: \n\nLa Empresa se compromete que en aplicación al Código de Trabajo y a los\nConvenios Internacionales de la Organización Internacional de Trabajo (OIT),\nno asumirá ninguna actitud discriminatoria, ni tomará ningún tipo de\nrepresalias contra ningún trabajador por los reclamos que éstos formulen ya\nsea a través de la organización sindical o personalmente, ni por su\nafiliación o apoyo al sindicato.\n\nQueda entendido que el personal de Administración y Dirección de la\nempresa en todos sus niveles, la Junta Directiva del Sindicato y los\ntrabajadores en general, se guardarán mutuamente la debida consideración y\nrespeto, absteniéndose del maltrato de palabra, de obra y actos que pudieran\nafectar la dignidad de cualquiera de las partes, todo dentro del marco\nlegal.\n\nNo constituye como actitud discriminatoria, la aplicación de medidas\ndisciplinarias conforme a derecho.",{"bindId":81,"name":82,"text":83},"cbadate_start","VIGENCIA DEL CONTRATO COLECTIVO DE CONDI","VIGENCIA DEL CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO\n\nCLÁUSULA No.37:\n\nEl presente Contrato Colectivo de Condiciones de Trabajo tendrá una\nvigencia a partir del 01 de Septiembre de 2015 al 01 de Septiembre de 2017 y de\ncomún acuerdo, las partes se comprometen a que la Cláusula Salarial del\nTercer Contrato Colectivo de Condiciones de Trabajo, su vigencia iniciara a\npartir del 01 de Enero del 2018.",{"bindId":85,"name":86,"text":87},"healthandsafetypolicy","COMISIÓN DE HIGIENE Y SEGURIDAD CLÁUSULA","COMISIÓN DE HIGIENE Y SEGURIDAD\n\nCLÁUSULA No.25: \n\nLa Empresa PINEHURST MANUFACTURING (HND) GMBH, se compromete a darle\ncumplimiento al Reglamento de Higiene y Seguridad, prescrito en el título V,\ncapítulo 1, y Artículo 397 del Código del Trabajo Vigente.\n\nEste Reglamento deberá ser observado estrictamente por Empresa y Sindicato.\nSin .perjuicio de lo que disponga el Reglamento o Reglamentos que emita el\nPoder Ejecutivo, por medio de la Secretaria de Estado de los Despachos de\nTrabajo y Seguridad Sociál de conformidad con el Articulo 391 del Código de\nTrabajo que establece, además de las obligaciones que tiene todo patrono o\nEmpresa de suministrar y acondicionar locales y equipo de trabajo, que\ngarantice la seguridad y la salud de los trabajadores, en lo referente a\nHigiene y Seguridad.\n\nLa Empresa acepta que treinta (30) días después de la firma del presente\nContrato Colectivo de Condiciones de Trabajo, procederá a constituir la\nComisión de Higiene y Seguridad, la que deberá estar integrada por seis (06)\npersonas: tres (03) representantes de SITRAPINEHURST y tres (03) representantes\nde la Empresa. Esta comisión, deben recibir del departamento de Higiene y\nSeguridad del Ministerio de Trabajo, la debida capacitación para que al\ninterior de la planta se garanticen las medidas preventivas como ser disminuir\nlos niveles de ruido, tener un espacio debidamente ventilado para controlar el\nexceso de tamo producido por la tela y así lograr un medio ambiente laboral en\nóptimas condiciones.\n\nEsta comisión mixta, deberá sesionar por lo menos una vez al mes y deberá\nde dejar una memoria de cada sesión, más un plan de acción correctivo por\nlas deficiencias que fueran detectadas.",{"bindId":89,"name":90,"text":91},"TRADEUNLEAV_trigger","PERMISOS SINDICALES CON GOCE DE SALARIO ","PERMISOS SINDICALES CON GOCE DE SALARIO\n\nCLÁUSULA No.10: \n\nLa Empresa concederá permisos sindícales con goce de salario a los\nmiembros de la Junta Directiva del Sindicato debidamente acreditados para que\npuedan desempeñar comisiones o actividades sindícales inherentes a su\norganización; los permisos por este concepto no excederán de veinte (20)\ndías al año por cada Directivo, el pago en relación a estos permisos se\nhará en base al salario promedio del módulo o del área a la cual pertenece\nel Directivo que goce de dicho permiso. Los días de permiso sindical que no\nsean utilizados por algún Directivo, serán utilizados por otro directivo que\nlo requiera; en tal caso el sindicato deberá comunicarlo a la empresa.\n\nPor su parte, el sindicato se compromete a acreditar la nómina de la junta\ndirectiva con tres (03) días posteriores a la elección.\n\nAsimismo, se concederá permiso con goce de salario a las o los miembros de\nla Junta Directiva que sean designados por el sindicato para gozar de becas de\nestudios otorgados por las instituciones nacionales o internacionales, para\nasistir a cursos de capacitacion sindical cooperativistas, seminarios,\nconferencias v giras de estudios. Los días utilizados para este fin no serán\ncontabilizados como permisos sindicales según lo acordado en el párrafo\nanterior y no excederán de diez (10) días por directivo cada año.\n\nQueda convenido que los permisos sindicales relacionados a esta cláusula no\nafectaran en ningún aspecto e! cálculo del bono educativo, vacaciones,\ndécimo tercer mes, decimo cuarto mes, auxilio de cesantía, preaviso y otros\nbeneficios. El Sindicato por su parte se compromete a presentar a la empresa la\ninvitación o convocatoria de las instituciones patrocinadoras de dichos\neventos junto con una nota de la central a la cual este afiliado el sindicato,\ncon por lo menos dos (02) días de anticipación. Se entiende que los días de\npermiso sindical que no sean utilizados por algún directivo, podrán ser\nutilizados por otro directivo que lo requiera; en tal caso el sindicato deberá\ncomunicarlo a la empresa.",{"bindId":93,"name":94,"text":95},"educationtuition","BOLSÓN ESCOLAR Y PERMISOS PARA PRÁCTICA ","BOLSÓN ESCOLAR Y PERMISOS PARA PRÁCTICA\n\nCLÁUSULA No 08: \n\nLa Empresa consciente de su responsabilidad social empresarial y en apoyo a\nlos hijos de las y los trabajadores, se compromete a otorgar en la segunda\nquincena de febrero de cada año, a los empleados con hijos en Educación\nPreescolar (Kinder), Escuela Primaria, Secundaria; una bolsa conteniendo\nútiles escolares con los siguientes elementos: seis (06) cuadernos escolares\nde 200 páginas, un (01) borrador, un (01) saca punta, un (01) juego de reglas,\nuna (01) caja de colores, seis (06) lápices de grafito. Se entiende que es una\nbolsa por cada hijo de las y los trabajadores que acrediten que estos se\nencuentren debidamente matriculados y presenten una constancia de la\ninstitución educativa donde estudian al Departamento de Recursos Humanos de la\nempresa, junto con la Certificación de Acta de Nacimiento del menor que\ncompruebe el parentesco. Este beneficio es aplicable a uno de los padres, en\ncaso de que ambos laboren en la empresa.",{"bindId":97,"name":66,"text":67},"breastfeeding_workingtime",{"bindId":99,"name":100,"text":101},"cbamemother","POR LA CENTRAL GENERAL DE TRABAJADORES (","POR LA CENTRAL GENERAL DE TRABAJADORES (CGT):\n\nEVANGELINA ARGUETA\n\nLUCIA ANTONIA ROSALES",{"bindId":103,"name":62,"text":104},"LOWWAGE_trigger","SALARIAL\n\nCLAUSULA No.23:\n\n1.- TRABAJADORES DIRECTOS\n\nPara las y los trabajadores DIRECTOS SEMANALES, La Empresa establece como\nincremento L150.00 mensuales al salario base actual de cada trabajador directo,\nefectivo a partir de la vigencia de este Contrato Colectivo de Condiciones de\nTrabajo de \\ la siguiente forma:\n\nEfectivo a partir del 01 de Septiembre de 2015 hasta el 31 Diciembre 2015,\nla Empresa establece como salario mínimo L201.01 diarios.\n\nEfectivo a partir del 01 de Enero del año 2016 hasta el 31 Diciembre 2016,\nla Empresa establece como salario mínímo L213.91 diarios.\n\nEfectivo a partir del 01 de Enero del año 2017 hasta el 31 Diciembre 2017,\nla Empresa establece como salario mínímo L228.69 diarios.\n\n2.- TRABAJADORES INDIRECTOS SEMANALES Y QUINCENALES\n\nEfectivo a partir del 01 de Septiembre del 2015, hasta el 31 Diciembre del\n2016, la Empresa establece un incremento al salario de los trabajadores\nindirectos semanales y quincenales de acuerdo a la siguiente tabla:\n\n\n\n\n  \n    \n      Rango de Salarios\n      \n      Porcentaje\n      \n    \n    \n      L.5,880.45 a\n        9,000.00\n      \n      10%\n      \n    \n    \n      L.9,001.00 a 12,000.00\n      \n      7%\n      \n    \n    \n      L.12,001.00 en adelante\n      \n      5%\n      \n    \n  \n\n\n \n\nEfectivo a partir del 01 de Enero del 2017 a las y los trabajadores, que\ntengan un salario igual o menor a L6.468.49, la Empresa los nivelara al salario\nmínimo legal para el año 2017 (L6,560.76) más un incremento del 5.5%\n(L6,921.60) se entiende que este porcentaje no se utilizara de referencia para\nel párrafo siguiente.",{"bindId":106,"name":107,"text":108},"bankholidays1","FERIADOS CLÁUSULA No.26: La Empresa se c","FERIADOS\n\nCLÁUSULA No.26: \n\nLa Empresa se compromete a pagar los siguientes días feriados o de fiesta\nnacional: 1o de Enero, 14 de Abril, 1o de Mayo, 15 de Septiembre, 3, 12 y 21 de\nOctubre y el 25 de Diciembre, aunque caígan en Domingo; el Jueves Viernes y\nSábado de Semana Santa.",{"bindId":110,"name":111,"text":112},"mealvouchers","CLÁUSULA No.07: La Empresa mantendrá los","CLÁUSULA No.07: \n\nLa Empresa mantendrá los precios, calidad y cantidad que actualmente se\nmanejan en la cafetería ubicada dentro de la zona libre St. Andrews, cuyo\nvalor, dependiendo del tamaño del plato, es de L20.00 y L28.00. Es entendido\nque cada plato deberá contener una Porción de Carne (roja o blanca), dos (02)\nAcompañantes y tres (03) Tortillas por el término de vigencia del presente\nContrato Colectivo de Condiciones de Trabajo.\n\nLa Empresa continuara subsidiando L5.00 por cada plato de comida que\nconsuman los empleados, y este subsidio será pagado semanalrnente a la\ncafetería, a través de un boleto diario que la Empresa le asignara a cada\ntrabajador que lo necesite, o cualquier otro sistema que la Empresa\nimplemente.\n\nAsimismo, la Empresa a través de la Comisión de Higiene y Seguridad\nverificara que en todo momento el servicio de alimentación se preste en\ncondiciones de higiene óptimas, verificando regularmente la aplicación\nestricta de las medidas de salubridad tanto del lugar donde se preparan y\nsirven los alimentos, así como de las personas que elaboran los mismos. La\nEmpresa llevara control de las sugerencias que sus trabajadores le planteen a\ntravés del buzón de quejas correspondientes.\n\nLa Empresa como parte de su iniciativa pondrá a disposición de las y los\ntrabajadores, cinco (05) microondas y una (01) refrigeradora en el área de\ncafetería. Dichos microondas y refrigeradora serán operados por el personal\nasignado por la empresa para controlar el uso correcto de los artefactos y su\ndurabilidad, y serán reemplazados o reparados tan pronto que dejen de\nfuncionar.",{"bindId":114,"name":115,"text":116},"paidmaternityleave","INCAPACIDADES PRE Y POST-NATAL CLÁUSULA ","INCAPACIDADES PRE Y POST-NATAL\n\nCLÁUSULA No.12: \n\nToda trabajadora en estado de gravidez gozará de descanso forzoso\nretribuido durante las seis (06) semanas que preceden al parto y seis (06)\nsemanas después del mismo, retribuido conforme a Ley. La Empresa concederá\ndos (02) semanas de permiso post-natal sin goce de salario a la trabajadora que\nasí lo solicite.\n\nPara aquellas empleadas que hayan dado a luz por cesárea, la empresa\nconcederá con goce de salario, una (01) semana adicional en concepto de\npost-natal. La trabajadora presentará sus documentos de incapacidad\npost-natal, debiendo presentar constancia extendida por la institución donde\ndio a luz que acredite su cesárea.\n\nCuando el parto sea prematuro no viable después del sexto (06) mes de\nembarazo o el bebe falleciera al momento de nacer, la trabajadora gozará de su\npost-natal y su respectivo pago como si hubiese sido un parto normal.\n\nLa trabajadora gozará de diez (10) horas de lactancia adicionales,\ndebidamente remuneradas a las ya señaladas por la Ley; es entendido que si el\narticulo 140 del Código del Trabajo es modificado en cuanto a la cantidad de\nhoras de lactancia, se aplicara lo que literalmente defina la Ley en beneficio\nde las trabajadoras.\n\nLa Empresa acondicionará un espacio con refrigeradora para almacenar la\nleche materna de las trabajadoras en lactancia.",{"bindId":118,"name":119,"text":120},"PAIDLEAV_trigger","La Empresa se compromete a pagar los sig","La Empresa se compromete a pagar los siguientes días feriados o de fiesta\nnacional: 1o de Enero, 14 de Abril, 1o de Mayo, 15 de Septiembre, 3, 12 y 21 de\nOctubre y el 25 de Diciembre, aunque caígan en Domingo; el Jueves Viernes y\nSábado de Semana Santa.",{"bindId":122,"name":54,"text":123},"deathrelatives","La Empresa concedera un día adicional a los dos (02) días señalados por\nla Ley en el artículo 95 numeral 5) del Código de Trabajo, es decir,\nconcederá un permiso con goce de sueldo por tres (03) días, para que el\ntrabajador o la trabajadora puedan asistir a los servicios funerarios y\nentierro de estos parientes, además este beneficio del permiso aplica cuando\nel familiar fallecido es una hermana (o).\n\nEn caso de que la muerte ocurriera fuera de la localidad, la Empresa le\nextenderá hasta dos (02) días más de permiso sin goce de salario. Con la\nobligación de acompañar el acta de defunción en un término de diez (10)\ndías, para justificar el permiso.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND Pinehurst Manufacturing (HND) GMBH - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2015-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2017-09-01\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: → Confección de prendas de vestir  , Industria textil  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector público o privado: → En el sector privado\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluido por:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nombre de la compañía: → \n                        Pinehurst Manufacturing (HND) GMBH\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nombres de los sindicatos: → \n\n                \n                    \n                    \u003Cspan>\n                        SITRAPINEHURST - Sindicato de Trabajadores de la Empresa Pinehurst Manufacturing HND GMBH\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Nombre otras firmas por lado de los trabajadores: → CENTRAL GENERAL DE TRABAJADORES (CGT)\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → Sí\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → 12 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Licencia de maternidad pagada restringida a 100 % de salario básico\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Posibilidad de alternativas al trabajo peligroso o no saludable para las enbarazadas o trabajadoras en lactancia → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Tiempo libre para exámenes médicos prenatales: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibición de la detección del embarazo antes de la regularización de los trabajadores no estándar: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibición de la detección del embarazo antes de la promoción: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilidades para lactancia: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n   \n            \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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Cláusulas de discriminación en el trabajo: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Igualdad de oportunidades para la promoción de las mujeres: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Igualdad de oportunidades de formación y reciclaje para las mujeres: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Dirigente sindical de igualdad de género en el lugar de trabajo? → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Cláusulas sobre acoso sexual en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Cláusulas sobre violencia en el trabajo: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Permiso especial para trabajadoras\u002Fes sujetas o violencia doméstica o de la pareja: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Apoyo a mujeres trabajadoras con discapacidades: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoreo de la igualdad de género → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 11.0 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            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: → 20.0 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            \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            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Vales de alimenos:\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Vales de alimentos proporcionados: → Sí\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Prestaciones alimentarias proporcionadas: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Asistencia legal gratuita: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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en Honduras: salarios y condiciones laborales","\u002Fes-hn\u002Ftrabajo-en-honduras",[154,158,162,178,227,231],{"title":155,"seo_title":8,"description":7,"path":156,"redirect_url":7,"locale":16,"children":157},"Salario mínimo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario-minimo",[],{"title":159,"seo_title":8,"description":7,"path":160,"redirect_url":7,"locale":16,"children":161},"Salarios vitales","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalarios-vitales",[],{"title":163,"seo_title":8,"description":7,"path":164,"redirect_url":7,"locale":16,"children":165},"Salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario",[166,170,174],{"title":167,"seo_title":8,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"Compara tu salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fcompara",[],{"title":171,"seo_title":8,"description":7,"path":172,"redirect_url":7,"locale":16,"children":173},"Encuesta 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