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(SITRAMINO) - 2013","HND Empresa Minerales de Occidente S.A. - 2013","Honduras - HND Empresa Minerales de Occidente S.A. - 2013","HND Empresa Minerales de Occidente S.A. - 2013 - Minería, industrias extractivas",{"name":39,"data":40},"HONDURAS CBA SITRAMINO.html","\n \n \n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>CUARTO CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO ENTRE LA EMPRESA\nMINERALES DE OCCIDENTE S.A. Y EL SINDICATO DE TRABAJADORES DE MINERALES DE\nOCCIDENTE S.A. (SITRAMINO)\u003C\u002Fh1>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>CLÁUSULAS SOCIALES, TIPO GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No. 1.-Reconocimiento de Ambas Partes:\u003C\u002Fh2>\n\n\u003Cp>La Empresa reconoce al Sindicato de Trabajadores de la Empresa Minerales de\nOccidente S.A de C.V, (SITRAMINO) como único y legitimo representante del\ninterés profesional de sus afiliados para el estudio, mejoramiento y defensa\nde sus respectivos intereses económicos y sociales, comprometiéndose a tratar\ncon el Sindicato todos los conflictos que surjan con la aplicación del\npresente Contrato Colectivo y de las leyes laborales y convenios\ninternacionales vigentes en el país. A nivel de superintendencia y Gerencia, y\npara la solución de conflictos determinados que, a juicio del Sindicato\nameritan asesoría, se hará acompañar hasta por cuatro (4) miembros de las\nFASH y CGT. A su vez SITRAMINO reconoce a la Empresa Minerales de Occidente S.A\nde C.V. como una sociedad legalmente establecida, legitima propietaria de la\nconcesión minera San Andrés, y todos sus bienes, fuente de trabajo de\nafiliados al Sindicato y demás trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 2.- Reconocimiento a la actividad Minera:\u003C\u002Fh2>\n\n\u003Cp>El Sindicato y la Empresa reconocen la actividad minera como una actividad\nproductiva y positiva para el país, por lo cual convienen y declaran de mutuo\ninterés la defensa y apoyo, dentro de la ley, a la actividad minera como\ngeneradora de beneficio y empleo. Reconocemos a Minerales de Occidente como una\nEmpresa que se esfuerza en ser ejemplo de minería responsable y moderna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLÁUSULAS SOCIALES, TIPO GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 3.- Estricto Cumplimiento del Contrato Colectivo:\u003C\u002Fh2>\n\n\u003Cp>La Empresa y el Sindicato se obligan al estricto cumplimiento del presente\nContrato Colectivo de trabajo; con el fin de lograr la efectividad de lo\npactado, la Empresa se obliga a hacer que sus representantes cumplan con las\nobligaciones contraídas por esta. Y el Sindicato se obliga a garantizar por\nparte de sus afiliados, el cabal cumplimiento de lo pactado sin perjuicio del\nderecho que tienen ambas partes para ejercer los derechos, acciones y asumir\nlas responsabilidades que de su cumplimiento se deriven, de conformidad a la\nLey. Por lo que se establece llevar a cabo una calendarización trimestral de\nreuniones quincenales entre ambas partes para verificar el cumplimiento del\npresente contrato y cualquier otra eventualidad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.4: Ámbito de aplicación:\u003C\u002Fh2>\n\n\u003Cp>El presente Contrato Colectivo regula las condiciones de trabajo de los\ntrabajadores que laboran en todas las dependencias y departamentos de la\nEmpresa que existen en la actualidad, así como en las que se creen durante la\nvigencia del mismo en cualquier lugar del territorio nacional. Lo acá\nseñalado no aplica a los representantes de la Empresa, ni aquellos\ntrabajadores que según este Contrato Colectivo, sean empleados de confianza\ntal como lo determina la clausula numero 15.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 5.- Programas para Estudio y Capacitación:\u003C\u002Fh2>\n\n\u003Cp>La Empresa y el Sindicato se comprometen a diseñar programas de formación\ny mejoramiento educacional para todos sus trabajadores, mediante un análisis\nde las necesidades de formación personal y profesional de todos ellos. Para\ntal fin, ambas partes podrán celebrar convenios con las instituciones que\nresulten necesarias.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 6.- Celebración del día del Niño y Navidad: \u003C\u002Fh2>\n\n\u003Cp>Para el día del niño y navidad la Empresa dará regalos a los hijos de los\ntrabajadores menores de 10 años. Además, la Empresa celebrará el día de\nnavidad con todos sus trabajadores y en señal de reconocimiento la Empresa\ndará a cada empleado una canasta navideña. Un representante del Sindicato\nparticipará en el proceso de selección de los regalos y de las canastas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLÁUSULAS TIPO LEGAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 7.- Libre Administración: \u003C\u002Fh2>\n\n\u003Cp>La Empresa continuará la libre administración y dirección de sus\noperaciones, financieras, económicas, administrativas y comerciales, sin\ninterferencia de ninguna clase y sin otras limitaciones y obligaciones que las\nque establezcan las leyes de la República de Honduras; en el orden económico\nlaboral reconoce únicamente las limitaciones y obligaciones emanadas de las\nleyes y reglamentos pertinentes y de las disposiciones contenidas en el\npresente Contrato Colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.8.- Permiso Sindical: \u003C\u002Fh2>\n\n\u003Cp>La empresa concederá permisos debidamente remunerados durante las horas\nlaborales incluyendo las horas extras diarias, a los miembros de la Junta\nDirectiva del Sindicato y a otros miembros, designados por ésta, para atender\nla actividad y los asuntos propios del sindicato durante la vigencia del\npresente contrato colectivo. Asimismo, se le concederá al Presidente o a un\nmiembro designado por éste, hasta 52 días para atender este tipo de asuntos,\nestos días de permiso serán acumulativos y sin distinción de la persona que\nlo haya disfrutado.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>Asimismo, la Empresa concederá permiso a los afiliados designados por el\nSindicato hasta por un máximo de 120 días al año debidamente remunerados,\npara desempeñar comisiones sindicales, asistencias a eventos de formación y\nseminarios ya sea fuera o dentro de la Empresa. Los cuales serán pagados de la\nsiguiente forma: los primeros 60 días se pagarán conforme a la jornada\nordinaria de trabajo correspondiente a ocho (8) horas más horas extras, si las\nhubiera; y los siguientes 60 días serán pagados conforme a la jornada\nordinaria de trabajo correspondiente a ocho (8) horas, sin incluir horas\nextras. Es entendido y convenido que este número de permisos será acumulativo\ny sin distinción de la persona que lo haya disfrutado. El sindicato deberá\npresentar su solicitud con tres días de anticipación ante el departamento de\nRecursos Humanos. Asimismo, se permitirá el libre ingreso de cualquier miembro\nde la Junta Directiva del Sindicato, durante su tiempo libre a cualquier\ndepartamento de la Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 9.- Comisión de Higiene y Seguridad: \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>La Empresa y el Sindicato se comprometen a darle apoyo y seguimiento a la\ncomisión de higiene y seguridad, con el objetivo de que esta cumpla su\ncometido de una forma eficaz, la cual está conformada por tres (3)\nrepresentantes de la Empresa y tres (3) del Sindicato, quienes se reunirán por\nlo menos dos (2) veces al mes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 10.-Derecho de Asociación Sindical:\u003C\u002Fh2>\n\n\u003Cp>El derecho de asociación sindical es exclusivo de los trabajadores, sin\ninterferencias ni limitaciones de ninguna clase. Por consiguiente ninguna\npersona puede atentar contra ese derecho haciéndose acreedor en caso\ncontrario, a las sanciones que establece la ley.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.11.- Fuero Sindical:\u003C\u002Fh2>\n\n\u003Cp>La Empresa reconoce el principio de Asociación y Libertad Sindical. Los\ntrabajadores miembros de la Junta Directiva y delegados del Sindicato, desde su\nelección hasta seis (6) meses después de cesar sus funciones, no podrán ser\ndespedidos de su trabajo sin comprobar previamente ante la Autoridad\ncompetente, que existe causa justificada para dar por terminado el Contrato. El\nSindicato comunicará por escrito a la Empresa dentro de los quince (15) días\nsiguientes los nombramientos o cambios que sucedan en las directivas, con copia\nal Ministerio de Trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 12.- Impresión de Ejemplares: \u003C\u002Fh2>\n\n\u003Cp>La Empresa se compromete a proporcionar a todos los empleados un ejemplar\ntipo bolsillo del presente Contrato Colectivo y del Reglamento Interno de\nTrabajo en el término de sesenta días posteriores al recibo de la\ncertificación del registro del mismo en la Dirección General del Trabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch2>Cláusula N. 13.- Discriminación: \u003C\u002Fh2>\n\n\u003Cp>Ambas partes declaramos y nos comprometemos a mantener una actitud de\nTolerancia, Cooperación y mutuo respeto. Por ello no asumiremos ninguna\nactitud ni conducta discriminatoria por motivos de raza, nacionalidad,\nreligión, sexo o afiliación política, ni represalias por reclamos planteados\ndentro del marco de la ley. La Empresa no asumirá ninguna actitud\ndiscriminatoria ni represalias de ninguna naturaleza en contra de los\ntrabajadores por reclamos que estos planteen ante la Junta Directiva del\nSindicato o la Empresa por medio de sus representantes, dentro del marco de la\nley o el presente Contrato Colectivo. Ni girará órdenes o instrucciones de\ntrabajo que menoscaben la dignidad o seguridad del trabajador. Los trabajadores\npor su parte se obligan a cumplir con la ley, reglamento interno y el presente\nContrato Colectivo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 14.- Primacía de la Ley: \u003C\u002Fh2>\n\n\u003Cp>Las disposiciones de las leyes prevalecerán siempre sobre las del Contrato\nColectivo y las de este sobre los Contratos Individuales de Trabajo. Las\ndisposiciones de un Contrato Colectivo no se consideran contrarias a las leyes\ncuando sean más favorables para los Trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.15.- Empleados de Confianza: \u003C\u002Fh2>\n\n\u003Cp>Ambas partes convienen, aceptan y reconocen como empleados de confianza y\ncomo tales representantes de la Empresa el siguiente personal: 1. Gerentes, 2.\nSuperintendentes, 3. Secretaria(o) de los anteriores, 4. Jefes de Departamento,\n5. Supervisores Generales, 6. Personal que maneja información clasificada, 7.\nSupervisores de Turno, queda entendido que el personal de confianza podrá\ngozar del beneficio del presente Contrato Colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 16.- Cambio de Denominación: \u003C\u002Fh2>\n\n\u003Cp>En caso de que la Empresa cambiara su denominación social o se fusionara\ncon otra Empresa, o cambiara de propietario, las relaciones obrero patronal se\nregirán de acuerdo a lo estipulado en el artículo 28 del Código del\nTrabajo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 17.- Compromiso:\u003C\u002Fh2>\n\n\u003Cp>La Empresa reitera su irrestricto compromiso de cumplir lo dispuesto en el\nCódigo del Trabajo y especialmente a lo preceptuado en los artículos 403, 404\ny 413 del referido Código y garantiza su disposición a cubrir las\nindemnizaciones que por ley estaría obligada a realizar en aquellos casos\ndebidamente comprobados de conformidad con los protocolos médicos y la ley.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cláusula N. 18.- Pago de Días Feriados: La Empresa pagará a todos sus\ntrabajadores los siguientes días feriados o de fiesta nacional: 1 de Enero, 14\nde Abril, 1 de Mayo, 15 de Septiembre, 3, 12 y 21 de Octubre y 25 de Diciembre;\naunque caigan en día Domingo. Igualmente pagará el jueves, viernes y sábado\nde la Semana Santa tal como lo estipula el artículo 339 del Código del\nTrabajo. Queda entendido que la Empresa no reconocerá días feriados que no\nestén establecidos por Decreto de Ley.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 19.- Trabajadores Permanentes, Transitorios E Interinos:\u003C\u002Fh2>\n\n\u003Cp>Se consideran Trabajadores Permanentes: Aquellos trabajadores que realicen\nlabores que por su naturaleza son permanentes o continuos en la Empresa y que\nhayan laborado más de 60 días en un año calendario e ininterrumpidamente,\nsiempre y cuando no sea un trabajador contratado para una obra determinada. Los\ntrabajos que por su naturaleza tengan el carácter de permanentes dentro de la\nEmpresa serán ejecutados, única y exclusivamente por trabajadores\npermanentes. Se exceptúa de la anterior disposición, los casos en los que los\nempleados permanentes no reúnan los requisitos especiales de la plaza\ndeterminados por la Empresa para cubrir el puesto, por lo que queda a\nliberalidad de la Empresa a contratar personal externo, así como también en\nlos casos considerados como emergencia.\u003C\u002Fp>\n\n\u003Cp>Se consideran Trabajadores Transitorios:\u003C\u002Fp>\n\n\u003Cp>A) Son aquellos trabajadores que laboren por tiempo limitado, es decir,\naquellos que realicen labores en las cuales se haya especificado fecha para su\ndeterminación.\u003C\u002Fp>\n\n\u003Cp>B) Los trabajadores que laboren por obra determinada, es decir, cuando se ha\nprevisto el acaecimiento de algún hecho o circunstancia que forzosamente ha de\nponer término a la relación de trabajo. Debiendo en estos casos regularse la\nrelación que así se establezca por el contrato que se suscriba con la\nEmpresa.\u003C\u002Fp>\n\n\u003Cp>Se consideran Trabajadores Interinos:\u003C\u002Fp>\n\n\u003Cp>Son aquellos trabajadores contratados en forma interina, de conformidad a lo\nestablecido en el artículo 108 del Código del Trabajo. La Empresa se\ncompromete a enviar mensualmente al Sindicato, una lista conteniendo los\nnombres del personal contratado y su status dentro de la Empresa, es decir si\nes permanente, transitorio o interino.\u003C\u002Fp>\n\n\u003Cp>Cuando se utilicen intermediarios para la contratación de personal, la\nEmpresa exigirá a aquel el cumplimiento de las condiciones laborales que\nestablece el Código del Trabajo y el Reglamento Interno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 20.- Botiquines, Clínicas Ocupacionales: \u003C\u002Fh2>\n\n\u003Cp>La Empresa continuará manteniendo botiquines de primeros auxilios\ndebidamente equipados en todos los departamentos de trabajo con que cuenta la\nEmpresa. Los botiquines serán supervisados cada quince (15) días por el\npersonal de Clínica y un representante del Sindicato quienes comunicaran a la\nEmpresa las deficiencias en los respectivos botiquines.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 21.- Cuotas Sindicales: \u003C\u002Fh2>\n\n\u003Cp>A todos los trabajadores afiliados y no afiliados al Sindicato, la Empresa\ndeducirá por planillas las cuotas sindicales ordinarias, extraordinarias y\ndemás contribuciones que determine el Sindicato en Asamblea General, lo cual\nserá comunicado a la Empresa por certificación del acta correspondiente. En\nigual forma la Empresa hará las deducciones ordenadas en el Decreto de Ley\nNúmero 30 del 15 de marzo de 1973 aprobado por el Congreso Nacional de\nHonduras. En el caso de cobro de multas el Sindicato proporcionará a la\nEmpresa la solicitud de deducciones debidamente autorizadas por el trabajador.\nEl monto de las deducciones será entregado a la Junta Directiva contra recibo,\nmediante cheque girado a favor de la organización a mas tardar el cinco (5) de\ncada mes. La Empresa enviará a la Directiva del Sindicato la lista actualizada\nde las deducciones hechas a todo el personal de Minerales de Occidente,\nmediante un reporte Mensual vía digital.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 22.- Murales para Avisos: \u003C\u002Fh2>\n\n\u003Cp>La Empresa conviene en mantener en cada centro de trabajo una pizarra en\ncada Departamento colocadas en lugares visibles y adecuados, las cuales serán\nutilizadas para colocar comunicados, circulares o cualquier literatura de\ninterés para los trabajadores que el Sindicato y La Empresa estimen\nconvenientes; mismos que no deben ser contrarios a la ley, la moral, las buenas\ncostumbres y las políticas de La Empresa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 23.- Pago de Pre y Post Natal: \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>En los casos de descanso por maternidad, La Empresa cancelará de una sola\nvez, el correspondiente periodo Pre y Post Natal que será de seis semanas\nantes y seis semanas después del parto. Para los casos de aborto criminal o\nprovocado, La trabajadora que hubiese recibido el beneficio señalado en el\npárrafo anterior, se obligará a devolverlo a La Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 24.- Forma de Pago: \u003C\u002Fh2>\n\n\u003Cp>El sistema de pago será bisemanal, siguiendo con el sistema ya establecido,\npudiendo revisarse dicho sistema de pago de forma conjunta con el Sindicato si\nfuese necesario.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLÁUSULAS TIPO LABORAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 25.- Remoción del Personal: \u003C\u002Fh2>\n\n\u003Cp>La Empresa informará al Sindicato al hacer traslados permanentes de su\npersonal afiliado(a). Los puestos de los directivos centrales y delegados\nestán protegidos conforme al fuero sindical que establece la Ley. Es el\nsincero deseo de las partes que los trabajadores mejoren sus condiciones de\nvida, por esta razón los traslados de su personal de un departamento a otro, o\nde una sección a otra, se harán de acuerdo a la necesidad de la Empresa.\nCuando la Empresa considere que debe hacer traslados necesarios de sus\ntrabajadores, se le explicará al trabajador conjuntamente con la\nrepresentación sindical, siempre que el trabajador este de acuerdo a dicho\ncambio. Se garantiza la estabilidad de los trabajadores de conformidad con la\nley y el presente Contrato Colectivo, dentro de las posibilidades\noperacionales, económicas, legales o financieras de la Empresa. En caso de\nremoción que se haga de conformidad con la Ley, la vacante será llenada de\nconformidad a la Cláusula No. 40.- Plazas Vacantes del presente Contrato\nColectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 26.- Procedimiento de Diálogo: \u003C\u002Fh2>\n\n\u003Cp>La Empresa y el Sindicato convienen y se obligan expresamente a someterse al\nsiguiente procedimiento de diálogo con el objeto de estudiar, documentar y\ntratar de resolver las controversias y diferencias derivadas de la relación de\ntrabajo, ya sean individuales o colectivos, que no hayan sido resueltas a\ntravés de los mecanismos ya establecidos, por medio del siguiente\nprocedimiento: los miembros de la Junta Directiva del Sindicato y los\nrepresentantes de la Empresa, celebrarán pláticas directas antes de acudir a\nlas autoridades competentes por la cual la parte que lo solicite presentará\nante la Superintendencia de Recursos Humanos o a la Junta Directiva del\nSindicato según sea el caso, agenda respectiva por lo menos con cinco (5)\ndías hábiles de anticipación, salvo los casos de urgencia calificados que\nameriten discusión inmediata; de dicha reunión se levantará acta por\nduplicado las cuales serán firmadas por ambas partes. Si por alguna razón\njustificada cualquiera de las partes no pudieran comparecer a la reunión lo\nnotificará con anticipación de por lo menos 24 horas a la otra parte,\nexcluyendo el caso fortuito o fuerza mayor que será notificado dentro del día\nsiguiente hábil posterior a la fecha que se había señalado para la reunión,\nseñalándose para ambos casos, lugar, nueva fecha y hora para la reunión\ndentro de un plazo no mayor de 5 días. Si transcurrido este último término y\nla parte convocada no asistiere; cualquiera de las partes queda en potestad de\nacudir ante las autoridades competentes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 27.- Pago de los Días de Descansos y Feriados: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>La Empresa pagará los días de descanso, descansos trabajados, días\nferiados, feriados trabajados y descansos trabajados que coinciden con el día\nferiado, de acuerdo a la siguiente tabla.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>Dia de trabajo normal (Feriado no trabajado)\u003C\u002Ftd>\n \u003Ctd>Dia de descanso feriado\u003C\u002Ftd>\n \u003Ctd>Dia de trabajo normal (Feriado no trabajado)\u003C\u002Ftd>\n \u003Ctd>Dia de descanso (No feriado)\u003C\u002Ftd>\n \u003Ctd>Dia de feriado y descanso trabajado\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Normal\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>descanso trabajado\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Otro Dia de descanso\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Feriado\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Total dia pagado\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Es entendido que la Empresa hará cumplir el artículo 339 del Código del\nTrabajo en donde se refiere que el pago de los Feriados se hará efectivo\naunque caigan en Domingo y en caso que la Empresa suspenda al trabajador por no\nlaborar dicho día se le debe pagar con el promedio de salario ordinario y\nextraordinario que haya devengado durante la semana inmediata anterior.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.28.- Vacaciones:\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp> La Empresa otorgará a los trabajadores vacaciones anuales y bonificaciones\npara vacaciones cuya extensión y forma será la siguiente:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"3\">Días de Vacaciones y Bono de Vacaciones\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Años de Servicio Continuo\u003C\u002Ftd>\n \u003Ctd>Días de Vacaciones\u003C\u002Ftd>\n \u003Ctd>Días de Bono de Vacaciones\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>10\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>12\u003C\u002Ftd>\n \u003Ctd>7\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>15\u003C\u002Ftd>\n \u003Ctd>8\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>20\u003C\u002Ftd>\n \u003Ctd>10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>20\u003C\u002Ftd>\n \u003Ctd>12\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6\u003C\u002Ftd>\n \u003Ctd>20\u003C\u002Ftd>\n \u003Ctd>14\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>El pago de la bonificación de que trata esta Cláusula se hará efectivo\ndespués del disfrute de vacaciones en la primera planilla de pago\ninmediatamente siguiendo al regreso del trabajador a sus labores.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 29.- Deducción por Aumento de Sueldo:\u003C\u002Fh2>\n\n\u003Cp>En caso de ocurrir un aumento salarial como parte de la negociación de este\nContrato Colectivo, la Empresa se compromete a aplicar en la primera\nliquidación de pago de los trabajadores, incluyendo a los no sindicalizados y\nque no son empleados de confianza de acuerdo al Art. 95, inciso 12 del Código\nde Trabajo, la deducción del (50%) de dicho aumento, debiendo acreditarse para\nello, por parte del Sindicato la respectiva autorización a la Empresa, dicha\ndeducción será entregada a la Tesorería del Sindicato, a más tardar cinco\ndías (5) después de la liquidación de pago, contra recibo extendido a favor\nde la Empresa, la Empresa enviará al Sindicato el listado total de las\ndeducciones realizadas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 30.- Accidentes y Enfermedades:\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>La Empresa continuará prestando servicios médicos, farmacéuticos, y\nhospitalarios a todos sus trabajadores permanentes. La Empresa continuará\nasumiendo los riesgos profesionales ocurridos a sus trabajadores por accidente\nde trabajo y enfermedades profesionales; en los casos de accidente de trabajo,\nestos deben ser reportados por el trabajador dentro del mismo turno a su jefe\ninmediato o supervisor, y este tiene a su vez la obligación de reportar dicho\naccidente a la gerencia del departamento y llenar los formatos establecidos\npara tal fin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 31.- Uniformes, Equipo de Protección Personal e Implementos\nde Trabajo: \u003C\u002Fh2>\n\n\u003Cp>La Empresa continuará proporcionando oportunamente a todos los trabajadores\nen su respectiva labor, los útiles, equipo de protección personal,\ninstrumentos y materiales necesarios para ejecutar el trabajo; los cuales\nserán de óptima calidad. Entregará cada año dos (2) pares de zapatos\nadecuados para la naturaleza de las actividades de la Empresa. Se exceptúan a\nlos empleados del área administrativa a quienes se les dotará de un par (1)\nde zapatos al año, salvo casos excepcionales calificados por la Empresa. La\nentrega de zapatos y cuatro (4) uniformes se llevará a cabo durante el mes de\nfebrero de cada año, previa entrega de los zapatos usados. La regulación de\nla Empresa en cuanto al uso del uniforme por parte de los empleados será\nobligatoria, salvo causa justificada. De igual manera, es entendido que los\ntrabajadores están obligados a cuidar con el mayor esmero los instrumentos,\nequipo, materiales y uniformes que la Empresa les proporcione; por lo cual en\ncaso de demostrarse que la destrucción, extravío o pérdida de los mismos fue\na causa de dolo, negligencia o fraude por parte de los trabajadores, quedan\nestos obligados a pagar a la Empresa el valor de los mismos, salvo los casos de\ndesgaste normal, caso fortuito, fuerza mayor, mala calidad o defectuosa\nconstrucción de ellos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 32.- Licencias al Trabajador: \u003C\u002Fh2>\n\n\u003Cp>La Empresa concederá licencia al trabajador además de los casos\ncontemplados en el artículo número 95, numeral 5 del Código del Trabajo\nvigente, permiso remunerado y acreditado documentalmente cuando ocurran las\nsiguientes circunstancias:\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cp>a) Por enfermedad grave debidamente comprobada que afecte a los miembros\ninmediatos de la familia del trabajador (hijos, cónyuge, padres, y\u002Fo abuelos)\nhasta (5) cinco días. b) Por el acaecimiento de inundaciones, terremotos o\nincendios que afecte gravemente la vivienda del trabajador o el área aledaña\na la misma, hasta cuatro (4) días.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c) Por muerte de los padres, cónyuge, hijos, abuelos, hermanos y suegros,\nhasta seis (6) días. d) Para que una comisión pueda asistir al funeral de un\ntrabajador activo siempre que avise a la Empresa con la debida anticipación,\nel permiso será únicamente por el tiempo necesario del sepelio y el número\nde trabajadores que se ausente no será tal que perjudique el buen\nfuncionamiento de la Empresa.\u003C\u002Fp>\n\n\u003Cp>e) Cuando el trabajador contraiga matrimonio el término de ocho (8)\ndías.\u003C\u002Fp>\n\n\u003Cp>f) Para gestionar documentos personales de carácter obligatorio un (1) día\npara La Unión y Santa Rosa de Copán, tres (3) días para el resto Occidental\n(Lempira, Ocotepeque y Santa Bárbara); y hasta cuatro (4) días para el resto\ndel país.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 33.- Sustituciones Temporales:\u003C\u002Fh2>\n\n\u003Cp>Cuando por causa de enfermedad, vacaciones o permisos un trabajador se ve\nobligado a ausentarse de sus actividades de manera prolongada, la Empresa\npodrá sustituirlo preferentemente con otro trabajador que reúna iguales\ncondiciones de idoneidad y capacidad para el puesto temporalmente vacante. El\njefe inmediato realizará una evaluación de desempeño antes de la\nsustitución, haciéndole saber el resultado de la misma. Al trabajador\nsustituto se le pagará el mismo sueldo que gana el ausente, proporcional al\ntiempo que dure la sustitución. Una vez que cese la ausencia el trabajador\nsustituto volverá a su puesto original con el mismo sueldo que tenía antes de\nla sustitución. En todo caso, se excluyen de lo anterior la sustitución de\nlos puestos de superintendencias y gerencias.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No 34.- Revisiones Médicas: \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Cp>La Empresa se compromete a realizar a todo empleado que trabaje en\ndeterminadas áreas, una vez al año, los respectivos exámenes médicos:\u003C\u002Fp>\n\n\u003Cp>a) Exámenes respiratorios y Auditivos: Cantera, Trituración, Mantenimiento\ny Medio Ambiente.\u003C\u002Fp>\n\n\u003Cp>b) Exámenes de Metales y Respiratorios: Lixiviación, Laboratorio, ADR,\nRefinería, Bodegas y Medio Ambiente.\u003C\u002Fp>\n\n\u003Cp>c) Exámenes clínicos de rutina: Personal administrativo cada dos (2)\naños;\u003C\u002Fp>\n\n\u003Cp>d) Exámenes de drogas: Todo el personal, incluyendo personal de\nconfianza.\u003C\u002Fp>\n\n\u003Cp>e) Examen de alcoholemia: A cualquier empleado, incluyendo personal de\nconfianza, que se presente al trabajo en aparente estado de ebriedad, mismo que\nse le practicará por personal del área médica, en presencia de un\nrepresentante del Sindicato o en su defecto en presencia de dos testigos.\u003C\u002Fp>\n\n\u003Cp>f) Examen de la vista: A los trabajadores que presenten daños visuales.\u003C\u002Fp>\n\n\u003Cp>— Se entregará al trabajador una copia de los resultados, los cuales\ndeberán estar firmados por el médico o el profesional correspondiente\ndebidamente colegiado.\u003C\u002Fp>\n\n\u003Cp>— La Empresa se compromete a realizar cada año, para sus trabajadores,\nuna campaña odontológica con brigadas de profesionales del ramo.\u003C\u002Fp>\n\n\u003Cp>La Empresa pondrá a disposición de sus trabajadores y dependientes los\nservicios profesionales de un médico especializado en el ramo de la\nodontología.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 35.- Trabajadores Temporales: \u003C\u002Fh2>\n\n\u003Cp>Aquellas personas que hubieren sido previamente contratadas temporalmente\npor la Empresa por más de dos veces al año y que hayan demostrado condiciones\nde idoneidad, capacidad y honestidad, tendrán preferencia a ser consideradas\nen el proceso de selección de personal, una vez agotadas las posibilidades de\ncontratación o ascenso de personal permanente en la Empresa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 36.- Faltas Disciplinarias: \u003C\u002Fh2>\n\n\u003Cp>La sanción de las faltas tipificadas en el Código del Trabajo o en el\nReglamento Interno de Trabajo, se sujetará a la forma siguiente:\u003C\u002Fp>\n\n\u003Cp>1. Amonestación Verbal.\u003C\u002Fp>\n\n\u003Cp>2. Amonestación Por Escrito\u003C\u002Fp>\n\n\u003Cp>3. Suspensión de su trabajo sin goce de salario por un día.\u003C\u002Fp>\n\n\u003Cp>4. Suspensión de su trabajo sin goce de salario por tres días.\u003C\u002Fp>\n\n\u003Cp>5. Suspensión de su trabajo sin goce de salario hasta por ocho días.\u003C\u002Fp>\n\n\u003Cp>6. Despido.\u003C\u002Fp>\n\n\u003Cp>La aplicación de lo dispuesto en los numerales 1, 2 y 3 se determina como\nuna acción disciplinaria, correctiva para ayudar al trabajador a sobreponerse\nen sus dificultades en el trabajo, desempeño o conducta que viole el\nReglamento Interno de Trabajo, las políticas de la Empresa o del Código de\nTrabajo, que se puedan reputar como faltas leves. La aplicación de lo\ndispuesto en los numerales 4 y 5, se determinará como una acción\ndisciplinaria para faltas que tanto el Código del Trabajo como el Reglamento\nInterno tipifican como faltas graves y se hará previo aviso de ellas al\nSindicato quien podrá enviar a un directivo o algún delegado sindical. La\nvalidez de estas sanciones se sujeta a la observancia de esta Cláusula. De\ntodos los numerales obrará constancia en el expediente respectivo y se\nenviará copia al Sindicato y al Ministerio del Trabajo. Las faltas que señala\nel Código del Trabajo y el Reglamento Interno del Trabajo como faltas muy\ngraves y por lo tanto causales de despido, no podrán ser atribuidas al\nTrabajador sin que previamente sean comprobadas mediante efectiva\ninvestigación, para lo cual la Empresa suspenderá de sus labores al\nTrabajador mientras se lleva a cabo el proceso de investigación. Dicha\ninvestigación, que no podrá exceder de diez (10) días hábiles, se hará con\nla presencia de un directivo o delegado sindical a quien se comunicará la\nmisma, sin que su ausencia suspenda la investigación, en cuyo caso se suplirá\ncon dos testigos que den fe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.37.- Préstamos:\u003C\u002Fh2>\n\n\u003Cp>La Empresa y el Sindicato se comprometen para elevar las condiciones de vida\nde sus trabajadores a continuar brindando el apoyo, ante una Institución del\nSistema Financiero Nacional para conjuntamente buscar y negociar un convenio\nque permita el acceso al crédito a los trabajadores en condiciones favorables\ny tasas de interés competitivas. Se entiende que tales prestamos se\nconcederán por las directrices financieras normales, incluyendo la capacidad\nde pago, historial de crédito (es decir su record crediticio) y utilizando el\nsalario base.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 38.- Seguro de Vida y de Salud: \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-disabilityfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>La Empresa se compromete a continuar manteniendo con una compañía de\nseguros, un seguro de vida colectivo para todos los trabajadores permanentes,\ncon la cobertura mínima siguiente:\u003C\u002Fp>\n\n\u003Cp>1-En caso de muerte natural el monto asegurado será de veinticuatro sueldos\nbase mensuales;\u003C\u002Fp>\n\n\u003Cp>2- En caso de muerte accidental, será de cuarenta y ocho sueldos base\nmensuales;\u003C\u002Fp>\n\n\u003Cp>3- En caso de muerte del conyugue o compañero (a) de hogar el 50% del valor\nasegurado al trabajador o trabajadora;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4-Incapacidad total o permanente por enfermedad\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cp>5-Incapacidad total o permanente por accidente;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6-Por perdidas de miembros y\u003C\u002Fp>\n\n\u003Cp>7-Auxilio de Gastos Fúnebres L 30,000 por muerte del trabajador y de L\n20,000 por muerte del conyugue o de los hijos del trabajador.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>La Empresa asimismo, brindará seguro medico hospitalario a todos sus\ntrabajadores con una cobertura del 100% y a sus dependientes, cónyuge e hijos\nmenores una cobertura del 80%. Es entendido que el empleado siempre seguirá\nasumiendo el costo del deducible anualmente y el procedimiento será\nestablecido por la compañía de seguro. Es también entendido y convenido que\nel Sindicato vigilará el buen uso de este beneficio, para no poner en riesgo o\nperder la continuidad de la cobertura. Es también entendido y convenido que\ntodos los medicamentos entregados en Clínica Ocupacional no serán cargados al\nSeguro Médico como lo establece el artículo 305 del Código del Trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 39.- Análisis de la Jornada De Trabajo:\u003C\u002Fh2>\n\n\u003Cp>En caso de que por certificación, caso fortuito o fuerza mayor, la Empresa\nse vea obligada a regular las jornadas de trabajo; se deberá analizar\nconjuntamente entre el Sindicato y la Empresa, las funciones y necesidades de\ncada departamento procurando un equilibrio entre los costos de producción de\nla Empresa y la estabilidad económica de los trabajadores.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 40.- Plazas Vacantes: \u003C\u002Fh2>\n\n\u003Cp>Al ocurrir vacantes, sea por la creación de nuevas plazas o por retiro de\ntrabajadores, la Empresa procurará llenar la vacante con los empleados de la\nmisma, mediante un procedimiento interno de selección y ascensos; de no ser\nposible por requerimientos técnicos específicos del puesto, la Empresa\npreferirá en los procesos de selección externos a habitantes calificados de\nlas comunidades aledañas a la mina cumpliendo con el compromiso social. De no\nexistir el personal calificado, se buscarán fuera de las mismas. El Sindicato\npodrá participar en propuestas de empleados que consideren calificados para\nparticipar en el proceso de selección y ascensos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 41.- Nivelación de Salarios. \u003C\u002Fh2>\n\n\u003Cp>Es entendido que para mantener un equilibrio en la escala salarial y como lo\nexplica el Código del Trabajo en el articulo 367 la Empresa se compromete a\nrevisar los niveles salariales y desarrollar una política laboral, con la\nparticipación de la organización Sindical (dos representantes), después de\nla firma del presente Contrato Colectivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No.42.- Inspecciones Conjuntas de Áreas de Trabajo: \u003C\u002Fh2>\n\n\u003Cp>La Empresa y el Sindicato acordamos que cada 3 meses, después de la\nsuscripción del presente Contrato se realizará auditoría conjunta en todas\nlas áreas de la mina para verificar que las condiciones de trabajo sean las\nidóneas para que el trabajador ejecute sus labores de una manera segura y\neficiente. La Comisión Mixta de Higiene y Seguridad verificará constantemente\nla implementación y cumplimiento del programa de mitigación y corrección de\ncualquier irregularidad en las áreas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula N.43.- Aumento Salarial:\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp> La Empresa se compromete a otorgar a cada uno de sus trabajadores un\naumento de sueldo anual, por los siguientes tres años, de acuerdo a la\nsiguiente tabla:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"2\">RANGO DE SUELDOS\u003C\u002Ftd>\n \u003Ctd>2014\u003C\u002Ftd>\n \u003Ctd>2015\u003C\u002Ftd>\n \u003Ctd>2016\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L. 8,000.00\u003C\u002Ftd>\n \u003Ctd>L.15,000.00\u003C\u002Ftd>\n \u003Ctd>9.5%\u003C\u002Ftd>\n \u003Ctd>9.5%\u003C\u002Ftd>\n \u003Ctd>9.0%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L.15,001.00\u003C\u002Ftd>\n \u003Ctd>L.30,000.00\u003C\u002Ftd>\n \u003Ctd>8.5%\u003C\u002Ftd>\n \u003Ctd>8.5%\u003C\u002Ftd>\n \u003Ctd>8.0%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L.30,001.00\u003C\u002Ftd>\n \u003Ctd>L.50,000.00\u003C\u002Ftd>\n \u003Ctd>5.5%\u003C\u002Ftd>\n \u003Ctd>5.5%\u003C\u002Ftd>\n \u003Ctd>5.5%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L. 50,001.00\u003C\u002Ftd>\n \u003Ctd>L. 70,000.00\u003C\u002Ftd>\n \u003Ctd>4% + 1.5%\u003C\u002Ftd>\n \u003Ctd>4% + 1.5%\u003C\u002Ftd>\n \u003Ctd>4% + 1.5%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L. 70,001.00\u003C\u002Ftd>\n \u003Ctd>Adelante\u003C\u002Ftd>\n \u003Ctd>3.0%\u003C\u002Ftd>\n \u003Ctd>3.0%\u003C\u002Ftd>\n \u003Ctd>3.0%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No.44.- Tiempo Extraordinario: \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>El trabajo efectivo que se ejecute fuera de los límites de la jornada\nordinaria constituye jornada extraordinaria y se remunerará así: 1. Con un\n30% por ciento de recargo sobre el salario de la jornada diurna cuando se\nefectúe en el periodo diurno. 2. Con un 50% por ciento de recargo sobre el\nsalario de la jornada diurna cuando se efectué en el periodo nocturno. 3. Con\nun 80% por ciento de recargo sobre el salario de la jornada nocturna, cuando la\njornada extraordinaria sea prolongación de aquella. Es entendido, que el\ntrabajo realizado en jornada nocturna ordinaria, por el solo hecho de ser\nnocturna, será remunerado con un recargo del 25% por ciento sobre el valor\ncorrespondiente al salario de la jornada diurna ordinaria. 4. Es entendido que\nno serán remuneradas las horas extraordinarias cuando el trabajador las ocupe\nen subsanar los errores imputables solo a él, cometidos durante la jornada\nordinaria.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No.45: Incentivo a los Trabajadores:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>En reconocimiento al desempeño de los colaboradores y con el objetivo de\nmotivarlos a optimizar su rendimiento, la Empresa ha diseñado un programa\nsemestral de participación de resultados que será alcanzado como un\nporcentaje sobre el salario base de cada colaborador. El programa consiste en\nlograr una meta total en la operación de 125%, cuyo resultado puede llegar a\nalcanzar hasta un 175% sobre el salario base de acuerdo con el cumplimiento de\nlas variables y parámetros establecidos para cada uno de los casos\nespecíficos. Para su calculo este programa comprende tres variables definidas\nasi:\u003C\u002Fp>\n\n\u003Cp>1. La variable de Seguridad, representada por el índice de frecuencia.\u003C\u002Fp>\n\n\u003Cp>2. La variable de Producción, representada por las onzas de oro\nproducidas.\u003C\u002Fp>\n\n\u003Cp>3. La variable de Costos, representada por el Costo por onza.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Las metas para cada una de estas variables, son definidas en el Presupuesto\noficial anual de Minosa, el cual es dado a conocer oficialmente a todas las\náreas de la Empresa.\u003C\u002Fp>\n\n\u003Cp>Cada una de las variables puede llegar a obtener desde el 0% hasta el 175%\nsegún el resultado alcanzado en el cumplimiento de las metas. La empresa a\ntravés de este programa desea que los colaboradores reciban una bonificación\nmayor si se logran mejores resultados. Es así que el pago estará directamente\nvinculado entre las metas establecidas en el presupuesto y los índices\nalcanzados.\u003C\u002Fp>\n\n\u003Cp>Además, este Programa sostiene que la manera más eficaz de garantizar que\nlas personas asistan a trabajar y realicen su trabajo es hacer que sean\nindividualmente responsables; así que, si una persona ha demostrado\nviolaciones de seguridad o no está asistiendo a su trabajo por razones no\nválidas, o tiene problemas de disciplina comprobada, el pago del incentivo de\nésta persona debe reducirse, pero no debe reducirse el incentivo de todo el\npersonal. Para este programa incluye reglas de elegibilidad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No. 46.- Cesantía Laboral:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>La empresa se compromete a reconocer a seis (6) de sus trabajadores al año,\ntres (3) en cada semestre sus prestaciones completas a que hubiesen tenido\nderecho a los años trabajados en la misma cuando por necesidad personal o\nfamiliar se vean obligados a terminar unilateralmente su relación de trabajo.\nEn tales casos el sindicato actuará en común acuerdo con la empresa en la\nplanificación del retiro voluntario de tales trabajadores, así mismo la\nempresa garantiza el pago de prestaciones de todos sus trabajadores en caso de\ncierre no previsto o desastres naturales que provoquen el cierre de la mina.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Además un empleado con quince (15) años o más de servicio continúo con\nMINOSA y que tiene sesenta y cinco (65) años de edad será elegible dentro de\nestos seis (6) empleados para recibir sus prestaciones; y esta cantidad se\nincrementará con un bono adicional del 20% para reconocer su dedicación a la\ncompañía y a sus años de servicio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 47.- Programas de Becas. \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>La Empresa conviene en otorgar cuarenta y cinco (45) becas para los hijos de\nlos trabajadores para los estudios secundarios, técnicos y universitarios.\nOtorgando quince (15) becas para el plan de básico y quince (15) becas para el\nplan de carrera y diez (15) becas para estudios universitarios. En el caso de\nlas becas Universitarias también pueden ser aprovechadas por los Trabajadores,\nquedando así el pago mensual de L.2,000.00 para el plan básico, L. 2,500.00\npara el plan de carrera y L.3,000.00 para estudios universitarios, estos pagos\nserán efectivos durante el año lectivo de doce (12) meses es decir de enero a\ndiciembre y se entregaran al trabajador cuyo hijo es beneficiario para cubrir\nlos gastos de alimentación, hospedaje y demás gastos propios de ello, tales\ncomo: matrícula, derechos de examen, útiles e instrumentos y además la\nEmpresa pagará lo antes mencionado a mas tardar una semana antes de cumplirse\nel final de cada mes. El Trabajador presentará a la Superintendencia de\nRecursos Humanos de la Empresa después de cada examen parcial, las\ncalificaciones de su hijo becario para que sean evaluados, quien deberá\nmantener un promedio de rendimiento académico no menor al ochenta por ciento\n(80%) pues en caso contrario perderá automáticamente su beca y esta será\notorgada a otro beneficiario.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLÁUSULAS TIPO LABORAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CLÁUSULA No. 48.- Cubrir Gastos: \u003C\u002Fh2>\n\n\u003Cp>La Empresa cubrirá los gastos de alimentación, transporte, y hospedaje a\ntodo trabajador y\u002Fo su dependiente asegurado, que por prescripción del médico\nde la Clínica Ocupacional de la Empresa, tenga que asistir a consulta médica\nfuera de las comunidades de la zona del proyecto considerado de la siguiente\nforma:\u003C\u002Fp>\n\n\u003Cp>(1) L.1,200.00 diarios cuando la consulta se evacúe en uno o dos días,\nfuera del departamento de Copán.\u003C\u002Fp>\n\n\u003Cp>(2) L.600.00 diarios cuando la consulta se evacúe en uno o dos días,\ndentro del departamento de Copán.\u003C\u002Fp>\n\n\u003Cp>(3) L.920.00 diarios cuando la consulta exceda los dos (2) días, fuera del\ndepartamento de Copán.\u003C\u002Fp>\n\n\u003Cp>(4) L.520.00 diarios cuando la consulta exceda los dos (2) días, dentro del\ndepartamento de Copán.\u003C\u002Fp>\n\n\u003Cp>En aquellos casos extraordinarios será responsabilidad de la Clínica\nOcupacional coordinar con Recursos Humanos para brindar la logística necesaria\nde forma inmediata. Los pagos se harán de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>(1) El Departamento de Recursos Humanos mantendrá una Caja Chica para\nsuministrar anticipos a empleados que sean remitidos de clínica a proveedores\nfuera de la zona.\u003C\u002Fp>\n\n\u003Cp>(2) Cuando el trabajador haga uso de sus propios fondos, se requiere que\npresente facturas o comprobantes de pago conforme a ley, para la liquidación o\nel reembolso correspondiente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLÁUSULAS TIPO ECONÓMICO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No. 49.- Celebración del 1 de Mayo.\u003C\u002Fh2>\n\n\u003Cp>La empresa continuará celebrando el Día Internacional del Trabajo (1 de\nMayo) conjuntamente con el Sindicato, para lo cual una comisión compuesta por\nambos preparará la fiesta respectiva, todo esto en un ambiente de\ncompañerismo y mutua cordialidad; procurándose además la entrega de\npresentes a los trabajadores que merezcan una distinción, bajo los parámetros\nde selección acordados entre Empresa y Sindicato. La Empresa continuará\nbrindando todo el apoyo y logística necesaria a 54 personas que se desplacen a\nlas marchas convocadas por las Centrales Obreras en diferentes partes del\npaís. Para este conjunto de actividades se dispondrá de un monto máximo de\nL.500,000.00.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Por otra parte se llevó a cabo la corrección en el texto de las\ncláusulas Tipo Económico No. 44.- Tiempo Extraordinario y No. 47.- Programas\nde Becas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 50.- Mantenimiento Sede: \u003C\u002Fh2>\n\n\u003Cp>La Empresa proporcionará el mantenimiento preventivo-correctivo y la\nampliación de la actual sede por crecimiento vegetativo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 51.- Transporte: \u003C\u002Fh2>\n\n\u003Cp>La Empresa continuará proporcionando transporte a sus trabajadores en todos\nlos turnos establecidos. Es entendido que el transporte será preferiblemente\nen autobús, o en otro medio de transporte que reúna las condiciones adecuadas\ny de seguridad. La ruta será entre mina San Andrés, Corquín, Copan y\nviceversa, con los trabajadores que residen en las aldeas de Santa Cruz, La\nArena, San Miguel y Azacualpa, la Empresa también les proporcionará el\ntransporte, separando la ruta con un bus para Santa Cruz, y otro para La Arena\ny La Tejera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula No.52.- Beneficio de Alimentación: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchers\">\u003Cp>La Empresa se compromete a continuar brindando el almuerzo como hasta la\nfecha y a suministrar el desayuno, bajo las mismas condiciones de higiene y\nsalud a todos los empleados. La Empresa y el Sindicato nos comprometemos a\nvelar por el correcto cumplimiento y estricto control de este beneficio,\nprocurando que no existan abusos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Cláusula No.53.- Auxilio de Cesantía: \u003C\u002Fh2>\n\n\u003Cp>Dado el cambio en las horas de Trabajo a principios de 2014, la Compañía\nestá de acuerdo con el siguiente programa para ayudar a los empleados mas\nafectados por estos cambios durante el periodo de vigencia del contrato actual\n(es decir, el Contrato firmado el 2014); solamente de la siguiente manera:\u003C\u002Fp>\n\n\u003Cp>• Esto se aplicará a los empleados que su ingreso neto (salario después\nde deducciones) sea menor de L.10,000.00 mensuales, antes de aplicar el aumento\nsalarial correspondiente al año 2014. Sobre este criterio se ha revisado que\nexiste un total de 52 empleados.\u003C\u002Fp>\n\n\u003Cp>• Dirigido específicamente a los empleados que poseen préstamos\ngarantizados con su cesantía.\u003C\u002Fp>\n\n\u003Cp>• Se pagará el 50% del monto total adeudado de su préstamo, el cual\nserá aplicable solamente al pago del préstamo pendiente; y éste pago\ncubrirá parte de los años de servicio del empleado, porque se estará pagando\nparte de su auxilio de cesantía.\u003C\u002Fp>\n\n\u003Cp>• La finalidad del pago será cubrir parte del capital adeudado del\npréstamo. Para el saldo pendiente del préstamo, Empresa y Sindicato acuerdan\napoyar al empleado para realizar el proceso de financiamiento establecido por\nel Banco; rigiéndose a las condiciones del mismo para buscar el mejor acuerdo\nen la readecuación de su deuda.\u003C\u002Fp>\n\n\u003Cp>• Queda entendido que para aplicar a este programa el empleado debe dar su\nconsentimiento.\u003C\u002Fp>\n\n\u003Cp>• El pago se realizará en el tercer trimestre de este año 2014.\u003C\u002Fp>\n\n\u003Cp>• Este programa es aplicable por única vez.\u003C\u002Fp>\n\n\u003Cp>• Empresa, Sindicato y los empleados elegibles para éste programa,\nacuerdan reunirse con la presencia de un representante del Ministerio de\nTrabajo para levantar un acta donde se formalice la cantidad de años de\nservicio que se le está pagando a cada empleado a efecto de que estos se\nestablezcan como años de servicios ya cancelados.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula No.54.- Creación de Cooperativa:\u003C\u002Fh2>\n\n\u003Cp>La Empresa y el Sindicato están de acuerdo para comenzar un plan de ahorro\ny crédito para los empleados durante la última parte de 2014, el cual se\nconstituirá como una cooperativa en formación. La dirección,\nadministración, vigilancia y fiscalización interna se guiará bajo los\nprincipios de buen gobierno cooperativo conforme lo establecido en el artículo\n20 de la Ley de Cooperativas de Honduras. Las aportaciones serán realizadas\npor los empleados y serán deducidas mediante la planilla de pago. En\nSeptiembre de 2014, la Empresa y el Sindicato se reunirán para discutir el\nproceso para constituir la Cooperativa, tramitar su propia personería\njurídica, y definir los estatutos y reglamentos de ahorro y préstamos de la\nmisma, los cuales serán basados en la Ley de Cooperativas de Honduras y su\nreglamento.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula No.55.- Jornadas y Turnos de Trabajo: \u003C\u002Fh2>\n\n\u003Cp>Las partes reconocen la importancia de que los empleados estén informados\nde sus jornadas ordinarias o sus turnos de trabajo, los cuales MINOSA\npublicará anualmente.\u003C\u002Fp>\n\n\u003Cp>En caso de cambios en un turno de trabajo fuera de la jornada máxima legal,\nMINOSA abrirá un espacio de discusión con el Sindicato por un periodo de\nhasta 15 días, para explicar la razón del cambio y considerar los intereses\nde ambas partes, para convenir el cambio. Al final de éste periodo, la\ncompañía tendrá un periodo máximo de 15 días para socializar el nuevo\nturno de trabajo con los empleados involucrados.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MINOSA cumplirá con lo establecido en el Código de Trabajo cuando se\nestudie o implemente un nuevo turno de trabajo fuera de la jornada máxima\nlegal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Clausula No.56.- Duración del Contrato: \u003C\u002Fh2>\n\n\u003Cp>El presente Contrato Colectivo de condiciones de Trabajo tendrá una\nduración de tres años y entrará en vigencia a partir del 01 de Diciembre del\naño 2013, debiendo ser denunciado por cualquiera de las partes dentro de los\nsesenta días antes de su vencimiento. Aclarando con respecto a la Cláusula\nNo.43 de Aumento Salarial, que éste aumento no aplicará en un 100% durante\nlos días del 19 de Diciembre 2013 al 22 de Enero, 2014 que suman un total de\n35 días; solamente se pagará el 50% del incremento correspondiente a éste\nperiodo.-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA EMPRESA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Keith Harris Lowe ( Vocero Oficial)\u003C\u002Fp>\n\n\u003Cp> Isis Matamoros (Vocero Suplente)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Evert Cruz\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR EL SINDICATO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fernando Trigueros (Vocero Suplente)\u003C\u002Fp>\n\n\u003Cp>Marlon A. Rodriguez\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Edwin Omar Robles\u003C\u002Fp>\n\n\u003Cp>Marco Antonio Chacon\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Enrique Gutierrez Erin Bladimir Romero\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pa…\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..san las firmas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Norman Nehemias Rodriguez \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fredy Castro Robles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Frankin Rodriguez \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jesus Humberto Canales\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>José García\u003C\u002Fp>\n\n\u003Cp>Asesor de la Comisión Negociadora Sindical\u003C\u002Fp>\n\n\u003Cp>Central General de Trabajadores (CGT)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEDIADORES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ABOG. BESSY ROCIO LARA ABOG. JOSE ANGEL PORTILLO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TESTIGO DE HONOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ABOG. DAVID ELVIR\u003C\u002Fp>\n\n\u003Cp>OFICINA REGIONAL DE COPÁN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n \n \n ",{"disabilitypay":42,"hourspday_select":46,"paidmaternityleaveduration":50,"childcareleave":54,"ONCERISE_trigger":58,"wageincreaseperc1":62,"childcare":66,"shiftallowanceperc1":68,"STRUCINCR_trigger":72,"hourspday":74,"funeralpay":76,"discrimination":79,"OVERTIME_trigger":83,"holidaysdays":85,"healthcareaccess":89,"healthinsurance":93,"ANNLEAVE_trigger":97,"healthandsafetypolicy":101,"overtimeallowanceperc1":105,"healthinsurancerelatives":107,"educationtuition":109,"NOCTPREM_trigger":113,"hivpolicy":115,"mealvouchers":119,"disabilityfund":123,"paidmaternityleave":126,"contractseverancepay":128,"PAIDLEAV_trigger":132},{"bindId":43,"name":44,"text":45},"disabilitypay","La Empresa se compromete a continuar man","La Empresa se compromete a continuar manteniendo con una compañía de\nseguros, un seguro de vida colectivo para todos los trabajadores permanentes,\ncon la cobertura mínima siguiente:\n\n1-En caso de muerte natural el monto asegurado será de veinticuatro sueldos\nbase mensuales;\n\n2- En caso de muerte accidental, será de cuarenta y ocho sueldos base\nmensuales;\n\n3- En caso de muerte del conyugue o compañero (a) de hogar el 50% del valor\nasegurado al trabajador o trabajadora;\n\n4-Incapacidad total o permanente por enfermedad\n\n",{"bindId":47,"name":48,"text":49},"hourspday_select","Asimismo, la Empresa concederá permiso a","Asimismo, la Empresa concederá permiso a los afiliados designados por el\nSindicato hasta por un máximo de 120 días al año debidamente remunerados,\npara desempeñar comisiones sindicales, asistencias a eventos de formación y\nseminarios ya sea fuera o dentro de la Empresa. Los cuales serán pagados de la\nsiguiente forma: los primeros 60 días se pagarán conforme a la jornada\nordinaria de trabajo correspondiente a ocho (8) horas más horas extras, si las\nhubiera; y los siguientes 60 días serán pagados conforme a la jornada\nordinaria de trabajo correspondiente a ocho (8) horas, sin incluir horas\nextras. Es entendido y convenido que este número de permisos será acumulativo\ny sin distinción de la persona que lo haya disfrutado. El sindicato deberá\npresentar su solicitud con tres días de anticipación ante el departamento de\nRecursos Humanos. Asimismo, se permitirá el libre ingreso de cualquier miembro\nde la Junta Directiva del Sindicato, durante su tiempo libre a cualquier\ndepartamento de la Empresa.",{"bindId":51,"name":52,"text":53},"paidmaternityleaveduration","En los casos de descanso por maternidad,","En los casos de descanso por maternidad, La Empresa cancelará de una sola\nvez, el correspondiente periodo Pre y Post Natal que será de seis semanas\nantes y seis semanas después del parto. Para los casos de aborto criminal o\nprovocado, La trabajadora que hubiese recibido el beneficio señalado en el\npárrafo anterior, se obligará a devolverlo a La Empresa.",{"bindId":55,"name":56,"text":57},"childcareleave","a) Por enfermedad grave debidamente comp","a) Por enfermedad grave debidamente comprobada que afecte a los miembros\ninmediatos de la familia del trabajador (hijos, cónyuge, padres, y\u002Fo abuelos)\nhasta (5) cinco días. b) Por el acaecimiento de inundaciones, terremotos o\nincendios que afecte gravemente la vivienda del trabajador o el área aledaña\na la misma, hasta cuatro (4) días.",{"bindId":59,"name":60,"text":61},"ONCERISE_trigger","En reconocimiento al desempeño de los co","En reconocimiento al desempeño de los colaboradores y con el objetivo de\nmotivarlos a optimizar su rendimiento, la Empresa ha diseñado un programa\nsemestral de participación de resultados que será alcanzado como un\nporcentaje sobre el salario base de cada colaborador. El programa consiste en\nlograr una meta total en la operación de 125%, cuyo resultado puede llegar a\nalcanzar hasta un 175% sobre el salario base de acuerdo con el cumplimiento de\nlas variables y parámetros establecidos para cada uno de los casos\nespecíficos. Para su calculo este programa comprende tres variables definidas\nasi:\n\n1. La variable de Seguridad, representada por el índice de frecuencia.\n\n2. La variable de Producción, representada por las onzas de oro\nproducidas.\n\n3. La variable de Costos, representada por el Costo por onza.\n\n\n\nLas metas para cada una de estas variables, son definidas en el Presupuesto\noficial anual de Minosa, el cual es dado a conocer oficialmente a todas las\náreas de la Empresa.\n\nCada una de las variables puede llegar a obtener desde el 0% hasta el 175%\nsegún el resultado alcanzado en el cumplimiento de las metas. La empresa a\ntravés de este programa desea que los colaboradores reciban una bonificación\nmayor si se logran mejores resultados. Es así que el pago estará directamente\nvinculado entre las metas establecidas en el presupuesto y los índices\nalcanzados.\n\nAdemás, este Programa sostiene que la manera más eficaz de garantizar que\nlas personas asistan a trabajar y realicen su trabajo es hacer que sean\nindividualmente responsables; así que, si una persona ha demostrado\nviolaciones de seguridad o no está asistiendo a su trabajo por razones no\nválidas, o tiene problemas de disciplina comprobada, el pago del incentivo de\nésta persona debe reducirse, pero no debe reducirse el incentivo de todo el\npersonal. Para este programa incluye reglas de elegibilidad.",{"bindId":63,"name":64,"text":65},"wageincreaseperc1"," La Empresa se compromete a otorgar a ca"," La Empresa se compromete a otorgar a cada uno de sus trabajadores un\naumento de sueldo anual, por los siguientes tres años, de acuerdo a la\nsiguiente tabla:\n\n\n \n \n \n \n \n \n \n \n RANGO DE SUELDOS\n 2014\n 2015\n 2016\n \n \n L. 8,000.00\n L.15,000.00\n 9.5%\n 9.5%\n 9.0%\n \n \n L.15,001.00\n L.30,000.00\n 8.5%\n 8.5%\n 8.0%\n \n \n L.30,001.00\n L.50,000.00\n 5.5%\n 5.5%\n 5.5%\n \n \n L. 50,001.00\n L. 70,000.00\n 4% + 1.5%\n 4% + 1.5%\n 4% + 1.5%\n \n \n L. 70,001.00\n Adelante\n 3.0%\n 3.0%\n 3.0%",{"bindId":67,"name":56,"text":57},"childcare",{"bindId":69,"name":70,"text":71},"shiftallowanceperc1","El trabajo efectivo que se ejecute fuera","El trabajo efectivo que se ejecute fuera de los límites de la jornada\nordinaria constituye jornada extraordinaria y se remunerará así: 1. Con un\n30% por ciento de recargo sobre el salario de la jornada diurna cuando se\nefectúe en el periodo diurno. 2. Con un 50% por ciento de recargo sobre el\nsalario de la jornada diurna cuando se efectué en el periodo nocturno. 3. Con\nun 80% por ciento de recargo sobre el salario de la jornada nocturna, cuando la\njornada extraordinaria sea prolongación de aquella. Es entendido, que el\ntrabajo realizado en jornada nocturna ordinaria, por el solo hecho de ser\nnocturna, será remunerado con un recargo del 25% por ciento sobre el valor\ncorrespondiente al salario de la jornada diurna ordinaria. 4. Es entendido que\nno serán remuneradas las horas extraordinarias cuando el trabajador las ocupe\nen subsanar los errores imputables solo a él, cometidos durante la jornada\nordinaria.",{"bindId":73,"name":64,"text":65},"STRUCINCR_trigger",{"bindId":75,"name":48,"text":49},"hourspday",{"bindId":77,"name":44,"text":78},"funeralpay","La Empresa se compromete a continuar manteniendo con una compañía de\nseguros, un seguro de vida colectivo para todos los trabajadores permanentes,\ncon la cobertura mínima siguiente:\n\n1-En caso de muerte natural el monto asegurado será de veinticuatro sueldos\nbase mensuales;\n\n2- En caso de muerte accidental, será de cuarenta y ocho sueldos base\nmensuales;\n\n3- En caso de muerte del conyugue o compañero (a) de hogar el 50% del valor\nasegurado al trabajador o trabajadora;",{"bindId":80,"name":81,"text":82},"discrimination","Cláusula N. 13.- Discriminación: Ambas p","Cláusula N. 13.- Discriminación: \n\nAmbas partes declaramos y nos comprometemos a mantener una actitud de\nTolerancia, Cooperación y mutuo respeto. Por ello no asumiremos ninguna\nactitud ni conducta discriminatoria por motivos de raza, nacionalidad,\nreligión, sexo o afiliación política, ni represalias por reclamos planteados\ndentro del marco de la ley. La Empresa no asumirá ninguna actitud\ndiscriminatoria ni represalias de ninguna naturaleza en contra de los\ntrabajadores por reclamos que estos planteen ante la Junta Directiva del\nSindicato o la Empresa por medio de sus representantes, dentro del marco de la\nley o el presente Contrato Colectivo. Ni girará órdenes o instrucciones de\ntrabajo que menoscaben la dignidad o seguridad del trabajador. Los trabajadores\npor su parte se obligan a cumplir con la ley, reglamento interno y el presente\nContrato Colectivo.",{"bindId":84,"name":70,"text":71},"OVERTIME_trigger",{"bindId":86,"name":87,"text":88},"holidaysdays"," La Empresa otorgará a los trabajadores "," La Empresa otorgará a los trabajadores vacaciones anuales y bonificaciones\npara vacaciones cuya extensión y forma será la siguiente:\n\n\n \n \n \n \n \n \n Días de Vacaciones y Bono de Vacaciones\n \n \n Años de Servicio Continuo\n Días de Vacaciones\n Días de Bono de Vacaciones\n \n \n 1\n 10\n 6\n \n \n 2\n 12\n 7\n \n \n 3\n 15\n 8\n \n \n 4\n 20\n 10\n \n \n 5\n 20\n 12\n \n \n 6\n 20\n 14\n \n \n\n\n\n\nEl pago de la bonificación de que trata esta Cláusula se hará efectivo\ndespués del disfrute de vacaciones en la primera planilla de pago\ninmediatamente siguiendo al regreso del trabajador a sus labores.",{"bindId":90,"name":91,"text":92},"healthcareaccess","La Empresa continuará prestando servicio","La Empresa continuará prestando servicios médicos, farmacéuticos, y\nhospitalarios a todos sus trabajadores permanentes. La Empresa continuará\nasumiendo los riesgos profesionales ocurridos a sus trabajadores por accidente\nde trabajo y enfermedades profesionales; en los casos de accidente de trabajo,\nestos deben ser reportados por el trabajador dentro del mismo turno a su jefe\ninmediato o supervisor, y este tiene a su vez la obligación de reportar dicho\naccidente a la gerencia del departamento y llenar los formatos establecidos\npara tal fin.",{"bindId":94,"name":95,"text":96},"healthinsurance","La Empresa asimismo, brindará seguro med","La Empresa asimismo, brindará seguro medico hospitalario a todos sus\ntrabajadores con una cobertura del 100% y a sus dependientes, cónyuge e hijos\nmenores una cobertura del 80%. Es entendido que el empleado siempre seguirá\nasumiendo el costo del deducible anualmente y el procedimiento será\nestablecido por la compañía de seguro. Es también entendido y convenido que\nel Sindicato vigilará el buen uso de este beneficio, para no poner en riesgo o\nperder la continuidad de la cobertura. Es también entendido y convenido que\ntodos los medicamentos entregados en Clínica Ocupacional no serán cargados al\nSeguro Médico como lo establece el artículo 305 del Código del Trabajo.",{"bindId":98,"name":99,"text":100},"ANNLEAVE_trigger","La Empresa pagará los días de descanso, ","La Empresa pagará los días de descanso, descansos trabajados, días\nferiados, feriados trabajados y descansos trabajados que coinciden con el día\nferiado, de acuerdo a la siguiente tabla.\n\n\n \n \n \n \n \n \n \n \n \n \n Dia de trabajo normal (Feriado no trabajado)\n Dia de descanso feriado\n Dia de trabajo normal (Feriado no trabajado)\n Dia de descanso (No feriado)\n Dia de feriado y descanso trabajado\n \n \n Normal\n 1\n 1\n 1\n 1\n 1\n \n \n descanso trabajado\n \n \n 1\n 1\n 1\n \n \n Otro Dia de descanso\n \n \n \n 1\n 1\n \n \n Feriado\n \n \n 1\n \n 1\n \n \n Total dia pagado\n 1\n 1\n 3\n 3\n 4\n \n \n\n\n\n\nEs entendido que la Empresa hará cumplir el artículo 339 del Código del\nTrabajo en donde se refiere que el pago de los Feriados se hará efectivo\naunque caigan en Domingo y en caso que la Empresa suspenda al trabajador por no\nlaborar dicho día se le debe pagar con el promedio de salario ordinario y\nextraordinario que haya devengado durante la semana inmediata anterior.",{"bindId":102,"name":103,"text":104},"healthandsafetypolicy","La Empresa y el Sindicato se comprometen","La Empresa y el Sindicato se comprometen a darle apoyo y seguimiento a la\ncomisión de higiene y seguridad, con el objetivo de que esta cumpla su\ncometido de una forma eficaz, la cual está conformada por tres (3)\nrepresentantes de la Empresa y tres (3) del Sindicato, quienes se reunirán por\nlo menos dos (2) veces al mes.",{"bindId":106,"name":70,"text":71},"overtimeallowanceperc1",{"bindId":108,"name":95,"text":96},"healthinsurancerelatives",{"bindId":110,"name":111,"text":112},"educationtuition","La Empresa conviene en otorgar cuarenta ","La Empresa conviene en otorgar cuarenta y cinco (45) becas para los hijos de\nlos trabajadores para los estudios secundarios, técnicos y universitarios.\nOtorgando quince (15) becas para el plan de básico y quince (15) becas para el\nplan de carrera y diez (15) becas para estudios universitarios. En el caso de\nlas becas Universitarias también pueden ser aprovechadas por los Trabajadores,\nquedando así el pago mensual de L.2,000.00 para el plan básico, L. 2,500.00\npara el plan de carrera y L.3,000.00 para estudios universitarios, estos pagos\nserán efectivos durante el año lectivo de doce (12) meses es decir de enero a\ndiciembre y se entregaran al trabajador cuyo hijo es beneficiario para cubrir\nlos gastos de alimentación, hospedaje y demás gastos propios de ello, tales\ncomo: matrícula, derechos de examen, útiles e instrumentos y además la\nEmpresa pagará lo antes mencionado a mas tardar una semana antes de cumplirse\nel final de cada mes. El Trabajador presentará a la Superintendencia de\nRecursos Humanos de la Empresa después de cada examen parcial, las\ncalificaciones de su hijo becario para que sean evaluados, quien deberá\nmantener un promedio de rendimiento académico no menor al ochenta por ciento\n(80%) pues en caso contrario perderá automáticamente su beca y esta será\notorgada a otro beneficiario.",{"bindId":114,"name":70,"text":71},"NOCTPREM_trigger",{"bindId":116,"name":117,"text":118},"hivpolicy","La Empresa se compromete a realizar a to","La Empresa se compromete a realizar a todo empleado que trabaje en\ndeterminadas áreas, una vez al año, los respectivos exámenes médicos:\n\na) Exámenes respiratorios y Auditivos: Cantera, Trituración, Mantenimiento\ny Medio Ambiente.\n\nb) Exámenes de Metales y Respiratorios: Lixiviación, Laboratorio, ADR,\nRefinería, Bodegas y Medio Ambiente.\n\nc) Exámenes clínicos de rutina: Personal administrativo cada dos (2)\naños;\n\nd) Exámenes de drogas: Todo el personal, incluyendo personal de\nconfianza.\n\ne) Examen de alcoholemia: A cualquier empleado, incluyendo personal de\nconfianza, que se presente al trabajo en aparente estado de ebriedad, mismo que\nse le practicará por personal del área médica, en presencia de un\nrepresentante del Sindicato o en su defecto en presencia de dos testigos.\n\nf) Examen de la vista: A los trabajadores que presenten daños visuales.\n\n— Se entregará al trabajador una copia de los resultados, los cuales\ndeberán estar firmados por el médico o el profesional correspondiente\ndebidamente colegiado.\n\n— La Empresa se compromete a realizar cada año, para sus trabajadores,\nuna campaña odontológica con brigadas de profesionales del ramo.\n\nLa Empresa pondrá a disposición de sus trabajadores y dependientes los\nservicios profesionales de un médico especializado en el ramo de la\nodontología.",{"bindId":120,"name":121,"text":122},"mealvouchers","La Empresa se compromete a continuar bri","La Empresa se compromete a continuar brindando el almuerzo como hasta la\nfecha y a suministrar el desayuno, bajo las mismas condiciones de higiene y\nsalud a todos los empleados. La Empresa y el Sindicato nos comprometemos a\nvelar por el correcto cumplimiento y estricto control de este beneficio,\nprocurando que no existan abusos.",{"bindId":124,"name":44,"text":125},"disabilityfund","La Empresa se compromete a continuar manteniendo con una compañía de\nseguros, un seguro de vida colectivo para todos los trabajadores permanentes,\ncon la cobertura mínima siguiente:\n\n1-En caso de muerte natural el monto asegurado será de veinticuatro sueldos\nbase mensuales;\n\n2- En caso de muerte accidental, será de cuarenta y ocho sueldos base\nmensuales;\n\n3- En caso de muerte del conyugue o compañero (a) de hogar el 50% del valor\nasegurado al trabajador o trabajadora;\n\n4-Incapacidad total o permanente por enfermedad\n\n5-Incapacidad total o permanente por accidente;",{"bindId":127,"name":52,"text":53},"paidmaternityleave",{"bindId":129,"name":130,"text":131},"contractseverancepay","La empresa se compromete a reconocer a s","La empresa se compromete a reconocer a seis (6) de sus trabajadores al año,\ntres (3) en cada semestre sus prestaciones completas a que hubiesen tenido\nderecho a los años trabajados en la misma cuando por necesidad personal o\nfamiliar se vean obligados a terminar unilateralmente su relación de trabajo.\nEn tales casos el sindicato actuará en común acuerdo con la empresa en la\nplanificación del retiro voluntario de tales trabajadores, así mismo la\nempresa garantiza el pago de prestaciones de todos sus trabajadores en caso de\ncierre no previsto o desastres naturales que provoquen el cierre de la mina.\n\n\n\nAdemás un empleado con quince (15) años o más de servicio continúo con\nMINOSA y que tiene sesenta y cinco (65) años de edad será elegible dentro de\nestos seis (6) empleados para recibir sus prestaciones; y esta cantidad se\nincrementará con un bono adicional del 20% para reconocer su dedicación a la\ncompañía y a sus años de servicio.",{"bindId":133,"name":87,"text":88},"PAIDLEAV_trigger","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>HND Empresa Minerales de Occidente S.A. - 2013\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2013-12-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Fecha de término: → 2016-11-30\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificado por: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificado en: → 2013-12-01\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Nombre de la industria: → Minería, industrias extractivas\n \u003C\u002Fdiv>\n\n \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 Empresa Minerales de Occidente S.A.\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Nombres de los sindicatos: → \n\n \n \n \u003Cspan>\n SITRAMINO - Sindicato de Trabajadores de la Empresa Minerales de Occidente S.A.\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SEGURIDAD SOCIAL Y PENSIONES\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">El empleador contribuye al fondo de pensión del trabajador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">El empleador contribuye al fondo para discapacidad del trabajador: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">El empleador contribuye al fondo de desempleo del trabajador: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n \n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → Sí\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SALUD Y SEGURIDAD Y ASISTENCIA MÉDICA\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Asistencia médica acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistencia médica para familiares acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribución acordada para seguro médico: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Contribución acordada para seguro médico de familiares: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Chequeo médico regular o anual o visitas proporcionadas por el empleador → Sí\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Seguimiento de los riesgos musculo-esqueléticos de las estaciones de trabajo, riego profesional y\u002Fo relación entre trebajo y salud → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Licencia de maternidad pagada: → 12 semanas\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Estabilidad laboral tras la licencia de maternidad: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibición de discriminación relacionada con la maternidad → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibición de obligar a las embarazadas o trabajadoras en lactancia materna para desarrollar trabajos peligrosos o poco saludables → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Evaluación de riesgos sobre salud y seguridad de las embarazdas o madres con lactancia → \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: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Cuidados infantiles proporcionados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Cuidados infantiles subsidiados por el empleador: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Subsidio para la educación de los hijos: → Sí\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Licencia pagada anual en caso de cuidado de parientes: → 5 días\n \u003C\u002Fdiv>\n\n \n \n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">TEMAS DE IGUALDAD DE GENERO\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Igual salario para igual valor: → 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 → \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n \n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Horas de trabajo por día: → 8.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Licencia anual pagada: → 30.0 días\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Licencia anual pagada: → 6.0 semanas\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Días festivos pagados: → el Día de Navidad, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n \n \n \n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → \n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Salarios determinados por medio de escalas de pago: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Ajuste por aumento de costo de vida: → 0\u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Incremento salarial:\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Incremento salarial: → 9.5 %\n \u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Pago extra único:\u003C\u002Fh4>\n \u003Cdiv id=\"display-incidentalbonusperc1\">\n Pago extra único: → 125 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Pago extra único por desempeño de la compañía: → Sí\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Prima por trabajo vespertino o nocturno:\u003C\u002Fh4>\n \u003Cdiv id=\"display-shiftallowanceperc1\">\n Prima por trabajo vespertino o nocturno: → 180 % de salario básico\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-shiftallowancetype1\">Prima por trabajo nocturno únicamente: → Sí\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ANNLEAVE_trigger\">Pago extra por vacaciones anuales:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Prima por tiempo extra:\u003C\u002Fh4>\n \u003Cdiv id=\"display-overtimeallowanceperc1\">\n Prima por tiempo extra: → 130 % de salario básico\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\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: → \n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[139],{"title":35,"slug":31},[141],{"type":142,"data":143},"call_to_action_body_block",{"title":144,"description":145,"variant":146,"link":147},"Compare los convenios colectivos","Compare los artículos de los Convenios Colectivos de Honduras entre los diferentes sectores, temas y países.","dark",{"title":144,"url":148,"description":144,"rel":149,"type":150},"\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fconvenios-colectivos\u002Fcompare-los-convenios-colectivos","follow","internal",[152],{"type":142,"data":153},{"title":144,"description":145,"variant":146,"link":154},{"title":144,"url":148,"description":144,"rel":149,"type":150},[],{"title":15,"seo_title":157,"description":7,"path":158,"redirect_url":7,"locale":16,"children":159},"WageIndicator Honduras: salarios y derechos laborales","\u002Fes-hn",[160,245,274],{"title":18,"seo_title":161,"description":7,"path":162,"redirect_url":7,"locale":16,"children":163},"Trabajar en Honduras: salarios y condiciones laborales","\u002Fes-hn\u002Ftrabajo-en-honduras",[164,168,172,188,237,241],{"title":165,"seo_title":8,"description":7,"path":166,"redirect_url":7,"locale":16,"children":167},"Salario mínimo","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario-minimo",[],{"title":169,"seo_title":8,"description":7,"path":170,"redirect_url":7,"locale":16,"children":171},"Salarios vitales","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalarios-vitales",[],{"title":173,"seo_title":8,"description":7,"path":174,"redirect_url":7,"locale":16,"children":175},"Salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario",[176,180,184],{"title":177,"seo_title":8,"description":7,"path":178,"redirect_url":7,"locale":16,"children":179},"Compara tu salario","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fcompara",[],{"title":181,"seo_title":8,"description":7,"path":182,"redirect_url":7,"locale":16,"children":183},"Encuesta salarial","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Fencuesta",[],{"title":185,"seo_title":8,"description":7,"path":186,"redirect_url":7,"locale":16,"children":187},"Salarios de famosos","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fsalario\u002Ffamosos",[],{"title":189,"seo_title":190,"description":7,"path":191,"redirect_url":7,"locale":16,"children":192},"Leyes laborales","Leyes laborales en Honduras: contratos, salarios","\u002Fes-hn\u002Ftrabajo-en-honduras\u002Fleyes-laborales",[193,197,201,205,209,213,217,221,225,229,233],{"title":194,"seo_title":8,"description":7,"path":195,"redirect_url":7,"locale":16,"children":196},"Compensación y tiempo de 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