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(SITRAMINO) - 2016","HND Empresa Minerales de Occidente S.A. - 2016","Honduras - HND Empresa Minerales de Occidente S.A. - 2016","HND Empresa Minerales de Occidente S.A. - 2016 - Minería, industrias extractivas",{"name":39,"data":40},"QUINTO CONTRATO COLECTIVO DE CONDICIONES DE TRABAJO ENTRE LA EMPRESA MINERALES DE OCCIDENTE S.A. Y EL SINDICATO DE TRABAJADORES DE MINERALES DE OCCIDENTE S.A. (SITRAMINO).html","\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>QUINTO 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\u003Cp>PREAMBULO\u003C\u002Fp>\n\n\u003Cp>La Empresa Minerales de Occidente S.A. de C.V. Sociedad debidamente\nconstituida de conformidad con las leyes de la República de Honduras y\nacreditada en este acto por los señores: Monty Reed, Isis Matamoros, Evert\nCruz, Karen Chong, Rogelio Herrera. Que en adelante y para los efectos del\npresente Reglamento de Debates, se denominará LA EMPRESA y sus Asesores, por\nuna parte. Y por la otra parte, el Sindicato de Trabajadores de Minerales de\nOccidente (SITRAMINO); Organización debidamente constituida de conformidad con\nlas leyes de la República y Representado en este acto por los señores:\nFernando Trigueros, Jesús Canales, Yery Portillo, Manuel Mejía, Jiraldo\nPérez, José Antonio Solís, Eber Trigueros, Bladimir Romero, Fredy Omar\nCastro. Que en adelante y para los efectos de la presente negociación se\ndenominará el Sindicato y sus Asesores. Después de acreditar en legal y\ndebida forma la personalidad con que actúan, hemos convenido en celebrar como\nen efecto celebramos el quinto Contrato Colectivo de condiciones de trabajo al\ntenor de las clausulas siguientes:\u003C\u002Fp>\n\n\u003Cp>CLAUSULAS SOCIALES, TIPO GENERAL\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 Minerales de Occidente\nS.A. de C.V. (SITRAMINO) como único y legítimo representante del interés\nprofesional de sus afiliados para el estudio, mejoramiento y defensa de sus\nrespectivos intereses económicos y sociales, comprometiéndose a tratar con el\nSindicato todos los conflictos que surjan con la aplicación del presente\nContrato Colectivo, las leyes laborales y convenios internacionales vigentes en\nel país. A nivel de superintendencia y Gerencia, y para la solución de\nconflictos determinados que, a juicio del Sindicato ameritan asesoría, se\nhará acompañar hasta por cuatro (4) miembros de las FASH y CGT. A su vez\nSITRAMINO reconoce a la Empresa Minerales de Occidente S.A de C.V. como una\nsociedad legalmente establecida, legítima propietaria de la concesión minera\nSan Andrés y todos sus bienes, fuente de trabajo de afiliados al Sindicato y\ndemás trabajadores.\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\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, cuyas fechas podrán moverse\nuno o dos días antes o después, según la coordinación de las partes.\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 sindicalizados que laboran en todas las dependencias y\ndepartamentos de la Empresa que existen en la actualidad, así como en las que\nse creen durante la vigencia del mismo en cualquier lugar del territorio\nnacional. Lo acá señalado no aplica a los representantes de la Empresa, ni a\nlos trabajadores que según este Contrato Colectivo sean empleados de\nconfianza, como lo determina la cláusula número 15; exceptuando a los\nempleados de confianza que están sindicalizados.\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 5.- Programas para Estudio y Capacitación: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\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>\u003C\u002Fdiv>\n\n\u003Ch2>Cláusula N. 6.- Celebración del día del Niño y Navidad: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Para el día del niño y navidad la Empresa dará regalos a los hijos de los\ntrabajadores menores de 12 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>\u003C\u002Fdiv>\n\n\u003Cp>CLAUSULAS TIPO LEGAL\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\u003Ch2>Clausula N.8.- Permiso Sindical: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\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. Asimismo, la Empresa concederá permiso a los afiliados\ndesignados por el Sindicato hasta por un máximo de 120 días al año\ndebidamente remunerados, para desempeñar comisiones sindicales, asistencias a\neventos de formación y seminarios ya sea fuera o dentro de la Empresa. Los\ncuáles serán pagados de la siguiente forma: los primeros 60 días se pagarán\nconforme a la jornada ordinaria de trabajo correspondiente a ocho (8) horas\nmás horas extras, si las hubiera; y los siguientes 60 días serán pagados\nconforme a la jornada ordinaria de trabajo correspondiente a ocho (8) horas,\nsin incluir horas extras. Es entendido y convenido que este número de permisos\nserá acumulativo y sin distinción de la persona que lo haya disfrutado. El\nsindicato deberá presentar su solicitud con tres días de anticipación ante\nel departamento de Recursos Humanos. Asimismo, se permitirá el libre ingreso\nde cualquier miembro de la Junta Directiva del Sindicato, durante su tiempo\nlibre a cualquier departamento de la Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Cláusula N. 9.- Comisión de Higiene y Seguridad: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\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 una (1) vez al mes.\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Ch2>Cláusula 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 Asesores del Sindicato,\ndesde su elección hasta (9) nueve meses después de cesar sus funciones, no\npodrán ser despedidos de su trabajo sin comprobar previamente ante la\nautoridad competente, en este caso por un juez competente que existe causa\njustificada para dar por terminado el contrato de trabajo. El Sindicato\ncomunicará por escrito a la Empresa dentro de los (15) quince días siguientes\nlos nombramientos o cambios que sucedan en la Junta Directiva y sus Delegados,\ncon copia al Ministerio del Trabajo.\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\u003Ch2>Cláusula N. 13.- Discriminación: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\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\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 éste 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\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\nsindicalizado gozará de los beneficios del presente Contrato Colectivo, así\nmismo el personal de confianza no sindicalizado podrá gozar de los beneficios\ndel presente Contrato Colectivo.\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\u003Ch2>Cláusula N. 17.- Compromiso: \u003C\u002Fh2>\n\n\u003Cp>La Empresa reitera su irrestricto compromiso de cumplir lo dispuesto en el\nCódigo de Trabajo y especialmente a lo establecido 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\u003Ch2>Cláusula N. 18.- Pago de Días Feriados: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>La Empresa pagará a todos sus trabajadores los siguientes días feriados o\nde fiesta nacional: 1 de Enero, 14 de Abril, 1 de Mayo, 15 de Septiembre, 3, 12\ny 21 de Octubre y 25 de Diciembre; aunque caigan en día Domingo. Igualmente\npagará el jueves, viernes y sábado de la Semana Santa tal como lo estipula el\nartículo 339 del Código de Trabajo. Queda entendido que la Empresa no\nreconocerá días feriados que no estén establecidos por Decreto de Ley.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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 contratar personal externo, así como también en los\ncasos considerados como emergencia. Se consideran Trabajadores Transitorios: A)\nSon aquellos trabajadores que laboren por tiempo limitado, es decir, aquellos\nque realicen labores en las cuales se haya especificado una fecha para su\nterminación. B) Los trabajadores que laboren por obra determinada, es decir,\ncuando se ha previsto el acaecimiento de algún hecho o circunstancia que\nforzosamente ha de poner término a la relación de trabajo. Debiendo en estos\ncasos, regularse la relación que así se establezca, por el contrato que se\nsuscriba con la Empresa. Se consideran Trabajadores Interinos: Son aquellos\ntrabajadores contratados en forma interina, de conformidad a lo establecido en\nel artículo 108 del Código de Trabajo. La Empresa se compromete a enviar\nmensualmente al Sindicato, una lista conteniendo los nombres del personal\ncontratado y su estatus dentro de la Empresa, es decir, si es permanente,\ntransitorio o interino. Cuando se utilicen intermediarios para la contratación\nde personal, la Empresa exigirá a aquel el cumplimiento de las condiciones\nlaborales que establece el Código de Trabajo y el Reglamento Interno.\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 20.- Botiquines, Clínicas Ocupacionales: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\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>\u003C\u002Fdiv>\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 autorizada por la junta\ndirectiva de SITRAMINO y\u002Fo el trabajador. El monto de las deducciones será\nentregado a la Junta Directiva contra recibo, mediante cheque girado a favor de\nla organización, a más tardar el cinco (5) de cada mes. La Empresa enviará a\nla Directiva del Sindicato la lista actualizada de las deducciones hechas a\ntodo el personal de Minerales de Occidente, mediante un reporte mensual vía\ndigital.\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\u003Ch2>Cláusula N. 23.- Pago de Pre y Post Natal: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>En los casos de descanso por maternidad, La Empresa reconocerá el\ncorrespondiente periodo Pre y Post Natal que será de seis semanas antes y seis\nsemanas después del parto. Para los casos de aborto criminal o provocado, la\ntrabajadora que hubiese recibido el beneficio señalado en el párrafo\nanterior, se obligará a devolverlo a La Empresa.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>CLAUSULAS TIPO LABORAL\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\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\u003Ch2>Cláusula N. 27.- Pago de los Días de Descansos y Feriados: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp style=\"text-align:justify;\">La Empresa pagará los días de descanso,\ndescansos trabajados, días feriados, feriados trabajados y descansos\ntrabajados que coinciden con el día feriado, de acuerdo a la siguiente tabla.\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \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 que cae feriado \u003C\u002Ftd>\n      \u003Ctd>Dia de trabajo normal (Feriado Trabajado)\u003C\u002Ftd>\n      \u003Ctd>Dia de descanso trabajado (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>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>\u003C\u002Fdiv>\n\n\u003Ch2>Cláusula 28.- Vacaciones: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\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 border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\">Dias de vacaciones y Bono de vacaciones\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anos de servico continuo\u003C\u002Ftd>\n      \u003Ctd>Dias de Vacaciones\u003C\u002Ftd>\n      \u003Ctd>Dias 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>21\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>El pago de la bonificación de que trata esta Cláusula se hará efectivo\ndespués del disfrute de vacaciones, en la planilla de pago que corresponda\nluego del regreso del trabajador a sus labores. La bonificación será pagada\nconforme al salario del año al que corresponda el periodo de vacaciones\ngozado.\u003C\u002Fp>\u003C\u002Fdiv>\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\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 planilla de pago que corresponda\nluego del regreso del trabajador a sus labores. La bonificación será pagada\nconforme al salario del año al que corresponda el periodo de vacaciones\ngozado.\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; y la Empresa enviará al Sindicato el listado total de las\ndeducciones realizadas.\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 30.- Accidentes y Enfermedades: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\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\u003Ch2>Cláusula N. 31.- Uniformes, Equipo de Protección Personal e Implementos\nde Trabajo: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\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. En los departamentos donde es requerido debido a las\ncondiciones de trabajo, la Empresa entregará tres (3) pares de zapatos\nadecuados para la naturaleza de las actividades, con la salvedad de que el\ntercer par se proveerá previa entrega del zapato dañado. Se exceptúan a los\nempleados del área administrativa a quienes se les dotará de un (1) par de\nzapatos al año, salvo casos excepcionales calificados que recibirán dos (2)\npares de zapatos, el segundo par se proveerá contra entrega del zapato\ndañado. Se proporcionarán cuatro (4) uniformes para personal con jornada 4x2,\ncinco (5) uniformes para personal 5x2 y para el personal con jornada de trabajo\n6x1 se entregarán seis (6) uniformes; y a todo el personal se le proveerá un\n(1) abrigo. La entrega de zapatos y uniformes se llevará a cabo durante el mes\nde febrero de cada año, y la entrega posterior del otro par de zapatos,\ndespués de que el trabajador entregue el par de zapatos dañado. La\nregulación de la Empresa en cuanto al uso del uniforme por parte de los\nempleados será obligatoria, salvo causa justificada. De igual manera, es\nentendido que los trabajadores están obligados a cuidar con el mayor esmero\nlos instrumentos, equipo, materiales y uniformes que la Empresa les\nproporcione; por lo cual en caso de demostrarse que la destrucción, extravío\no pérdida de los mismos fue a causa de dolo, negligencia o fraude por parte de\nlos trabajadores, quedan estos obligados a pagar a la Empresa el valor de los\nmismos, salvo los casos de desgaste normal, caso fortuito, fuerza mayor, mala\ncalidad o defectuosa construcción de ellos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Cláusula N. 32.- Licencias al Trabajador: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\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: a) Por enfermedad grave debidamente comprobada que\nafecte a los miembros inmediatos de la familia del trabajador (hijos, cónyuge,\npadres, y\u002Fo abuelos) hasta (5) cinco días. b) Por el acaecimiento de\ninundaciones, terremotos o incendios que afecte gravemente la vivienda del\ntrabajador o el área aledaña a la misma, hasta cuatro (4) días. c) Por\nmuerte de los padres, cónyuge, hijos, abuelos, hermanos y suegros, hasta siete\n(7) días. d) Para que una comisión pueda asistir al funeral de un trabajador\nactivo siempre que avise a la Empresa con la debida anticipación, el permiso\nserá únicamente por el tiempo necesario del sepelio y el número de\ntrabajadores que se ausente no será tal que perjudique el buen funcionamiento\nde la Empresa. e) Cuando el trabajador contraiga matrimonio el término de ocho\n(8) días. f) Para gestionar documentos personales de carácter obligatorio un\n(1) día para La Unión y Santa Rosa de Copán, tres (3) días para el resto\nOccidental (Lempira, Ocotepeque y Santa Bárbara); y hasta cuatro (4) días\npara el resto del país.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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 por 3 días o más cuando el turno sea\n4x2, o por 4 días o más cuando el turno sea 5x2 y 6x1, la Empresa podrá\nsustituirlo preferentemente con otro trabajador que reúna iguales condiciones\nde idoneidad y capacidad para el puesto temporalmente vacante. El jefe\ninmediato realizará una evaluación de desempeño antes de la sustitución,\nhaciéndole saber el resultado de la misma. Al trabajador sustituto se le\npagará el mismo sueldo que gana el ausente, proporcional al tiempo que dure la\nsustitución. Una vez que cese la ausencia el trabajador sustituto volverá a\nsu puesto original con el mismo sueldo que tenía antes de la sustitución. En\ntodo caso, se excluyen de lo anterior la sustitución de los puestos de\nsuperintendencias y gerencias.\u003C\u002Fp>\n\n\u003Ch2>Cláusula No 34.- Revisiones Médicas: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>La Empresa se compromete a realizar a todo empleado que trabaje en\ndeterminadas áreas, una vez al año, los respectivos exámenes médicos: a)\nExámenes respiratorios y Auditivos: a todos los trabajadores. b) Exámenes de\nMetales o bio monitoreo: Lixiviación, Laboratorio, ADR, Refinería, Bodegas y\nMetalurgia, más la inclusión de 40 colaboradores de diferentes áreas en el\naño 2017, quienes serán seleccionados en conjunto entre Empresa y Sindicato.\nAl obtener los resultados se realizara un estudio de las fuentes de exposición\ny se dará el seguimiento según corresponda. c) Exámenes clínicos de rutina:\nPersonal administrativo cada dos (2) años; d) Exámenes de drogas: Todo el\npersonal, incluyendo personal de confianza. e) Examen de alcoholemia: A\ncualquier empleado, incluyendo personal de confianza, que se presente al\ntrabajo en aparente estado de ebriedad, mismo que se le practicará por\npersonal del área médica, en presencia de un representante del Sindicato o en\nsu defecto en presencia de dos testigos, uno nombrado por la Empresa y otro por\nSindicato. f) Examen de la vista: A todos los trabajadores, cuyo examen será\nrealizado por el médico general de la clínica ocupacional. g) La Empresa\npondrá a disposición de sus trabajadores y dependientes los servicios\nprofesionales de un médico especializado en el ramo de la odontología, los\ncuales continuaran disponibles según lo establecido actualmente. — Se\nentregará al trabajador una copia de los resultados, los cuales deberán estar\nfirmados por el médico o el profesional correspondiente debidamente\ncolegiado.\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Ch2>Cláusula N. 36.- Faltas Disciplinarias:\u003C\u002Fh2>\n\n\u003Cp> La sanción de las faltas tipificadas en el Código de Trabajo o en el\nReglamento Interno de Trabajo, se sujetará a la forma siguiente: 1.\nAmonestación Verbal. 2. Amonestación Por Escrito. 3. Suspensión de su\ntrabajo sin goce de salario por un día. 4. Suspensión de su trabajo sin goce\nde salario por tres días. 5. Suspensión de su trabajo sin goce de salario\nhasta por ocho días. 6. Despido. La aplicación de lo dispuesto en los\nnumerales 1, 2 y 3 se determina como una acción disciplinaria, correctiva para\nayudar al trabajador a sobreponerse en sus dificultades en el trabajo,\ndesempeño o conducta que viole el Reglamento Interno de Trabajo, las\npolíticas de la Empresa o del Código de Trabajo, que se puedan reputar como\nfaltas leves. La aplicación de lo dispuesto en los numerales 4 y 5, se\ndeterminará como una acción disciplinaria para faltas que tanto el Código de\nTrabajo como el Reglamento Interno tipifican como faltas graves y se hará\nprevio aviso de ellas al Sindicato quien podrá enviar a un directivo o algún\ndelegado sindical. La validez de estas sanciones se sujeta a la observancia de\nesta Cláusula. De todos los numerales obrará constancia en el expediente\nrespectivo y se enviará copia al Sindicato y al Ministerio de Trabajo. Las\nfaltas que señala el Código de Trabajo y el Reglamento Interno de Trabajo\ncomo faltas muy graves y por lo tanto causales de despido, no podrán ser\natribuidas al Trabajador 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\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\u003Ch2>Cláusula N. 38.- Seguro de Vida y de Salud: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\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: 1. En caso de muerte natural el monto\nasegurado será de veinticuatro sueldos base mensuales; 2. En caso de muerte\naccidental, será de cuarenta y ocho sueldos base mensuales; 3. En caso de\nmuerte del conyugue o compañero (a) de hogar el 50% del valor asegurado al\ntrabajador o trabajadora; 4. Incapacidad total o permanente por enfermedad. 5.\nIncapacidad total o permanente por accidente; 6. Por pérdidas de miembros y 7.\nAuxilio de Gastos Fúnebres L.40,000.00 por muerte del trabajador y de\nL.30,000.00 por muerte del conyugue o de los hijos del trabajador. La Empresa\nasimismo, brindará seguro médico hospitalario a todos sus trabajadores con\nuna cobertura del 100% y a sus dependientes, cónyuge e hijos menores una\ncobertura del 80%. Es entendido que el empleado siempre seguirá asumiendo el\ncosto del deducible anualmente y el procedimiento será establecido por la\ncompañía de seguro. Es también entendido y convenido que el Sindicato\nvigilará el buen uso de este beneficio, para no poner en riesgo o perder la\ncontinuidad de la cobertura. Es también entendido y convenido que las\nconsultas médicas y medicamentos entregados a los trabajadores en la Clínica\nOcupacional se entregaran de forma gratuita tal como lo establece el artículo\n305 del Código de Trabajo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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\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. El Sindicato\npodrá participar en propuestas de empleados que consideren calificados para\nparticipar en el proceso de selección y ascensos. De no ser posible llenar la\nvacante mediante el procedimiento interno de selección y ascensos, por no\ncumplir con los requerimientos técnicos específicos del puesto, la Empresa\nrealizará un proceso de contratación externo.\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 artículo 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>CLAUSULAS TIPO ECONÓMICO\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\u003Ch2>Cláusula No 43.- Aumento Salarial: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>La empresa se compromete a otorgar a cada uno de sus trabajadores un aumento\nde sueldo anual, por los siguientes tres años, de acuerdo a la siguiente\ntabla:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\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 SUELDO\u003C\u002Ftd>\n      \u003Ctd>2017\u003C\u002Ftd>\n      \u003Ctd>2018\u003C\u002Ftd>\n      \u003Ctd>2019\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>L. 12,000.00\u003C\u002Ftd>\n      \u003Ctd>L. 20,000.00\u003C\u002Ftd>\n      \u003Ctd>9,5%\u003C\u002Ftd>\n      \u003Ctd>8,5%\u003C\u002Ftd>\n      \u003Ctd>8.0%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>L. 20,001.00\u003C\u002Ftd>\n      \u003Ctd>L. 30,000.00\u003C\u002Ftd>\n      \u003Ctd>7.0%\u003C\u002Ftd>\n      \u003Ctd>7.0%\u003C\u002Ftd>\n      \u003Ctd>6.5%\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>5.0%\u003C\u002Ftd>\n      \u003Ctd>4.5%\u003C\u002Ftd>\n      \u003Ctd>4.0%%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>L. 50,001.00\u003C\u002Ftd>\n      \u003Ctd>L.80,000.00\u003C\u002Ftd>\n      \u003Ctd>2+1%\u003C\u002Ftd>\n      \u003Ctd>1+2%\u003C\u002Ftd>\n      \u003Ctd>3.0%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>Cláusula No.44.- Tiempo Extraordinario: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\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>\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\ntrimestral 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 100% que equivale a 0.75 salarios\nsobre el salario base, cuyo resultado puede sobrepasar el 100% de la meta y\npuede llegar a alcanzar hasta un salario base, de acuerdo con el cumplimiento\nde las variables y parámetros establecidos para cada uno de los casos\nespecíficos. Para su cálculo este programa comprende tres variables definidas\nasí: 1. La variable de Seguridad, representada por el índice de frecuencia.\n2. La variable de Producción, representada por las onzas de oro producidas. 3.\nLa variable de Costos, representada por el Costo por onza. Las metas para cada\nuna de estas variables, son definidas en el Presupuesto oficial anual de\nMinosa, el cual es dado a conocer oficialmente a todas las áreas de la\nEmpresa. Cada una de las variables puede llegar a obtener desde el 0% hasta el\n100% según el resultado alcanzado en el cumplimiento de las metas. La empresa\na través de este programa desea que los colaboradores reciban una\nbonificación mayor si se logran mejores resultados. Es así que el pago\nestará directamente vinculado entre las metas establecidas en el presupuesto y\nlos índices alcanzados. Además, este Programa sostiene que la manera más\neficaz de garantizar que las personas asistan a trabajar y realicen su trabajo\nes hacer que sean individualmente responsables; así que, si una persona ha\ndemostrado violaciones de seguridad o no está asistiendo a su trabajo por\nrazones no válidas, o tiene problemas de disciplina comprobada, el pago del\nincentivo de ésta persona debe reducirse, pero no debe reducirse el incentivo\nde todo el personal.\u003C\u002Fp>\n\n\u003Cp>Para esto, este programa incluye reglas de elegibilidad. 1. El factor de\nfatalidad dentro de la variable de Seguridad no incluirá fatalidades en\ncontratistas y subcontratistas. 2. El cálculo de este incentivo se realizará\nde forma trimestral y los pagos se realizaran semestralmente en los meses de\nEnero y Julio. 3. Si la producción fuera afectada por caso fortuito o fuerza\nmayor por un número igual o mayor a 10 días, se ajustaran las metas del\ntrimestre conforme al Forecast oficial del mismo trimestre. 4. Si alguien\nrecibe una suspensión por disciplina o por violación de seguridad, esta\npersona recibirá el 50% del bono del período. 5. Si alguien pierde más de 6\ndías de trabajo por razones diferentes a una emergencia médica\n(certificación mediante dictamen médico) esta persona recibirá el 75% del\nbono del período, si pierde más de 9 días recibirá el 50% del bono del\nperíodo, si pierde más de 12 días esta persona recibirá el 25% del bono del\nperíodo; y si pierde más de 15 días esta persona no recibirá el bono del\nperíodo. No se incluirán los permisos contemplados en la Cláusula Nº 32,\nClausula Nº23, vacaciones, licencias sin pago como estudios académicos y\notros. Estos permisos deben ser justificados y autorizados. 6. Si durante este\nperíodo se declara jurídicamente una huelga ilegal por la autoridad\ncompetente, la Empresa no realizará el pago de incentivo del trimestre.\u003C\u002Fp>\u003C\u002Fdiv>\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 ocho (8) de sus trabajadores al\naño, cuatro (4) en cada semestre sus prestaciones completas a que hubiesen\ntenido derecho a los años trabajados en la misma cuando por necesidad personal\no familiar se vean obligados a terminar unilateralmente su relación de\ntrabajo. En tales casos el sindicato actuará en común acuerdo con la empresa\nen la planificación 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.\nAdemás un empleado con quince (15) años o más de servicio continúo con\nMINOSA y que tiene sesenta (60) años de edad será elegible dentro de estos\nocho (8) 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\u003Ch2>Cláusula N. 47.- Programas de Becas: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>La Empresa conviene en otorgar cincuenta y cinco (55) becas para los hijos\nde los trabajadores para los estudios secundarios, técnicos y universitarios.\nOtorgando veinte (20) becas para el plan de básico y veinte (20) becas para el\nplan de carrera y quince (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 más tardar una semana antes de cumplirse\nel final de cada mes. El Trabajador presentará al Departamento de Recursos\nHumanos de la Empresa después de cada examen parcial, las calificaciones de su\nhijo becario para que sean evaluados, quien deberá mantener un índice\nacadémico mayor o igual al ochenta por ciento (80%) pues en caso contrario\nperderá automáticamente su beca y esta será otorgada a otro beneficiario. Se\ndará prioridad a los trabajadores o hijos de trabajadores con índice\nacadémico mayor o igual al 80%, ubicados en las primeras dos escalas\nsalariales según la Cláusula No 43; y en el caso de presentarse igualdad de\ncondiciones en el índice académico y en los ingresos del trabajador, se dará\nprioridad al trabajador afiliado.\u003C\u002Fp>\u003C\u002Fdiv>\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: (1) L.1,400.00 diarios cuando la consulta se evacúe en uno o dos días,\nfuera del departamento de Copán. (2) L.800.00 diarios cuando la consulta se\nevacúe en uno o dos días, dentro del departamento de Copán. (3) L.1,100.00\ndiarios cuando la consulta exceda los dos (2) días, fuera del departamento de\nCopán. (4) L.700.00 diarios cuando la consulta exceda los dos (2) días,\ndentro del departamento de Copán. En aquellos casos extraordinarios será\nresponsabilidad de la Clínica Ocupacional coordinar con Recursos Humanos para\nbrindar la logística necesaria de forma inmediata. Los pagos se harán de la\nsiguiente manera: (1) El Departamento de Recursos Humanos mantendrá una Caja\nChica para suministrar anticipos a empleados que sean remitidos de clínica a\nproveedores fuera de la zona. (2) Cuando el trabajador haga uso de sus propios\nfondos, se requiere que presente facturas o comprobantes de pago conforme a\nley, para la liquidación o el reembolso correspondiente.\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. La Empresa continuará brindando \u003C\u002Fp>\n\n\u003Cp>todo el apoyo y logística necesaria a 54 personas que se desplacen a las\nmarchas convocadas por las Centrales Obreras en diferentes partes del país.\nPara este conjunto de actividades se dispondrá de un monto máximo de\nL.600,000.00.\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\u003Ch2>Cláusula N. 51.- Transporte: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\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, con la capacidad para transportar al personal que viaja de las\ndiferentes comunidades. La ruta será entre mina San Andrés, San Pedro 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>\u003C\u002Fdiv>\n\n\u003Ch2>Clausula No.52.- Beneficio de Alimentación: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\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; además, se brindará la cena al personal que\ncorresponda cuando se encuentre trabajando en turno nocturno. La Empresa y el\nSindicato nos comprometemos a velar por el correcto cumplimiento y estricto\ncontrol de este beneficio, procurando que no existan abusos.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clausula No.53.- Jornadas y Turnos de Trabajo: \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\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. En caso de cambios en un turno de trabajo fuera de la\njornada máxima legal, MINOSA abrirá un espacio de discusión con el Sindicato\npor un periodo de hasta 20 días, para explicar la razón del cambio y\nconsiderar los intereses de ambas partes, para convenir el cambio. Al final de\néste periodo, la compañía tendrá un periodo máximo de 10 días para\nsocializar el nuevo turno de trabajo con los empleados involucrados. MINOSA\ncumplirá con lo establecido en el Código de Trabajo cuando se estudie o\nimplemente un nuevo turno de trabajo fuera de la jornada máxima legal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Cláusula N. 54.- Defensa para los trabajadores: \u003C\u002Fh2>\n\n\u003Cp>La Empresa se compromete a asumir la defensa legal de sus trabajadores\ncuando sean detenidos, encarcelados o procesados por incidentes ocurridos\ndurante el desempeño de sus labores o como resultado de éstos; siempre y\ncuando no medie la imprudencia, culpa o dolo por parte del trabajador.\u003C\u002Fp>\n\n\u003Ch2>Clausula N.55.- Atención a Convocatorias: \u003C\u002Fh2>\n\n\u003Cp>La empresa se compromete a facilitar el permiso en tiempo y forma para el\npersonal afiliado a SITRAMINO para asistir a asambleas generales ordinarias y\nextraordinarias, asegurando siempre la cobertura de las necesidades de la\noperación para mantener la continuidad de la producción y el enfoque en\nseguridad ocupacional. Para esto el Sindicato enviará la solicitud del permiso\nal departamento de Recursos Humanos con un mínimo de 5 días de anticipación,\nexceptuando casos de reuniones de emergencia, en los cuales se informará\ninmediatamente al departamento de Recursos Humanos, antes de iniciar dicha\nreunión de emergencia.\u003C\u002Fp>\n\n\u003Ch2>Clausula N.56.- Interrupción de Vacaciones por Enfermedad: \u003C\u002Fh2>\n\n\u003Cp>La empresa no podrá programar vacaciones a un trabajador que se encuentre\npadeciendo de enfermedad debidamente comprobada por el médico tratante, quien\nle extenderá la incapacidad correspondiente, la cual deberá refrendar en el\nInstituto Hondureño de Seguridad Social (IHSS); con el fin de que el empleado\nguarde reposo hasta que se restablezca completamente, y entonces poder\nprogramar el goce de sus vacaciones. En el caso de que un empleado no cumpla\ncon lo estipulado por el médico tratante o el IHSS, la incapacidad quedará\nsin efecto.\u003C\u002Fp>\n\n\u003Cp>En el caso que un trabajador que este disfrutando de sus vacaciones se\nincapacite, sea por enfermedad comprobada por el médico tratante y refrendada\npor el IHSS, por accidente o por hospitalización, sus vacaciones se\nsuspenderán por el periodo incapacitado teniendo derecho el trabajador a\nreprogramar con su jefe inmediato el goce de sus vacaciones cuando haya\nrecuperado su salud. Es entendido que las incapacidades por el termino de 3\ndías o menos extendidas por el médico tratante, no serán refrendadas por el\nIHSS tal como se estipula en la Ley.\u003C\u002Fp>\n\n\u003Ch2>Cláusula N. 57.- 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 2016, debiendo ser denunciado por cualquiera de las partes dentro de los\nsesenta días antes de su vencimiento.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>POR LA EMPRESSA\u003C\u002Fp>\n\n\u003Cp>Monty Reed - Gerente General\u003C\u002Fp>\n\n\u003Cp>Karen Chong - Gerente Contraoria y Finanzas\u003C\u002Fp>\n\n\u003Cp>Evert Cruz - Administrador de Recursos Humanos\u003C\u002Fp>\n\n\u003Cp>POR EL SINDICATO\u003C\u002Fp>\n\n\u003Cp>Fernando Trigueros - Presidente SITRAMINO\u003C\u002Fp>\n\n\u003Cp>Yery Portillo - Vice Presidente SITRAMINO\u003C\u002Fp>\n\n\u003Cp>Jesus Canales - Secretario General\u003C\u002Fp>\n\n\u003Cp>Manuel Mejia - Tesorero\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"trainingprogrammes":42,"ONCERISE2_trigger":46,"TRADEUNLEAV_trigger":50,"healthandsafetypolicy":54,"discrimination":57,"bankholidays1":61,"bankholidays2":65,"paidmaternityleave":67,"jobsecuritymothers":71,"SCHEDULE_trigger":73,"schedulesrestpw":77,"PAIDLEAV_trigger":79,"disabilitypay":83,"protectiveclothing":87,"healthandsafetytraining":91,"childcare":95,"deathrelatives":99,"hivpolicy":101,"healthinsurance":105,"funeralpay":109,"LOWWAGE_trigger":111,"STRUCINCR_trigger":115,"OVERTIME_trigger":117,"NOCTPREM_trigger":121,"ONCERISE_trigger":123,"contractseverancepay":127,"educationtuition":131,"COMMUTE_trigger":135,"MEALALL_trigger":139,"FLEXWORK_trigger":143},{"bindId":43,"name":44,"text":45},"trainingprogrammes","La Empresa y el Sindicato se comprometen","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.",{"bindId":47,"name":48,"text":49},"ONCERISE2_trigger","Para el día del niño y navidad la Empres","Para el día del niño y navidad la Empresa dará regalos a los hijos de los\ntrabajadores menores de 12 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.",{"bindId":51,"name":52,"text":53},"TRADEUNLEAV_trigger","La empresa concederá permisos debidament","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. Asimismo, la Empresa concederá permiso a los afiliados\ndesignados por el Sindicato hasta por un máximo de 120 días al año\ndebidamente remunerados, para desempeñar comisiones sindicales, asistencias a\neventos de formación y seminarios ya sea fuera o dentro de la Empresa. Los\ncuáles serán pagados de la siguiente forma: los primeros 60 días se pagarán\nconforme a la jornada ordinaria de trabajo correspondiente a ocho (8) horas\nmás horas extras, si las hubiera; y los siguientes 60 días serán pagados\nconforme a la jornada ordinaria de trabajo correspondiente a ocho (8) horas,\nsin incluir horas extras. Es entendido y convenido que este número de permisos\nserá acumulativo y sin distinción de la persona que lo haya disfrutado. El\nsindicato deberá presentar su solicitud con tres días de anticipación ante\nel departamento de Recursos Humanos. Asimismo, se permitirá el libre ingreso\nde cualquier miembro de la Junta Directiva del Sindicato, durante su tiempo\nlibre a cualquier departamento de la Empresa.",{"bindId":55,"name":44,"text":56},"healthandsafetypolicy","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 una (1) vez al mes.",{"bindId":58,"name":59,"text":60},"discrimination","Ambas partes declaramos y nos compromete","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.",{"bindId":62,"name":63,"text":64},"bankholidays1","La Empresa pagará a todos sus trabajador","La Empresa pagará a todos sus trabajadores los siguientes días feriados o\nde fiesta nacional: 1 de Enero, 14 de Abril, 1 de Mayo, 15 de Septiembre, 3, 12\ny 21 de Octubre y 25 de Diciembre; aunque caigan en día Domingo. Igualmente\npagará el jueves, viernes y sábado de la Semana Santa tal como lo estipula el\nartículo 339 del Código de Trabajo. Queda entendido que la Empresa no\nreconocerá días feriados que no estén establecidos por Decreto de Ley.",{"bindId":66,"name":63,"text":64},"bankholidays2",{"bindId":68,"name":69,"text":70},"paidmaternityleave","En los casos de descanso por maternidad,","En los casos de descanso por maternidad, La Empresa reconocerá el\ncorrespondiente periodo Pre y Post Natal que será de seis semanas antes y seis\nsemanas después del parto. Para los casos de aborto criminal o provocado, la\ntrabajadora que hubiese recibido el beneficio señalado en el párrafo\nanterior, se obligará a devolverlo a La Empresa.",{"bindId":72,"name":69,"text":70},"jobsecuritymothers",{"bindId":74,"name":75,"text":76},"SCHEDULE_trigger","La Empresa pagará los días de descanso, ","La Empresa pagará los días de descanso,\ndescansos trabajados, días feriados, feriados trabajados y descansos\ntrabajados que coinciden con el día feriado, de acuerdo a la siguiente tabla.\n\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Dia de trabajo normal (Feriado no trabajado)\n      Dia de descanso que cae feriado \n      Dia de trabajo normal (Feriado Trabajado)\n      Dia de descanso trabajado (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\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":78,"name":75,"text":76},"schedulesrestpw",{"bindId":80,"name":81,"text":82},"PAIDLEAV_trigger","La Empresa otorgará a los trabajadores v","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      Dias de vacaciones y Bono de vacaciones\n    \n    \n      Anos de servico continuo\n      Dias de Vacaciones\n      Dias 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      21\n      13\n    \n    \n      6\n      22\n      15\n    \n    \n      7\n      23\n      15\n    \n    \n      8\n      24\n      16\n    \n  \n\n\nEl pago de la bonificación de que trata esta Cláusula se hará efectivo\ndespués del disfrute de vacaciones, en la planilla de pago que corresponda\nluego del regreso del trabajador a sus labores. La bonificación será pagada\nconforme al salario del año al que corresponda el periodo de vacaciones\ngozado.",{"bindId":84,"name":85,"text":86},"disabilitypay","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":88,"name":89,"text":90},"protectiveclothing","La Empresa continuará proporcionando opo","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. En los departamentos donde es requerido debido a las\ncondiciones de trabajo, la Empresa entregará tres (3) pares de zapatos\nadecuados para la naturaleza de las actividades, con la salvedad de que el\ntercer par se proveerá previa entrega del zapato dañado. Se exceptúan a los\nempleados del área administrativa a quienes se les dotará de un (1) par de\nzapatos al año, salvo casos excepcionales calificados que recibirán dos (2)\npares de zapatos, el segundo par se proveerá contra entrega del zapato\ndañado. Se proporcionarán cuatro (4) uniformes para personal con jornada 4x2,\ncinco (5) uniformes para personal 5x2 y para el personal con jornada de trabajo\n6x1 se entregarán seis (6) uniformes; y a todo el personal se le proveerá un\n(1) abrigo. La entrega de zapatos y uniformes se llevará a cabo durante el mes\nde febrero de cada año, y la entrega posterior del otro par de zapatos,\ndespués de que el trabajador entregue el par de zapatos dañado. La\nregulación de la Empresa en cuanto al uso del uniforme por parte de los\nempleados será obligatoria, salvo causa justificada. De igual manera, es\nentendido que los trabajadores están obligados a cuidar con el mayor esmero\nlos instrumentos, equipo, materiales y uniformes que la Empresa les\nproporcione; por lo cual en caso de demostrarse que la destrucción, extravío\no pérdida de los mismos fue a causa de dolo, negligencia o fraude por parte de\nlos trabajadores, quedan estos obligados a pagar a la Empresa el valor de los\nmismos, salvo los casos de desgaste normal, caso fortuito, fuerza mayor, mala\ncalidad o defectuosa construcción de ellos.",{"bindId":92,"name":93,"text":94},"healthandsafetytraining","La Empresa continuará manteniendo botiqu","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.",{"bindId":96,"name":97,"text":98},"childcare","La Empresa concederá licencia al trabaja","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: a) Por enfermedad grave debidamente comprobada que\nafecte a los miembros inmediatos de la familia del trabajador (hijos, cónyuge,\npadres, y\u002Fo abuelos) hasta (5) cinco días. b) Por el acaecimiento de\ninundaciones, terremotos o incendios que afecte gravemente la vivienda del\ntrabajador o el área aledaña a la misma, hasta cuatro (4) días. c) Por\nmuerte de los padres, cónyuge, hijos, abuelos, hermanos y suegros, hasta siete\n(7) días. d) Para que una comisión pueda asistir al funeral de un trabajador\nactivo siempre que avise a la Empresa con la debida anticipación, el permiso\nserá únicamente por el tiempo necesario del sepelio y el número de\ntrabajadores que se ausente no será tal que perjudique el buen funcionamiento\nde la Empresa. e) Cuando el trabajador contraiga matrimonio el término de ocho\n(8) días. f) Para gestionar documentos personales de carácter obligatorio un\n(1) día para La Unión y Santa Rosa de Copán, tres (3) días para el resto\nOccidental (Lempira, Ocotepeque y Santa Bárbara); y hasta cuatro (4) días\npara el resto del país.",{"bindId":100,"name":97,"text":98},"deathrelatives",{"bindId":102,"name":103,"text":104},"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: a)\nExámenes respiratorios y Auditivos: a todos los trabajadores. b) Exámenes de\nMetales o bio monitoreo: Lixiviación, Laboratorio, ADR, Refinería, Bodegas y\nMetalurgia, más la inclusión de 40 colaboradores de diferentes áreas en el\naño 2017, quienes serán seleccionados en conjunto entre Empresa y Sindicato.\nAl obtener los resultados se realizara un estudio de las fuentes de exposición\ny se dará el seguimiento según corresponda. c) Exámenes clínicos de rutina:\nPersonal administrativo cada dos (2) años; d) Exámenes de drogas: Todo el\npersonal, incluyendo personal de confianza. e) Examen de alcoholemia: A\ncualquier empleado, incluyendo personal de confianza, que se presente al\ntrabajo en aparente estado de ebriedad, mismo que se le practicará por\npersonal del área médica, en presencia de un representante del Sindicato o en\nsu defecto en presencia de dos testigos, uno nombrado por la Empresa y otro por\nSindicato. f) Examen de la vista: A todos los trabajadores, cuyo examen será\nrealizado por el médico general de la clínica ocupacional. g) La Empresa\npondrá a disposición de sus trabajadores y dependientes los servicios\nprofesionales de un médico especializado en el ramo de la odontología, los\ncuales continuaran disponibles según lo establecido actualmente. — Se\nentregará al trabajador una copia de los resultados, los cuales deberán estar\nfirmados por el médico o el profesional correspondiente debidamente\ncolegiado.",{"bindId":106,"name":107,"text":108},"healthinsurance","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: 1. En caso de muerte natural el monto\nasegurado será de veinticuatro sueldos base mensuales; 2. En caso de muerte\naccidental, será de cuarenta y ocho sueldos base mensuales; 3. En caso de\nmuerte del conyugue o compañero (a) de hogar el 50% del valor asegurado al\ntrabajador o trabajadora; 4. Incapacidad total o permanente por enfermedad. 5.\nIncapacidad total o permanente por accidente; 6. Por pérdidas de miembros y 7.\nAuxilio de Gastos Fúnebres L.40,000.00 por muerte del trabajador y de\nL.30,000.00 por muerte del conyugue o de los hijos del trabajador. La Empresa\nasimismo, brindará seguro médico hospitalario a todos sus trabajadores con\nuna cobertura del 100% y a sus dependientes, cónyuge e hijos menores una\ncobertura del 80%. Es entendido que el empleado siempre seguirá asumiendo el\ncosto del deducible anualmente y el procedimiento será establecido por la\ncompañía de seguro. Es también entendido y convenido que el Sindicato\nvigilará el buen uso de este beneficio, para no poner en riesgo o perder la\ncontinuidad de la cobertura. Es también entendido y convenido que las\nconsultas médicas y medicamentos entregados a los trabajadores en la Clínica\nOcupacional se entregaran de forma gratuita tal como lo establece el artículo\n305 del Código de Trabajo.",{"bindId":110,"name":107,"text":108},"funeralpay",{"bindId":112,"name":113,"text":114},"LOWWAGE_trigger","La empresa se compromete a otorgar a cad","La empresa se compromete a otorgar a cada uno de sus trabajadores un aumento\nde sueldo anual, por los siguientes tres años, de acuerdo a la siguiente\ntabla:\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      RANGO DE SUELDO\n      2017\n      2018\n      2019\n    \n    \n      L. 12,000.00\n      L. 20,000.00\n      9,5%\n      8,5%\n      8.0%\n    \n    \n      L. 20,001.00\n      L. 30,000.00\n      7.0%\n      7.0%\n      6.5%\n    \n    \n      L. 30,001.00\n      L. 50,000.00\n      5.0%\n      4.5%\n      4.0%%\n    \n    \n      L. 50,001.00\n      L.80,000.00\n      2+1%\n      1+2%\n      3.0%",{"bindId":116,"name":113,"text":114},"STRUCINCR_trigger",{"bindId":118,"name":119,"text":120},"OVERTIME_trigger","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":122,"name":119,"text":120},"NOCTPREM_trigger",{"bindId":124,"name":125,"text":126},"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\ntrimestral 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 100% que equivale a 0.75 salarios\nsobre el salario base, cuyo resultado puede sobrepasar el 100% de la meta y\npuede llegar a alcanzar hasta un salario base, de acuerdo con el cumplimiento\nde las variables y parámetros establecidos para cada uno de los casos\nespecíficos. Para su cálculo este programa comprende tres variables definidas\nasí: 1. La variable de Seguridad, representada por el índice de frecuencia.\n2. La variable de Producción, representada por las onzas de oro producidas. 3.\nLa variable de Costos, representada por el Costo por onza. Las metas para cada\nuna de estas variables, son definidas en el Presupuesto oficial anual de\nMinosa, el cual es dado a conocer oficialmente a todas las áreas de la\nEmpresa. Cada una de las variables puede llegar a obtener desde el 0% hasta el\n100% según el resultado alcanzado en el cumplimiento de las metas. La empresa\na través de este programa desea que los colaboradores reciban una\nbonificación mayor si se logran mejores resultados. Es así que el pago\nestará directamente vinculado entre las metas establecidas en el presupuesto y\nlos índices alcanzados. Además, este Programa sostiene que la manera más\neficaz de garantizar que las personas asistan a trabajar y realicen su trabajo\nes hacer que sean individualmente responsables; así que, si una persona ha\ndemostrado violaciones de seguridad o no está asistiendo a su trabajo por\nrazones no válidas, o tiene problemas de disciplina comprobada, el pago del\nincentivo de ésta persona debe reducirse, pero no debe reducirse el incentivo\nde todo el personal.\n\nPara esto, este programa incluye reglas de elegibilidad. 1. El factor de\nfatalidad dentro de la variable de Seguridad no incluirá fatalidades en\ncontratistas y subcontratistas. 2. El cálculo de este incentivo se realizará\nde forma trimestral y los pagos se realizaran semestralmente en los meses de\nEnero y Julio. 3. Si la producción fuera afectada por caso fortuito o fuerza\nmayor por un número igual o mayor a 10 días, se ajustaran las metas del\ntrimestre conforme al Forecast oficial del mismo trimestre. 4. Si alguien\nrecibe una suspensión por disciplina o por violación de seguridad, esta\npersona recibirá el 50% del bono del período. 5. Si alguien pierde más de 6\ndías de trabajo por razones diferentes a una emergencia médica\n(certificación mediante dictamen médico) esta persona recibirá el 75% del\nbono del período, si pierde más de 9 días recibirá el 50% del bono del\nperíodo, si pierde más de 12 días esta persona recibirá el 25% del bono del\nperíodo; y si pierde más de 15 días esta persona no recibirá el bono del\nperíodo. No se incluirán los permisos contemplados en la Cláusula Nº 32,\nClausula Nº23, vacaciones, licencias sin pago como estudios académicos y\notros. Estos permisos deben ser justificados y autorizados. 6. Si durante este\nperíodo se declara jurídicamente una huelga ilegal por la autoridad\ncompetente, la Empresa no realizará el pago de incentivo del trimestre.",{"bindId":128,"name":129,"text":130},"contractseverancepay"," La empresa se compromete a reconocer a "," La empresa se compromete a reconocer a ocho (8) de sus trabajadores al\naño, cuatro (4) en cada semestre sus prestaciones completas a que hubiesen\ntenido derecho a los años trabajados en la misma cuando por necesidad personal\no familiar se vean obligados a terminar unilateralmente su relación de\ntrabajo. En tales casos el sindicato actuará en común acuerdo con la empresa\nen la planificación 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.\nAdemás un empleado con quince (15) años o más de servicio continúo con\nMINOSA y que tiene sesenta (60) años de edad será elegible dentro de estos\nocho (8) 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":132,"name":133,"text":134},"educationtuition","La Empresa conviene en otorgar cincuenta","La Empresa conviene en otorgar cincuenta y cinco (55) becas para los hijos\nde los trabajadores para los estudios secundarios, técnicos y universitarios.\nOtorgando veinte (20) becas para el plan de básico y veinte (20) becas para el\nplan de carrera y quince (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 más tardar una semana antes de cumplirse\nel final de cada mes. El Trabajador presentará al Departamento de Recursos\nHumanos de la Empresa después de cada examen parcial, las calificaciones de su\nhijo becario para que sean evaluados, quien deberá mantener un índice\nacadémico mayor o igual al ochenta por ciento (80%) pues en caso contrario\nperderá automáticamente su beca y esta será otorgada a otro beneficiario. Se\ndará prioridad a los trabajadores o hijos de trabajadores con índice\nacadémico mayor o igual al 80%, ubicados en las primeras dos escalas\nsalariales según la Cláusula No 43; y en el caso de presentarse igualdad de\ncondiciones en el índice académico y en los ingresos del trabajador, se dará\nprioridad al trabajador afiliado.",{"bindId":136,"name":137,"text":138},"COMMUTE_trigger","La Empresa continuará proporcionando tra","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, con la capacidad para transportar al personal que viaja de las\ndiferentes comunidades. La ruta será entre mina San Andrés, San Pedro 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.",{"bindId":140,"name":141,"text":142},"MEALALL_trigger","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; además, se brindará la cena al personal que\ncorresponda cuando se encuentre trabajando en turno nocturno. La Empresa y el\nSindicato nos comprometemos a velar por el correcto cumplimiento y estricto\ncontrol de este beneficio, procurando que no existan abusos.",{"bindId":144,"name":145,"text":146},"FLEXWORK_trigger","Las partes reconocen la importancia de q","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. En caso de cambios en un turno de trabajo fuera de la\njornada máxima legal, MINOSA abrirá un espacio de discusión con el Sindicato\npor un periodo de hasta 20 días, para explicar la razón del cambio y\nconsiderar los intereses de ambas partes, para convenir el cambio. Al final de\néste periodo, la compañía tendrá un periodo máximo de 10 días para\nsocializar el nuevo turno de trabajo con los empleados involucrados. MINOSA\ncumplirá con lo establecido en el Código de Trabajo cuando se estudie o\nimplemente un nuevo turno de trabajo fuera de la jornada máxima legal.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HND Empresa Minerales de Occidente S.A. - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Fecha de inicio: → 2016-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Fecha de término: → 2019-12-01\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: → Otro\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificado en: → 2016-12-01\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            \u003Cdiv id=\"display-NACE2004\">\n                Nombre de la industria: → Otras industrias extractivas n.c.o.p.  \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                        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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">CAPACITACIÓN\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programas de capacitación: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Aprendizajes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">El empleador contribuye al fondo para capacitación del trabajador: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ENFERMEDAD E INCAPACIDAD\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Disposiciones relativas a volver al trabajo después de larga enfermedad, por ejemplo, tratamiento para el cáncer → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Licencia pagada por menstruación → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Indemnización en caso de incapacidad por accidente de trabajo: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Política de salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Capacitación en salud y seguridad acordada: → Sí\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vestuario protector facilitado → Sí\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 → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Apoyo para funeral: → Sí\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Contribució mínima de la empresa para los gastos de funeral\u002Fenterramiento → HNL 30000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ACUERDOS SOBRE FAMILIA Y TRABAJO\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Licencia de maternidad pagada: → 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: → Sí\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: → 4 días\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Duración del permiso retibuido en caso de muerte de un pariente: → 7 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        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATOS DE TRABAJO\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Indemnización por despido después de 5 años de servicio (porcentaje del salario mensual): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Indemnización por despido después de 1 año de servicio (porcentaje del salario mensual): → Insufficient data %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Trabajadores a tiempo parcial excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Disposiciones sobre trabajadores temporales: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Aprendices excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Ftrabajos para estudiantes excluidos de cualquier disposición: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAS DE TRABAJO, HORARIOS Y DIAS FESTIVOS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Licencia anual pagada: → 24.0 días\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Licencia anual pagada: → -9.0 semanas\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Días festivos pagados: → el Día de Navidad\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Periodos acordados de descansos semanales: → Sí\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Permiso pagado para actividades sindicales: → 52.0 días\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Disposiciones sobre horarios de trabajo flexible: → Sí\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARIOS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarios determinados por medio de escalas de pago: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Disposición de que los salarios mínimos establecidos por el gobierno tienen que ser respetados: → Sí\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Salario más bajo acordado por → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Salario más bajo: → HNL 12000.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv 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