Convenio Colectivo de la empresa Freigel Food Solutions, S.A (EN ZAMORA)

II. Administración Autonómica


JUNTA DE CASTILLA Y LEÓN


DELEGACIÓN TERRITORIAL DE ZAMORA OFICINA TERRITORIAL DE TRABAJO

Convenio Colectivo de la Empresa Freigel Food Solutions, S.A. Expte.: 02/10.

Visto el texto del Convenio Colectivo para la empresa Freigel Food Solutions,

S.A., código convenio 4901302, y anexos que lo acompañan, suscrito con fecha 11

de diciembre de 2009: De una parte, por la representación legal de la empresa, y de

otra, por el Comité de Empresa, y de conformidad con lo dispuesto en el artículo 90,

apartados 2 y 3 del Real Decreto legislativo 1/1995, de 24 de marzo (BOE del 29),

por el que se aprueba el texto refundido de la Ley del Estatuto de los Trabajadores,

y en el Real Decreto 1040/1981, de 22 de mayo, sobre registro y depósito de convenios

colectivos de trabajo, así como en los artículos 2.º, 4.º y 5.º de la Orden de

12 de septiembre de 1997, de la Consejería de Industria, Comercio y Turismo, sobre

creación del registro de Convenios Colectivos de Trabajo de la Comunidad

Autónoma de Castilla y León, esta Oficina Territorial de Trabajo acuerda:

Primero. Ordenar la inscripción del citado Convenio Colectivo en el correspondiente

Registro de Convenios de esta Oficina Territorial de Trabajo, con notificación

a la Comisión Negociadora.

Segundo. Disponer su publicación en el Boletín Oficial de la Provincia.

Así lo acuerdo y firmo en Zamora, a trece de enero del año dos mil diez.-La Jefa

de la Oficina Territorial de Trabajo de Zamora. P.A. (Resolución Delegado Territorial

13-10-2009), M.ª Teresa Martín Pozo.

Convenio Colectivo de la empresa Freigel Food Solutions, S.A.

CAPÍTULO I

DISPOSICIONES GENERALES

Artículo 1. Ámbito funcional. El presente Convenio Colectivo regulará a partir de

la fecha de entrada en vigor, las relaciones laborales entre la empresa FREIGEL

FOOD SOLUTIONS, S.A. o cualquier otra que le suceda por operaciones de

fusión, absorción, etc. y el personal de su plantilla.

Artículo 2.- Ámbito territorial.- El presente Convenio Colectivo será de aplicación

para la totalidad del personal ocupado en los Centros de Trabajo de la empresa

FREIGEL FOOD SOLUTIONS, S.A. o de cualquier otra que le suceda por operaciones

de fusión, absorción, etc., sitos en la provincia de Zamora.

Artículo 3. Ámbito personal. Se regirán por las normas de este Convenio

Colectivo todos los trabajadores de la empresa FREIGEL FOOD SOLUTIONS,

S.A. o de cualquier otra que le suceda por operaciones de fusión, absorción, etc.,

comprendidos en el artículo señalado anteriormente.

Artículo 4. Ámbito temporal. El presente Convenio Colectivo entrará en vigor el

día 1 de enero de 2009 cualquiera que sea la fecha de su publicación en el Boletín

Oficial de la Provincia, fijándose su vencimiento el 31 de diciembre del año 2012,

para todos los conceptos, tanto económicos como laborales, pudiendo ser denunciado

por cualquiera de las partes con dos meses de antelación a su vencimiento.

En caso de no ser denunciado se considerará prorrogado de año en año. El período

de vigencia antedicho se mantendrá con independencia de las posibles operaciones

de fusión, absorción, etc., que puedan afectar a la empresa FREIGEL

FOOD SOLUTIONS, S.A.

Artículo 5. Vinculación a la totalidad. Las condiciones pactadas en este

Convenio forman un todo orgánico e indivisible y, a efectos de su aplicación práctica,

serán consideradas globalmente en cómputo anual de todos los devengos y

dentro de todos los conceptos.

Artículo 6. Absorción y compensación. Las retribuciones que se establecen en

este Convenio compensarán y absorberán todas las existentes en el momento de

su vigencia económica, cualquiera que sea la naturaleza y el origen de las mismas.

Los aumentos de retribuciones que puedan producirse en el futuro por disposiciones

legales de general aplicación solo podrán afectar a las condiciones pactadas

en el presente Convenio cuando, consideradas en cómputo anual, superen a las

aquí pactadas.

Artículo 7. Condiciones mas beneficiosas. Siempre con carácter personal,

FREIGEL FOOD SOLUTIONS, S.A. o cualquier otra que le suceda por operaciones

de fusión, absorción, etc., vendrá obligada a respetar las condiciones particulares

que, con carácter global y en términos de cómputo anual excedan del conjunto

de mejoras establecidas en el presente Convenio.

CAPÍTULO II

ORGANIZACIÓN DEL TRABAJO

Artículo 8. Facultad de dirección. La organización del trabajo es facultad exclusiva

de la Dirección de la Empresa y el trabajador está obligado a realizar el trabajo

convenido de conformidad con lo establecido en el artículo 20 del Estatuto de los

Trabajadores y demás disposiciones concordantes.

Artículo 9. Productividad. La organización del trabajo tiene por objeto el alcance

por la empresa de un nivel adecuado de productividad, basado en la utilización

óptima de los recursos humanos y materiales.

CAPÍTULO III

CONDICIONES DE TRABAJO

Artículo 10. Jornada Laboral. La jornada efectiva de trabajo para el tiempo de

vigencia del Convenio será de mil setecientas ochenta y cuatro horas anuales que

serán distribuidas dentro de cada semana, de lunes a viernes, con carácter general,

pudiendo la empresa proceder a la contratación de nuevo personal para la realización

de trabajos en cualquier día de la semana, o incorporar en diferentes días

al personal del horario general que voluntariamente muestre su conformidad a

dicho cambio.

Si de esta distribución semanal en cómputo anual resultase una cantidad superior

a la jornada anual efectiva antes señalada, el exceso será compensado al trabajador

con días libres.

Artículo 11. Jornada Continuada. Cuando la jornada de trabajo se realice de

forma continuada los trabajadores disfrutarán de treinta minutos de descanso retribuíbles

y no recuperables, permaneciendo en el recinto de la factoría.

No obstante este precepto no podrá ser considerado como condición mas

beneficiosa, derecho adquirido o compromiso entre partes que opere automáticamente

en caso de reducción legal o convencional de la jornada de trabajo, sino que

las partes interesadas y legitimadas en este Convenio deberán renegociar el tiempo

de descanso y su consideración como de trabajo efectivo, en su caso.

En el trabajo en jornada continuada el trabajador del equipo saliente no podrá

abandonar su puesto de trabajo hasta ser sustituido por el trabajador del equipo

entrante correspondiente.

En caso de ausencia o retraso del trabajador entrante, el trabajador saliente

permanecerá en su puesto de trabajo hasta una hora mas, tiempo necesario para

que la empresa pueda organizar su sustitución, teniendo este tiempo la consideración

de horas extraordinarias estructurales y corriendo la empresa con el gasto de

transporte, si éste se generara.

Artículo 12. Horas extraordinarias. Ante la grave situación de paro existente y

con objeto de facilitar el empleo quedan suprimidas las horas extraordinarias habituales.

Se exceptúan de la norma anterior y serán consideradas de carácter estructural

las siguientes:

a) Las horas extraordinarias exigidas por la reparación de siniestros y otros

daños extraordinarios y urgentes, así como los casos de riesgo de pérdida de

materias primas y terminación de tareas de carga y descarga.

b) Las horas extraordinarias que tengan su causa en pedidos o períodos punta

de producción, ausencias imprevistas, cambios de turno y otras circunstancias de

carácter estructural derivadas de la naturaleza de las materias o productos que se

tratan, se mantendrán siempre que no quepa la utilización de las distintas modalidades

de contratación temporal o parcial previstas en las disposiciones generales.

La Dirección de la Empresa informará mensualmente al Comité de Empresa

sobre el número de horas extraordinarias realizadas, especificando su distribución

por secciones.

Artículo 13.- Contratos eventuales: Cuando las circunstancias del mercado,

acumulación de tareas o exceso de pedidos así lo exigieran, aún tratándose de la

actividad normal de la empresa, podrán celebrarse contratos de duración determinada.

En tales casos los contratos podrán tener una duración máxima de doce

meses dentro de un período de dieciocho meses, contados a partir del momento

en que se produzcan dichas causas. Las actividades para las que se pueden efectuar

dichos contratos serán las habituales de la empresa y la referida contratación

eventual no podrá rebasar, en términos anuales, el cuarenta por ciento del total

plantilla de la empresa. Asimismo, la contratación de trabajadores a través de

Empresas de Trabajo Temporal no podrá rebasar el cincuenta por ciento de toda la

contratación eventual.

Artículo 14. Jornada en Frigoríficos. Para el personal que trabaje en cámaras

frigoríficas se distinguirán los siguientes casos:

a) La jornada en cámaras de cero hasta cinco grados bajo cero será normal.

Por cada tres horas de trabajo ininterrumpido en el interior de las cámaras, se concederá

un descanso de recuperación de diez minutos.

b) En cámaras de seis grados bajo cero a diecisiete grados bajo cero, la permanencia

en el interior de las mismas será de seis horas. Por cada hora de trabajo

ininterrumpido en el interior de las cámaras se concederá un descanso de recuperación

de quince minutos. Se completará la jornada normal en trabajo a realizar

en el exterior de las cámaras.

c) En cámaras que hayan de estar a dieciocho grados bajo cero o inferiores con

una oscilación de más o menos tres grados, la permanencia en el interior de las

mismas será de seis horas. Por cada cuarenta y cinco minutos de trabajo ininterrumpido

en el interior de las cámaras se concederá un descanso de recuperación

de quince minutos. Se completará la jornada normal en trabajo a realizar en el exterior

de las cámaras.

Este personal en proporción a las temperaturas que debe soportar estará dotado

de las prendas de protección necesarias.

Artículo 15. Vacaciones. Todos los trabajadores afectados por este Convenio

disfrutarán de treinta días naturales de vacaciones anuales. La Dirección de la

Empresa y los Representantes de los Trabajadores se comprometen a elaborar un

calendario vacacional dentro del primer trimestre de cada año en el que se recogerán

las fechas de disfrute de vacaciones para todos los trabajadores que cumplan

un año de antigüedad en la empresa, durante el período que recoge el mismo;

y de tal modo que a todos los trabajadores le coincida el mismo número de días

laborables en su período vacacional.

Cuando el periodo de vacaciones fijado en el calendario vacacional, al que se

refiere el párrafo anterior coincida en el tiempo con una Incapacidad Temporal derivada

del embarazo, el parto o la lactancia natural o con el descanso por maternidad,

se podrán disfrutar las vacaciones en fecha distinta aunque haya terminado el

año natural a que correspondan.

Una vez elaborado y anunciado el calendario anual para el disfrute de las vacaciones

y en el supuesto de que algún trabajador el día de comienzo del período

vacacional se encuentre de baja por incapacidad temporal de cualquier causa, se

trasladará dicho inicio de las vacaciones a partir del día que sea dado de alta y ello

de mutuo acuerdo con la empresa.

En el caso de que la situación de baja por incapacidad temporal se produzca

coincidiendo con el disfrute de las vacaciones, no se suspenderá el período vacacional,

permaneciendo entonces en situación de baja y disfrute de las vacaciones.

Salvo acuerdo entre empresa y trabajador las vacaciones habrán de disfrutarse

necesariamente en el año al que corresponden, con excepción de lo reflejado

en el párrafo segundo de este artículo.

Artículo 16. Licencias. El trabajador, previo aviso y justificación, podrá ausentarse

del trabajo, con derecho a remuneración, por alguno de los motivos y por el

tiempo siguiente:

a) Por matrimonio: quince días naturales.

b) Por fallecimiento del cónyuge, hijos, padres, padres políticos, hermanos, hermanos

políticos y nietos: tres días laborables.

Por fallecimiento de abuelos y abuelos políticos: dos días laborables.

Por fallecimiento de tíos y concuñados: un día laborable.

Dicho plazo es ampliable hasta cinco, tres y dos días laborables, respectivamente

cuando haya que realizar un desplazamiento fuera de esta Comunidad

Autónoma.

c) Por nacimiento de hijo o adopción: dos días laborables.

d) Por enfermedad grave con internamiento del cónyuge, hijos, padres, padres

políticos, hermanos, hermanos políticos, nietos, abuelos y abuelos políticos: tres

días laborables. Dicho plazo es ampliable hasta cuatro días laborables cuando

haya que realizar un desplazamiento fuera de esta Comunidad Autónoma.

Por lo que a las licencias previstas en los apartados b), c) y d) anteriores se

refiere habrá de tenerse en cuenta lo siguiente: cuando el hecho se haya producido

y tenido conocimiento después de concluida la jornada laboral del trabajador

afectado, el cómputo de los días de licencia se comenzará a contar a partir del día

natural siguiente; si el conocimiento o noticia del hecho se tuviera durante el transcurso

de la realización de la jornada y por tal causa ésta se interrumpiera, los días

de licencia se empezarán a contar desde ese mismo día si no ha transcurrido al

menos el cincuenta por ciento de esa jornada y a partir del día siguiente si se

hubiese trabajado mas del cincuenta por ciento de dicha jornada de trabajo.

e) Por matrimonio de padres, hermanos e hijos de ambos cónyuges: un día que

será el de la celebración.

f) Por motivo de traslado del domicilio habitual: dos días laborables.

g) Para dar cumplimiento a un deber de carácter público formal impuesto por

las leyes y disposiciones vigentes: el tiempo necesario debidamente justificado por

el trabajador ante la Empresa.

h) Tiempo indispensable para acudir a consulta médica de la Seguridad Social

con justificante.

i) Permiso de lactancia.- La trabajadora podrá disfrutar de una hora continuada

de permiso retribuido.

No obstante, en lo referente a esta licencia se estará a lo dispuesto en el Art.

37, punto 4, del Estatuto de los Trabajadores.

j) Licencias sin sueldo.- Podrán solicitar licencia sin sueldo con una duración

máxima de hasta tres meses los trabajadores fijos que, habiendo superado el período

de prueba, lleven al servicio de la Empresa mas de seis meses. La Dirección

de la Empresa resolverá favorablemente las solicitudes, salvo que la concesión de

la licencia afecte gravemente al proceso productivo.

k) Otros permisos: se estará a lo dispuesto en la Ley para la Igualdad Efectiva

de Mujeres y Hombres, así como, a la Ley de Conciliación Familiar y Profesional,

incorporándose un anexo informativo al texto del presente Convenio que recoge

todas las mejoras introducidas en el Estatuto de los Trabajadores.

Artículo 17. Indemnización por Incapacidad Temporal. En todos los supuestos

de Incapacidad Temporal, cualquiera que fuese la causa que la motive, la empresa

complementará las prestaciones de la Seguridad Social hasta el 100 por 100, y

durante todo el tiempo durante el cual el trabajador tenga derecho a las referidas

prestaciones de la Seguridad Social.

CAPÍTULO IV

CONDICIONES ECONÓMICAS

Artículo 18. Retribuciones para 2009. Las retribuciones aplicables para cada

trabajador son las que recogen en la Tabla Salarial anexa y son el resultado de aplicar

sobre la Tabla Salarial de 2008 un incremento del 0,6 % (cero coma seis por

ciento).

Artículo 19. Retribuciones para 2010, 2011 y 2012.- Las retribuciones para el

año 2010, serán el resultado de aplicar sobre la Tabla Salarial de 2009, el incremento

correspondiente al Indice de Precios al Consumo del año 2010, incrementado

en medio punto (0,50%). Con independencia de cual sea el Indice de Precios

al Consumo del año 2010 el incremento resultante sobre la Tabla Salarial de 2009

no podrá ser inferior a medio punto (0,50 %).

Las retribuciones para el año 2011 serán el resultado de aplicar sobre la Tabla

Salarial de 2010, el incremento correspondiente al Indice de Precios al Consumo

del año 2011, incrementado en medio punto (0,50%).

Las retribuciones para el año 2012 serán el resultado de aplicar sobre la Tabla

Salarial de 2011, el incremento correspondiente al Indice de Precios al Consumo

del año 2012, incrementado en medio punto (0,50 %).

Provisionalmente y hasta tanto no se conozcan los Índices de Precios al

Consumo de cada uno de los años, se aplicará como incremento la previsión que

de dicho Indice efectúe el Gobierno de la Nación, mas el diferencial (0,50% años

2010, 2011, y 2012) que corresponde a cada año.

Artículo 20. Plus de Asistencia. Se fija este Plus en la cantidad provisional consignada

en la Tabla Salarial Provisional Anexa, por cada mes trabajado, esto es por

once mensualidades.

Para determinar la cuantía mensual que de este Plus se devengue se aplicarán

las siguientes normas:

1. Se percibirá en su totalidad cuando el trabajador no cometa, en el mes de

que se trate, falta alguna de asistencia, puntualidad y permanencia completa en el

puesto de trabajo, cualquiera que sea el motivo.

2. Por cada falta en que incurra el trabajador de las anteriormente reseñadas,

se le deducirá el 25 por 100 del resultante de minorar el anterior Plus, en la cantidad

de doce euros con dos céntimos (12,02), de tal forma que a las cuatro faltas

solamente percibirá la referida cantidad de doce euros con dos céntimos (12,02).

3. Se entiende por falta de puntualidad el no haberse incorporado al puesto de

trabajo a la hora de comienzo de la jornada laboral o después del período de descanso

en el caso de jornada continuada.

4. No se considera falta de asistencia la ausencia motivada por accidente de

trabajo, enfermedad profesional, intervención quirúrgica, enfermedad común o

accidente no laboral, siempre que en estos dos últimos supuestos suponga un período

de baja superior a los cuatro días.

5. Si en el cómputo del trimestre natural no se produjeran mas de cuatro retra-

sos de una duración inferior a quince minutos cada uno se pagará al trabajador las

deducciones que se le hubieran realizado.

Artículo 21. Antigüedad. Como quiera que el devengo de este concepto ha finalizado

en treinta y uno de diciembre de dos mil cuatro, pero no así el derecho a percibirlo

por los trabajadores que lo habían devengado y consolidado de acuerdo al

artículo 20 del Convenio que ahora se revisa (B.O.P. nº 138 de 16/11/2001), la percepción

del mismo se fija de acuerdo a las siguientes reglas:

1.- El número de períodos de antigüedad devengados por cada trabajador es

el que corresponda a cada uno a treinta y uno de diciembre de dos mil cuatro, sean

éstos: trienios, cuatrienios o quinquenios. No obstante lo anterior y como el valor

del quinquenio equivale al ochenta por ciento del valor de los otras dos clases de

períodos: trienios y cuatrienios, a los solos efectos de calcular el importe a percibir

por este concepto, en los trabajadores que hubieran devengado un quinquenio,

este período se computará como cero con ocho (0,8) de los otros dos períodos de

antigüedad, de tal forma que si un trabajador hubiera devengado dos períodos de

antigüedad y uno de ellos fuese un quinquenio, su número equivalente de períodos

devengados y a percibir es de uno con ocho períodos (1,8).

2.- El valor del período de antigüedad es el que se inserta en la Tabla Salarial

Anexa, para cada categoría.

3.- El importe a percibir por este concepto, es el resultado de multiplicar el número

de períodos determinado de acuerdo al número uno anterior por el valor del período

determinado en el número dos, ambos números de este mismo artículo.

4.- Para la resolución de cualquier controversia sobre la aplicación de este artículo,

se aplicará supletoriamente el artículo 20 del Convenio que ahora se revisa

(Boletín Oficial de la Provincia n.º 138, de 16/11/2001).

Artículo 22. Plus de trabajo penoso en cámaras frigoríficas de congelación. Al

personal que por habitual función, continua o discontinua, trabajase en túneles o

cámaras de congelación, soportando temperaturas de la banda de congelación de

menos 18 grados centígrados o inferiores, percibirá un complemento del veinte por

ciento del salario base de este Convenio, por el tiempo trabajado en dichas condiciones.

Se entenderá devengado este plus aún cuando la temperatura de la banda

antes establecida, tenga oscilaciones producidas por manutención o apertura de

puertas motivadas por entrada o salida de mercancías y cuando además el trabajador

estibe y cargue manualmente los productos desde la cámara de congelación

al vehículo.

La determinación de otras circunstancias de penosidad en cámaras frigoríficas

se realizará mediante resolución de la Autoridad Laboral con los informes de la

Inspección de Trabajo, del Gabinete de Seguridad e Higiene en el Trabajo y con la

audiencia de las partes interesadas.

Por la naturaleza funcional de este plus, éste dejará de abonarse en todos los

casos, cuando desaparezcan las circunstancias causantes y se dote al trabajador

de las medidas de protección individual que eviten el riesgo, o deje de trabajarse

en estas condiciones.

Artículo 23. Plus de Nocturnidad. Cuando el trabajo se efectúe entre las veintidós

y las seis horas, la remuneración será incrementada con un plus del veinticinco

por ciento del salario base de este Convenio.

Artículo 24. Plus de Locomoción. Los trabajadores que por razones de horario

tengan que utilizar para desplazarse al centro de trabajo de fábrica, medios de

transporte que no sean los facilitados por la empresa, percibirán las siguientes cantidades

brutas:

Año 2009: Cuarenta y dos euros con siete céntimos (42,07) aquellos trabajadores

que tengan la jornada continuada, y ochenta y cuatro euros con catorce céntimos

(84,14) los que la tengan partida.

Año 2010: Cuarenta y cinco euros (45,00) aquellos trabajadores que tengan la

jornada continuada y noventa euros (90,00) los que la tengan partida.

Año 2011: Cuarenta y ocho euros (48,00) aquellos trabajadores que tengan la

jornada continuada y noventa y seis euros (96,00) los que la tengan partida.

Año 2012: Cincuenta euros (50,00) aquellos trabajadores que tengan la jornada

continuada y cien euros (100,00) los que la tengan partida.

Este plus se abonará mensualmente, exceptuando los períodos de vacaciones,

permisos e incapacidad temporal.

Artículo 25. Pluses de Penosidad, Toxicidad y Peligrosidad. El procedimiento a

arbitrar para la calificación de un puesto de trabajo como excepcionalmente penoso,

tóxico o peligroso será resuelto por la Autoridad Laboral competente, previo

informe de la Inspección de Trabajo y del Gabinete de Seguridad e Higiene.

En cualquier caso se procederá a dotar de los medios correctores precisos para

eliminar, si es que existiere, cualquier tipo de penosidad, toxicidad o peligrosidad

en los puestos de trabajo.

Artículo 26. Gratificaciones Extraordinarias. Todo trabajador tendrá derecho a dos

mensualidades en concepto de pagas extraordinarias, consistentes cada una de

ellas en el equivalente a treinta días de salario base, plus convenio y antigüedad. Se

abonarán en los meses de julio y diciembre y su devengo por doceavas partes será

el siguiente: la paga de julio se devengará desde el mes de agosto del año anterior

hasta el mes de julio del año en que se pague y la del mes de diciembre se devengará

desde el mes de enero hasta el mes de diciembre del año en que se pague.

Artículo 27. Participación en beneficios. Se establece en concepto de participación

en beneficios, una gratificación equivalente a treinta días del salario base, plus

convenio y antigüedad. Se abonará en el mes de marzo y se devengará por doceavas

partes desde el mes de enero hasta el mes de diciembre del año anterior al

que se paga.

CAPÍTULO V

RÉGIMEN DISCIPLINARIO

Artículo 28. Facultad disciplinaria. Los trabajadores podrán ser sancionados por

la Dirección de la Empresa de acuerdo a la graduación de las faltas y sanciones

que se establecen en los artículos siguientes.

BOLETÍN OFICIAL DE LA PROVINCIA DE ZAMORA

www.diputaciondezamora.es BOLETÍN OFICIAL DE LA PROVINCIA DE ZAMORA D.L. ZA/1-1958

N.º 8 – VIERNES 22 DE ENERO DE 2010 Pág. 19

R-201000154

Artículo 29. Graduación de las faltas. Toda falta cometida por un trabajador se

clasificará, atendiendo a su importancia, trascendencia o intención, en leve, grave

o muy grave.

Artículo 30. Faltas leves. Se consideran faltas leves las siguientes:

1. Las faltas de puntualidad en la incorporación al puesto de trabajo con retraso

superior a cinco minutos e inferior a treinta en el horario establecido.

2. No comunicar en tiempo oportuno la baja correspondiente cuando se falte al

trabajo por motivo justificado, a no ser que se pruebe la imposibilidad de haberlo

efectuado.

3. El abandono del servicio sin causa justificada, aunque sea por breve tiempo.

Si como consecuencia del mismo se originase perjuicio de alguna consideración a

la Empresa o fuese causa de accidente a sus compañeros de trabajo, esta falta

podrá ser considerada como grave o muy grave según los casos.

4. Pequeños descuidos reiterados en la conservación del material.

5. No atender al público con la corrección y diligencia debidos.

6. No comunicar a la empresa los cambios de residencia o domicilio.

7. Las discusiones sobre asuntos extraños al trabajo dentro de las dependencias

de la empresa. Si tales discusiones produjeran escándalo notorio, podrán ser

consideradas como falta grave o muy grave.

8. Faltar al trabajo un día al mes sin causa justificada.

Artículo 31. Faltas graves. Se considerarán faltas graves las siguientes:

1. La reincidencia en faltas no justificadas de puntualidad en la asistencia al trabajo

durante un período de treinta días.

2. Ausencias sin causa justificada por dos días durante un período de treinta

días.

3. No comunicar con la puntualidad debida los cambios experimentados en la

familia que puedan afectar a la Seguridad Social. La falta maliciosa de estos datos

se considerará como falta muy grave.

4. Entregarse a juegos o distracciones en las horas de trabajo.

5. La simulación de enfermedad o accidente.

6. La desobediencia a sus superiores en cualquier materia de trabajo. Si implicase

quebranto manifiesto de la disciplina, o de ella se derivase perjuicio notorio

para la empresa, podrá ser considerado como falta muy grave.

7. Simular la presencia de otro trabajador fichando, contestando o firmando por él.

8. La negligencia o desidia en el trabajo que afecte a la buena marcha del servicio.

9. La imprudencia en acto de trabajo. Si implicase riesgo de accidente para el

trabajador, para sus compañeros o peligro de avería para las instalaciones podrá

ser considerada como muy grave.

10. Realizar, sin el oportuno permiso, trabajos particulares durante la jornada,

así como emplear herramientas de la Empresa para usos propios.

11. La reincidencia en falta leve, aunque sea de distinta naturaleza, dentro de

un trimestre y habiendo mediado comunicación escrita.

Artículo 32. Faltas muy graves. Se considerarán como faltas muy graves, las

siguientes:

1. Mas de diez faltas no justificadas de puntualidad cometidas en un período de

seis meses, o veinte durante un año.

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2. El fraude, deslealtad o abuso de confianza en las gestiones encomendadas

y el hurto o robo, tanto a la Empresa como a los compañeros de trabajo o a cualquier

otra persona dentro de las dependencias de la Empresa o durante el trabajo

en cualquier otro lugar.

3. Hacer desaparecer, inutilizar, destrozar o causar desperfectos en materias

primas, útiles, herramientas, maquinaria, aparatos, instalaciones, edificios, enseres

y documentos de la Empresa.

4. La condena por delito o robo, hurto o malversación cometida fuera de la

Empresa o por cualquier otra clase de hechos que puedan implicar, para ésta, desconfianza

respecto a su autor y, en todo caso, la de duración superior a seis años

dictada por los Tribunales de Justicia.

5. La embriaguez habitual o drogadicción.

6. Violar el secreto de la correspondencia o documentos reservados de la

Empresa o revelar, a elementos extraños a la misma, datos de reserva obligada.

7. Los malos tratos de palabra u obra, abuso de autoridad, falta grave de respeto

y consideración a los jefes, así como a los compañeros y subordinados.

8. Causar accidentes por negligencia o imprudencia.

9. Abandonar el trabajo en puesto de responsabilidad.

10. La disminución voluntaria y continuada en el rendimiento de trabajo.

11. El originar frecuentes riñas y pendencias con los compañeros de trabajo.

12. La reincidencia en falta grave, aunque sea de distinta naturaleza, siempre

que se cometa dentro de los seis primeros meses siguientes de haberse producido

la primera.

13. El abuso de autoridad por parte de los jefes será siempre considerada como

falta grave. El que lo sufra lo pondrá inmediatamente en conocimiento del Jefe

superior del trabajador afectado y del Comité de Empresa.

Artículo 33. Régimen de sanciones. Las sanciones por faltas graves requerirán

comunicación escrita motivada al trabajador y por faltas muy graves exigirán tramitación

de expediente o procedimiento sumario en que sea oído el trabajador afectado.

En cualquier caso la Empresa dará cuenta al Comité de Empresa de toda sanción

que imponga.

Artículo 34. Sanciones máximas. Las sanciones máximas que podrán imponerse

en cada caso, atendiendo a la gravedad de la falta cometida, serán las siguientes:

a) Por faltas leves:

Amonestación verbal.

Amonestación por escrito.

b) Por faltas graves:

Suspensión de empleo y sueldo de uno a quince días.

c) Por faltas muy graves:

Suspensión de empleo y sueldo de dieciséis a sesenta días.

Inhabilitación por un período no superior a dos años para el ascenso.

Despido.

Artículo 35. Prescripción de faltas.- Se ajustará a lo prescrito en el Estatuto de

los Trabajadores.

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CAPÍTULO VI

DERECHOS SINDICALES

Artículo 36. De los Sindicatos y del Comité de Empresa. En materia de derechos

sindicales y de representación del personal en la Empresa se estará a lo dispuesto

en la Ley Orgánica de Libertad Sindical, en el Estatuto de los Trabajadores

y en las demás disposiciones legales que regulen esta materia. Se especifican los

siguientes derechos:

a) La realización de asambleas será en el Centro de Trabajo, si las condiciones

del mismo lo permiten y las mismas tendrán lugar fuera de las horas de trabajo.

b) Se concede la posibilidad de realizar seis asambleas fuera de las propias de

negociación del Convenio durante el año, con una duración máxima de treinta

minutos cada una, dentro de la jornada laboral, en el Centro de Trabajo y todo ello

contemplando lo dispuesto en el Estatuto de los Trabajadores.

c) De acuerdo con lo dispuesto en el Estatuto de los Trabajadores, los miembros

del Comité de Empresa, como representantes legales de los trabajadores, podrán

disponer de un crédito de veinte horas mensuales retribuidas, cada uno de los

miembros de dicho Comité, para el ejercicio de sus funciones de representación.

d) Podrán acumularse las anteriores “horas sindicales” de los distintos miembros

del Comité de Empresa, sin rebasar el máximo total, en uno o dos miembros

de dicho Comité y comunicando esta acumulación a la Dirección de la Empresa

con una antelación de diez días, así como los nombres de los trabajadores que

ceden las horas y en beneficio de cuales. Esta acumulación de horas sindicales

solo podrá llevarse a efecto en jornadas completas de trabajo.

CAPÍTULO VII

COMISIÓN PARITARIA

Artículo 37. Comisión Paritaria. Se constituye una Comisión Paritaria en el presente

Convenio con las funciones que se especifican en el artículo siguiente.

Estará compuesta por seis miembros: tres que serán designados por el Comité de

Empresa y los otros tres por la Dirección de la Empresa.

Las decisiones en el seno de dicha Comisión se tomarán por mayoría de sus

miembros y la misma se reunirá cada vez que lo solicite por escrito cualquiera de

las partes por causa seria y grave que afecte a los intereses generales en el ámbito

de este Convenio.

Antes de promover un conflicto colectivo sobre la interpretación o aplicación del

vigente Convenio Colectivo será requisito previo haber sometido el asunto a estudio

de la Comisión Paritaria.

Artículo 38. Funciones de la Comisión Paritaria. Sus funciones serán las

siguientes:

a) Interpretación de la aplicación de la totalidad de las cláusulas de este

Convenio.

b) Vigilancia del cumplimiento de lo pactado.

c) Cuantas otras actividades tiendan a la mayor eficacia práctica del texto del

Convenio.

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Las funciones o actividades de esta Comisión Paritaria no obstruirán en ningún

caso el libre ejercicio de la jurisdicción competente, de acuerdo con la normativa

en vigor.

CAPÍTULO VIII

CLASIFICACIÓN Y DEFINICIÓN DE CATEGORÍAS PROFESIONALES

Artículo 39. Clasificación. El personal que preste sus servicios en FREIGEL

FOOD SOLUTIONS, S.A., se hallará comprendido en razón a la función que desempeñe

dentro de los grupos genéricos siguientes:

a) Técnicos.

b) Administrativos.

c) Subalternos.

d) Obreros.

Clasificación según la función:

GRUPO A) TECNICOS. Comprenderá a su vez dos subgrupos con las siguientes

categorías:

1. Técnicos titulados:

a) Con título superior.

b) Con título no superior.

2. Técnicos no titulados:

a) Jefe técnico de fabricación.

b) Jefe de reparto y ventas.

c) Encargado general.

d) Jefe de máquinas.

e) Encargado de turno.

f) Encargado de sección.

g) Encargado de depósito.

h) Encargado de taller.

GRUPO B) ADMINISTRATIVOS. Comprende las siguientes categorías:

a) Jefe de Primera.

b) Jefe de Segunda.

c) Oficial de Primera.

d) Oficial de Segunda.

e) Auxiliar.

GRUPO C) SUBALTERNOS. Comprende las siguientes categorías:

a) Portero.

b) Ordenanza.

GRUPO D). Comprende tres subgrupos con las categorías que se detallan:

11. Oficios propios de la industria del frío:

a) Maquinistas.

b) Ayudante de maquinista.

c) Conductor repartidor.

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2º.- Oficios auxiliares:

a) Oficial de Primera.

b) Oficial de Segunda.

c) Oficial de Tercera.

3º.- Peonaje:

a) Capataces

b) Peones especializados: grueros, repartidores, carretilleros.

c) Peones o estibadores.

d) Peones manipuladores.

e) Peones de limpieza.

f) Peones manipuladores de iniciación.

g) Peones ordinarios.

Artículo 40. Las categorías especificadas anteriormente tienen carácter enunciativo

y no implican la obligación de tener provistas todas ellas, si la necesidad y

el volumen de la industria no lo requieren.

Sin embargo todo trabajador, que realice las funciones especificadas en la definición

de una categoría profesional determinada, habrá de ser remunerado, por lo

menos, con la retribución que a la misma asigna este Convenio.

Son asimismo enunciativos los distintos cometidos señalados a cada categoría

o especialidad, pues todo trabajador de la industria está obligado a realizar cuantas

tareas y operaciones le ordenen sus superiores, dentro de los generales cometidos

propios de su categoría profesional.

Artículo 41.- Definiciones.

A) CATEGORIAS PROFESIONALES DEL GRUPO TECNICO:

1. Técnico con título superior: es aquel que, en posesión de un título superior

expedido por el Estado, por medio de sus Universidades o Escuelas Oficiales

Especiales o legalmente reconocidas, ha sido contratado por la Empresa en atención

a dicho título profesional, realiza las funciones de su profesión y es retribuido

de manera exclusiva o preferente mediante sueldo o tanto alzado y sin sujeción,

por consiguiente, a la escala habitual de honorarios de la profesión respectiva.

2. Técnico con título no superior: es el que, poseyendo un título profesional y

oficial distinto del anterior, presta los servicios de su profesión desempeñando las

funciones propias de éste, siempre que perciba su retribución en la forma indicada

para el Técnico con título superior.

3. Técnico sin título: Comprende al personal que, sin título profesional alguno

como requisito, por su preparación y reconocida competencia y práctica en toda o

alguna de las fases del proceso elaborativo de la industria reglamentada, ejerce

funciones de carácter directivo o técnico especializado.

Se comprenden en este subgrupo las siguientes categorías:

a) Jefe técnico de fabricación. Es aquel que, en posesión de los conocimientos

técnicos necesarios y con la debida responsabilidad, se ocupa de la organización

de todo el proceso productivo, distribución y disciplina del personal, vigilancia de

gastos de mantenimiento y primeras materias, determinación del herramental y

maquinaria precisos y redacción de los presupuestos para todas las fases del ciclo

de producción, proponiendo las mejoras aconsejables.

b) Jefe de reparto y ventas. Es el encargado, en fábrica de importancia, de

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hacer la distribución de la producción, organizar el suministro, atender los pedidos

de los clientes, centralizar los cobros de los encargados de depósitos y repartidores

y dirigir, en suma, las operaciones propiamente mercantiles.

c) Encargado general. Es el empleado que, a las órdenes del empresario o su

representante, conoce el proceso general de la industria en sus distintas secciones,

aplicando estos conocimientos a la organización y distribución del trabajo en

ellas, manteniendo la disciplina del personal a la vez que facilita los datos generales

de producción y rendimiento.

d) Jefe de máquinas. Es aquel que, con completos conocimientos de mecánica,

está en las fábricas al frente de maquinistas y oficios auxiliares, pudiendo organizar

sus turnos y asumiendo la responsabilidad del debido funcionamiento de las

secciones.

e) Encargado de turno. Es el empleado que, dependiendo del encargado general

o técnicos superiores, tiene mando directo del personal que trabaja en el turno

de su cargo, responde de su disciplina y distribuye y organiza el trabajo en él, vigilando

la buena ejecución y cuidando de la conservación y mejor aprovechamiento

de máquinas, material y productos, proporcionando los datos sobre producción y

rendimiento del turno a su mando.

f) Encargado de sección.- Es el empleado que, dependiendo del encargado

general, encargado de turno o técnicos superiores, tiene mando directo del personal

que trabaja en la sección de su cargo, responde de su disciplina y distribuye y

organiza el trabajo en ella, vigilando la buena ejecución y cuidando de la conservación

y mejor aprovechamiento de máquinas, material y productos, proporcionando

los datos sobre producción y rendimiento de la sección a su mando.

g) Encargado de depósito de hielo. Es aquel que, en fábricas que disponen de

depósitos de hielo fuera de las instalaciones, con toda responsabilidad por cuenta

de la empresa fabril, realiza operaciones de venta, anotando los pedidos de

clientes, verificando cobros y rindiendo cuentas de las operaciones efectuadas.

h) Encargado de taller. Es el trabajador que, dependiendo del encargado general

o técnicos superiores, tiene mando directo sobre los profesionales que trabajan

en el taller (mecánicos, electricistas, fontaneros, carpinteros, etc.), responde de su

disciplina y distribuye y organiza el trabajo en el taller vigilando la buena ejecución,

conservación y reparación de máquinas e instalaciones, planifica y crea prioridades

de trabajo y proporciona datos del rendimiento de su sección.

B) CATEGORIAS PROFESIONALES DEL GRUPO ADMINISTRATIVO. En el

grupo profesional de empleados administrativos o de oficinas se consideran comprendidos

cuantos, en despachos y oficinas, ejecutan de una manera habitual funciones

de contabilidad, despacho de correspondencia, archivo, ficheros, preparación

de documentos, estadísticas y otros análogos. Comprende este grupo las

siguientes categorías:

1. Jefe de primera. Es el empleado que, con conocimientos completos del funcionamiento

de todos los servicios administrativos, lleva la responsabilidad y dirección

total de la marcha administrativa de la empresa.

2. Jefe de segunda. Es el empleado que, a las órdenes de quién dirige la marcha

administrativa de la empresa, funciona con cierta autonomía dentro del cometido

asignado al departamento o sección que rige, ordenando el trabajo del personal

que preste servicios en el mismo. Dentro de esta categoría se comprenden los

contables.

3. Oficial de primera. Es el administrativo con un servicio determinado de su

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cargo que, con iniciativa y responsabilidad restringida, con o sin otros empleados

a sus órdenes, ejecuta algunos de los siguientes trabajos: facturas y cálculos de

las mismas siempre que sea responsable de esta misión, cálculos de estadística,

transcripción en libros de cuentas corrientes, diario, mayor o corresponsales,

redacción de correspondencia con iniciativa propia, liquidaciones y cálculos de las

nóminas de salarios, sueldos y operaciones análogas y actúa directamente a las

órdenes del Jefe de primera o segunda si los hubiere, taquimecanógrafos de uno

y otro sexo en un idioma extranjero que tomen al dictado cien palabras por minuto,

traduciéndolas correcta y directamente a máquina en seis.

4. Oficial de segunda. Es el administrativo que, con iniciativa restringida y con

subordinación a Jefes y Oficiales de primera si los hubiere, efectúa operaciones

similares de menor importancia, auxiliares de contabilidad o coadyuvantes de las

mismas, transcripción en libros, organización de archivos o ficheros, correspondencia

o demás trabajos similares, taquimecanógrafos de uno y otro sexo en un idioma

nacional que tomen al dictado cien palabras por minuto, traduciéndolas correcta

y directamente a máquina en seis y el promedio de dictado se referirá como

máximo a cinco minutos.

5. Auxiliar. Es el administrativo sin iniciativa propia que se dedica, dentro de las

oficinas, a operaciones elementales administrativas y en general a las puramente

mecánicas inherentes a los trabajos de aquéllas.

C) CATEGORIAS DEL GRUPO PROFESIONAL DE SUBALTERNOS. Son los

trabajadores que desempeñan las siguientes funciones:

1. Portero. Es el trabajador que, de acuerdo con las instrucciones de sus superiores,

principalmente cuida los accesos de fábricas o locales industriales, realizando

funciones de control, custodia y vigilancia.

2. Ordenanza. Es el subalterno cuya misión consiste en hacer recados, realizar

los encargos que se le encomienden, recoger y entregar correspondencia y llevar

a cabo otros trabajos elementales por orden de sus jefes.

Los trabajadores encuadrados en las categorías de este grupo no podrán ser

nunca utilizados en labores de producción.

D) CATEGORIAS DEL GRUPO PROFESIONAL DE OBRERO. Son aquellos

trabajadores en los que predomina como característica la aportación de facultades

manuales y mecánicas.

1. Oficios propios de la industria del frío:

a) Maquinista. Es el trabajador capaz de efectuar el desmontaje y montaje de

todos los órganos móviles de las máquinas a su cuidado, así como el de válvulas,

llaves de paso, tuberías, etc… Sabrá realizar el empalme de correas y, en fin, todo

lo necesario para conservar las instalaciones en disposición de marcha, evitando o

previniendo averías. Deberá saber leer e interpretar la lectura de los aparatos indicadores

(termómetros, voltímetros, amperímetros, contadores, etc.) para lograr

siempre el debido rendimiento. Tendrá además los conocimientos mecánicos y de

electricidad necesarios para la conservación, entretenimiento y manejo de las

máquinas y aparatos que haya de utilizar o se le confíen, realizando las pequeñas

reparaciones.

b) Ayudante de maquinista. Es el que ayuda a los maquinistas en el cometido

de sus funciones, pudiendo sustituir a los mismos eventualmente. Deberá saber

leer los aparatos y verificar los engrases adecuados así como la limpieza y conservación

de máquinas y locales de la sección. Si lo permite su cometido son también

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funciones de su incumbencia las propias del gruero cuando las mismas se activen

por procedimiento eléctrico o la estiba de hielo por otro procedimiento mecánico

cualquiera.

c) Conductor repartidor. Es el operario que, en posesión del carnet de conducir

necesario, se ocupa de los vehículos de tracción mecánica o automóviles puestos

en servicio por la empresa. Efectúa la carga, custodia, entrega y distribución de los

géneros, toma nota de los pedidos y cuida del cobro de las ventas realizadas directa

o indirectamente. En los vehículos frigoríficos cuidará de la temperatura del

género transportado.

2. Oficios auxiliares. Se incluyen en este grupo genérico a aquellos que, sin ser

fundamentales a la industria del frío industrial y presuponiendo el aprendizaje de

las artes y oficios clásicos, se utilizan de manera habitual por estas empresas formando

parte del personal de las mismas. En ellos se distinguen tres grados de

capacitación:

a) Oficial de primera. Es el que, poseyendo uno de los oficios de los denominados

clásicos, lo practica y aplica con tal grado de perfección que no solo le permite

llevar a cabo trabajos generales del mismo, sino aquellos otros que suponen

especial empeño y delicadeza.

b) Oficial de segunda. Integran dicha categoría los que, sin llegar a la especialización

exigida por los trabajadores perfectos, ejecutan los correspondientes a un

determinado oficio con la suficiente corrección y eficacia.

c) Oficial de tercera. Es el que, habiendo realizado el aprendizaje de un oficio,

no ha alcanzado todavía los conocimientos prácticos indispensables para efectuar

los trabajos con la corrección exigible a un oficial de segunda.

Entre los oficios que podemos considerar a título enunciativo figuran como mas

típicos los de ajustador, tornero, electricista, montador, carpintero, conductor, etc.,

que deberán tener conocimientos para el desarrollo de las funciones asignadas por

las disposiciones legales o convencionales que establezcan sus definiciones respectivas.

Los conductores se clasificarán en oficiales de primera y segunda, según

los conocimientos de mecánica que posean y apliquen para la reparación de averías.

3. Personal obrero.

a) Capataz. Es el que dirige y vigila los trabajos realizados por los peones y

peones especializados sobre los que ejerce función de mando.

b) Peones especializados. Son los mayores de dieciocho años dedicados a funciones

concretas y determinadas en las que se requiere, aún a pesar de su sencillez,

cierta práctica operatoria. Entre ellos se consideran:

Grueros: son aquellos obreros que están encargados del manejo y cuidado de

las grúas para llevar a cabo el desmoldaje de los bastidores de los moldes de hielo;

en las instalaciones automáticas se encargan de la estiba del hielo en los silos,

siempre por procedimientos mecánicos, realizando las operaciones de engrase,

limpieza de cintas, etc., para el perfecto funcionamiento; podrán ser empleados

durante la jornada en labores de peonaje o estiba.

Repartidores: son los que tienen como misión distribuir el hielo a depósitos o a

los consumidores en los establecimientos o domicilios designados previamente por

éstos y verificar los cobros al contado.

Carretilleros: son aquellos obreros que están encargados del manejo, cuidado

y conservación de las auto-carretillas para llevar a cabo la estiba y desestiba de

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productos en las cámaras frigoríficas. Cuando las carretillas no estén en funcionamiento

podrán ser empleados durante la jornada en labores de peonaje.

c) Peones o estibadores. Son los trabajadores que tienen a su cuidado el manejo,

transporte y estibado del hielo o de las mercancías o cualquier otra labor para

cuya realización se requiera la aportación de atención y esfuerzo.

d) Peones manipuladores. Son los obreros dedicados a la manipulación de productos

frescos o conservados realizando la clasificación, corte, troceado, eviscerado,

etc., procediendo al envasado de las mercancías o cualquier otra labor para

cuya realización se requiera la aportación de atención y esfuerzo. Podrán realizar

estas labores fuera del recinto fabril, pero siempre como servicios propios de la

empresa.

e) Peones de limpieza.- Son los trabajadores que se ocupan en el aseo de los

locales o dependencias de la empresa.

f) Peones manipuladores de iniciación.- Son los obreros dedicados a la realización

de tareas manuales, incluso la manipulación de productos frescos o conservados

realizando solamente algunas de la tareas de clasificación, envasado, corte,

troceado, eviscerado, etc., pudiendo también realizar otras funciones propias de

peón para cuya realización no se requiere una cierta práctica operatoria. La permanencia

en esta categoría durante dos años ininterrumpidos, dará derecho al ascenso

a la categoría de Peón manipulador del apartado d) anterior.

g) Peones ordinarios.- Son los obreros dedicados a la realización de otras tareas

manuales no incluidas entre las correspondientes a los apartados c), d), e) y f)

anteriores.

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TABLA SALARIAL AÑO 2009

0,60%

SALARIO P L U S PLUS DE COMPUTO COMPUTO

VALOR PER.

ANTIG.

C A T E G O R I A S B A S E CONVENIO ASITENCIA MENSUAL ANUAL MES AÑO

TECNICOS TITULADOS

TITULADO GRADO SUPERIOR 1.262,68 252,32 66,09 1.581,09 23.451,99 67,44 1.011,60

TITULADO NO SUPERIOR 1.099,04 230,48 66,09 1.395,61 20.669,79 58,71 880,65

NO TITULADOS

JEFE TECNICO DE FABRICACION 1.099,04 230,48 66,09 1.395,61 20.669,79 58,71 880,65

JEFE DE REPARTO Y VENTA 1.030,92 218,68 66,09 1.315,69 19.470,99 55,06 825,90

ENCARGADO GENERAL 946,74 209,83 66,09 1.222,66 18.075,54 50,58 758,70

JEFE DE MAQUINAS 893,99 200,95 66,09 1.161,03 17.151,09 47,75 716,25

ENCARGADO DE TURNO 866,15 198,59 66,09 1.130,83 16.698,09 46,26 693,90

ENCARGADO DE SECCION 839,47 194,47 66,09 1.100,03 16.236,09 44,83 672,45

ADMINISTRATIVOS

JEFE DE PRIMERA 1.007,80 216,30 66,09 1.290,19 19.088,49 53,82 807,30

JEFE DE SEGUNDA 960,67 209,83 66,09 1.236,59 18.284,49 51,33 769,95

OFICIAL DE PRIMERA 890,05 200,95 66,09 1.157,09 17.091,99 47,55 713,25

OFICIAL DE SEGUNDA 842,43 194,47 66,09 1.102,99 16.280,49 45,02 675,30

AUXILIAR ADMINISTRATIVO 771,87 185,65 66,09 1.023,61 15.089,79 41,25 618,75

Anexo Informativo

Mejoras introducidas en el Estatuto de los Trabajadores por la Ley

para la Igualdad Efectiva de Mujeres y Hombres

Jornada de trabajo.

* Se reconoce el derecho a adaptar la duración y distribución de la jornada de

trabajo para conciliar la vida personal y familiar con la laboral.

* Esta adaptación de la jornada se realizará en la forma que se establezca en

la negociación colectiva o por acuerdo con la empresa.

(Artículo 34; punto 8 del Texto Refundido de la Ley del Estatuto del los

Trabajadores).

Permisos.

* Permiso remunerado de 2 días, en los casos de accidente, hospitalización o

intervención quirúrgica sin hospitalización de parientes hasta el segundo grado de

consaguinidad o afinidad, siempre que precise reposo domiciliario. Cuando sea

necesario un desplazamiento, el permiso será de 4 días.

(Artículo 37; punto 3; apartado b) del Texto Refundido de la L E T).

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TABLA SALARIAL AÑO 2009

0,60%

SALARIO P L U S PLUS DE COMPUTO COMPUTO

VALOR PER.

ANTIG.

C A T E G O R I A S B A S E CONVENIO ASITENCIA MENSUAL ANUAL MES AÑO

_

SUBALTERNOS

PORTERO 422,58 106,46 64,36 593,40 8.643,56 0,00 0,00

ORDENANZA 422,58 106,46 64,36 593,40 8.643,56 0,00 0,00

OTROS OFICIOS

MAQUINISTA 822,88 192,12 66,09 1.081,09 15.951,99 43,94 659,10

AYUDANTE MAQUINISTA 754,72 183,27 66,09 1.004,08 14.796,84 40,31 604,65

OFICIOS AUXILIARES

OFICIAL DE PRIMERA 834,74 193,32 66,09 1.094,15 16.147,89 44,59 668,85

OFICIAL DE SEGUNDA 806,88 189,19 66,09 1.062,16 15.668,04 43,12 646,80

OFICIAL DE TERCERA 778,41 185,04 66,09 1.029,54 15.178,74 41,58 623,70

OBREROS

CAPATAZ ENCARGADO OPERARIOS 774,24 184,85 66,09 1.025,18 15.113,34 41,35 620,25

PEON ESPECIALISTA 755,30 182,68 66,09 1.004,07 14.796,69 40,34 605,10

CARRETILLERO 755,30 182,68 66,09 1.004,07 14.796,69 40,34 605,10

PEON MANIPULADOR 746,45 175,48 66,09 988,02 14.555,94 39,86 597,90

PEON DE LIMPIEZA 746,45 175,48 66,09 988,02 14.555,94 39,86 597,90

PEON MANIPULAD. DE INICIACION 650,57 154,31 57,60 862,48 12.706,80 0,00 0,00

PEON ORDINARIO 650,57 154,31 57,60 862,48 12.706,80 0,00 0,00

* Por el tiempo indispensable para realización de exámenes prenatales y técnicas

de preparación al parto que deban realizarse dentro de la jornada de trabajo.

(Artículo 37; punto 3; apartado f) del Texto Refundido de la L E T).

* La duración del permiso de lactancia, se incrementará proporcionalmente en

los casos de parto múltiple y se podrá disfrutar acumulándolo en jornadas completas

en los términos previstos en la negociación colectiva o por un acuerdo con la

empresa. Este permiso podrá ser disfrutado indistintamente por la madre o el padre

en caso de que ambos trabajen.

(Artículo 37; punto 4; del Texto Refundido de la L E T).

* En casos de nacimientos de hijos prematuros o que, por cualquier causa,

deban permanecer hospitalizados a continuación del parto, la madre o el padre tendrán

derecho a ausentarse del trabajo durante una hora. Asimismo, tendrán derecho

a reducir su jornada de trabajo hasta un máximo de dos horas, con la disminución

proporcional del salario.

(Artículo 37; punto 4 bis; del Texto Refundido de la L E T).

* Se podrá reducir la jornada laboral entre un octavo (antes un tercio) y la mitad

para el cuidado de un menor de ocho años (antes seis años) o persona con discapacidad,

con la disminución proporcional del salario. Tendrá el mismo derecho

quien precise encargarse del cuidado directo de un familiar, hasta segundo grado

de consanguinidad o afinidad, que por razones de edad, accidente o enfermedad

no pueda valerse por si mismo, y que no desempeñe actividad retribuida. Esta

reducción de jornada constituye un derecho individual de los trabajadores, hombres

o mujeres. No obstante si dos o más trabajadores de la misma empresa generasen

este derecho por el mismo sujeto causante, el empresario podrá limitar su

ejercicio simultaneo por razones justificadas de funcionamiento de la empresa.

(Artículo 37; punto 5; del Texto Refundido de la L E T).

Vacaciones.

Se podrán disfrutar las vacaciones en fecha distinta, aunque haya terminado el

año natural a que correspondan, si coinciden con una incapacidad temporal derivada

del embarazo, el parto o la lactancia natural o con el descanso por maternidad.

(Artículo 38; punto3; párrafo 2; del Texto Refundido de la L E T).

Excedencias.

* El trabajador o trabajadora con, al menos, un año de antigüedad en la empresa,

puede pedir una excedencia voluntaria por un plazo mínimo de 4 meses y no

mayor de 5 años.

(Artículo 46; punto 2; del Texto Refundido de la L E T).

* Los trabajadores tendrán derecho a un periodo de excedencia de hasta 3

años para atender al cuidado de cada hijo, tanto cuanto lo sea por naturaleza,

como por adopción, o en los supuestos de acogimiento, tanto permanente como

preadoptivo, aunque éstos sean provisionales, a contar desde la fecha de nacimiento

o, en su caso, de la resolución judicial o administrativa.

* La excedencia por cuidado de un familiar hasta segundo grado de consanguinidad

o afinidad que no pueda valerse por si mismo, puede ser de hasta 2 años.

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* Se reconoce la posibilidad de disfrutar de forma fraccionada la excedencia por

cuidado de hijo o hija y de un familiar hasta el segundo grado de consanguinidad

o afinidad.

* La excedencia por cuidado de hijo o hija o de un familiar hasta un segundo

grado de consanguinidad o afinidad que no pueda valerse por si mismo, se considera

periodo cotizado.

(Artículo 46; punto 3; párrafos 1, 2 y 3; del Texto Refundido de la L E T).

Suspensión del contrato de trabajo.

Se introducen como nuevas causas de suspensión del contrato de trabajo:

* El permiso de paternidad.

* La situación de riesgo durante la lactancia de un menor de nueve meses.

* El permiso por acogimiento simple no inferior a un año.

* Los permisos por adopción y acogimiento de los menores de más de seis

años si son discapacitados, o tienen especiales dificultades de inserción social y

familiar debidamente acreditadas.

(Artículo 45; punto 1; apartado d) del Texto Refundido de la L E T).

Permiso por maternidad.

El permiso de maternidad por parto se podrá disfrutar por el otro progenitor o

progenitora si fallece la madre, aunque ésta no realizara ningún trabajo remunerado.

La madre podrá continuar disfrutando del permiso de maternidad por parto

hasta concluir las dieciséis semanas si fallece la hija o hijo.

El progenitor o progenitora que esté disfrutando el permiso de maternidad por parto

que le haya cedido la madre, continuará disfrutándolo aunque la madre no se reincorpore

a su puesto de trabajo por estar en situación de incapacidad temporal.

Se establece la posibilidad de ampliar el permiso de maternidad hasta 13 semanas

en los casos de parto prematuro y de recién nacidos que precisen hospitalización

superior a siete días a continuación del parto.

El permiso por maternidad se amplia en 2 semanas más para los supuestos de

discapacidad de la hija o hijo, o del menor adoptado o acogido.

(Artículo 48; punto 4; del Texto Refundido de la L E T)

Se flexibilizan los requisitos de cotización para el reconocimiento de la prestación

económica por maternidad:

* No se exige un periodo mínimo de cotización para las trabajadoras y trabajadores

menores de 21 años.

* Para las trabajadoras y trabajadores con edad entre 21 y 26 años sólo se les

exige 90 días de cotización dentro de los 7 últimos años, o 180 días cotizados en

toda su vida laboral.

* Si se es mayor de 26 años se exigen 180 días en los 7 años inmediatos anteriores,

o 360 días en toda su vida laboral.

(Artículo 133 ter.; punto 1; apartados a), b) y c); de la Ley Orgánica de igualdad

efectiva de mujeres y hombres).

Además, las trabajadoras que no reúnan el periodo de cotización exigido según

su edad tendrán derecho en el caso de parto a una prestación económica por

maternidad de 42 días.

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(Artículo 133 septies.; párrafo 2); de la Ley Orgánica de igualdad efectiva de

mujeres y hombres).

Cuando se esté disfrutando del permiso de maternidad y se extinga el contrato

de trabajo, se continuará percibiendo la prestación por maternidad hasta su finalización,

y seguidamente se podrá percibir la prestación por desempleo siempre

que reúnan los requisitos exigidos.

Cuando se esté en situación de desempleo, el tiempo de permiso por maternidad

no se descuenta de la prestación por desempleo.

Permiso por paternidad.

* Se reconoce el derecho a un permiso por paternidad, autónomo del de la

madre, de 13 días ininterrumpidos en los supuestos de nacimiento de hijo o hija,

adopción o acogimiento, que se suma al permiso ya vigente de 2 días a la mejora

del mismo establecida por convenio colectivo.

* En los supuestos de parto, adopción o acogimiento múltiple se ampliará en 2

días más por cada hija o hijo a partir del segundo.

* Puede disfrutarse simultáneamente con el permiso por maternidad del otro u

otra progenitora o una vez finalizado el mismo, y, en ambos casos, a tiempo completo

o parcial.

* Transcurridos 6 años desde la entrada en vigor de la Ley, el permiso por paternidad

será de 4 semanas.

* En el supuesto de parto, le corresponde en exclusiva al otro u otra progenitora.

* En los casos de adopción o acogimiento corresponderá, a su elección, a uno

sólo de ellos.

* La prestación económica por paternidad consiste en un subsidio equivalente

al 100% de la base reguladora correspondiente.

* Para tener derecho a la prestación económica por paternidad, se exige tener

acreditado un periodo de cotización mínimo de 180 días en los siete años anteriores,

o 360 días a lo largo de toda su vida laboral, con independencia de cuál sea

su edad.

* Cuando se esté disfrutando del permiso de paternidad y se extinga el contrato

de trabajo, se continuará percibiendo la prestación por paternidad hasta su finalización,

y seguidamente se podrá percibir la prestación por desempleo siempre

que reúnan los requisitos exigidos.

* Cuando se esté en situación de desempleo, el tiempo de permiso por paternidad

no se descuenta de la prestación por desempleo.

* Durante el permiso por paternidad se seguirá cotizando a la Seguridad Social.

* Este nuevo permiso por paternidad se podrá disfrutar por los nacimientos,

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adopciones y acogimientos que se produzcan a partir del día 24 de marzo de 2007,

fecha de entrada en vigor de la Ley para la Igualdad.

El trabajador deberá comunicar al empresario, con la debida antelación, el ejercicio

de este derecho en los términos establecidos, en su caso, en el convenio

colectivo.

(Artículo 48 bis; del Texto Refundido de la L E T).

Riesgo durante el embarazo.

Se mejora la prestación económica por riesgo durante el embarazo, que pasa

a ser del 100% de la base reguladora.

(Artículo 135; punto 3; del Texto refundido de la Ley General de la Seguridad

Social).

Riesgo durante la lactancia natural.

* Se reconoce la situación de riesgo durante la lactancia natural de un hijo o hija

menor de nueve meses cuando las condiciones de trabajo pudieran influir negativamente

en la salud de la madre o de la hija o hijo y así conste acreditado por los

servicios médicos de la Seguridad Social o de la Mutuas.

* Esta situación puede dar lugar al cambio a un puesto de trabajo exento de

riesgo o, en su caso, a la suspensión del contrato de trabajo.

(Artículo 26; puntos 2 y 4; de la Ley de Prevención de Riesgos Laborales).

* Para los supuestos de suspensión del contrato por esta causa, se crea una

prestación económica, que consiste en un subsidio equivalente al previsto para la

prestación por riesgo durante el embarazo.

* Esta prestación se extingue en el momento en que la hija o hijo cumpla la

edad de nueve meses o, en su caso, cuando la beneficiaria se reincorpore al trabajo.

(Artículo 135 ter.; de la Ley Orgánica de igualdad efectiva de mujeres y hombres).

* El tiempo que la beneficiaria esté percibiendo esta prestación, se seguirá cotizando

a la Seguridad Social.

(Artículo 106; punto 4; del Texto refundido de la Ley General de la Seguridad

Social).

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II. Administración Autonómica

JUNTA DE CASTILLA Y LEÓN

DELEGACIÓN TERRITORIAL DE ZAMORA OFICINA TERRITORIAL DE TRABAJO

Acuerdo Comisión Negociadora C.C. Empresa Freigel Food Solutions, S.A.

Tabla salarial provisional año 2010. Expte.: 03/10.

Visto el acuerdo de la Comisión Negociadora del Convenio Colectivo para la

empresa Freigel Food Solutions, S.A., código convenio 4901302, suscrito con fecha

11 de diciembre de 2009, a fin de fijar la tabla salarial provisional para el año 2010,

y de conformidad con lo dispuesto en el artículo 90, apartados 2 y 3 del Real Decreto

legislativo 1/1995, de 24 de marzo (BOE del 29), por el que se aprueba el texto

refundido de la Ley del Estatuto de los Trabajadores, y en el Real Decreto

1040/1981, de 22 de mayo, sobre registro y depósito de convenios colectivos de trabajo,

así como en los artículos 2.º, 4.º y 5.º de la Orden de 12 de septiembre de

1997, de la Consejería de Industria, Comercio y Turismo, sobre creación del registro

de Convenios Colectivos de Trabajo de la Comunidad Autónoma de Castilla y

León, esta Oficina Territorial de Trabajo acuerda:

Primero. Ordenar la inscripción del citado acuerdo en el correspondiente

Registro de Convenios de esta Oficina Territorial de Trabajo, con notificación a la

Comisión Paritaria.

Segundo. Disponer su publicación en el Boletín Oficial de la Provincia.

Así lo acuerdo y firmo en Zamora, a trece de enero del año dos mil diez.-La Jefa

de la Oficina Territorial de Trabajo de Zamora. P.A. (Resolución Delegado Territorial

13-10-2009), M.ª Teresa Martín Pozo.

Acta del acuerdo del Comité de Empresa con la Dirección

de Freigel Food Solutions, S.A.

En Roales del Pan, a once de diciembre de dos mil nueve. Las personas abajo

firmantes, en representación de la empresa y de los trabajadores, en aplicación de

lo dispuesto en el artículo 19 del vigente Convenio Colectivo de la empresa Freigel

Food Solutions, S.A.

Acuerdan

Firmar la tabla salarial provisional correspondiente al año 2010, adjuntándose

la referida tabla a este acta.

En representación de la empresa.-En representación de los trabajadores

[Rubricados.]

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