Resolution of December 2, 2021, of the General Directorate of Labor, which registered and publishes the Collective Construction Convention and Auxiliary of Railways, SA.

Seen the text of the Collective Agreement of the Construcciones Company and Auxiliary of Railways, SA (Agreement Code number 90100181012014), which was signed on May 27, 20twenty-one, on the one hand, by those designated by the Directorate of the Company, inRepresentation of the same, and, on the other, by the Company Committees, on behalf of the workers, and in accordance with the provisions of article 90, sections 2 and 3, of the Law of the Statute of Workers, recast text approved approvedBy Royal Legislative Decree 2/20fifteen, of October 23, and in Royal Decree 713/2010, of May 28, on registration and deposit of collective agreements, collective agreements and equal plans,

This General Labor Directorate resolves:

First.

Order the registration of the aforementioned collective agreement in the corresponding registry of agreements, collective work agreements and equal plans, with operation through electronic means of this management center, with notification to the negotiating commission.

Second.

Arrange its publication in the "Official State Gazette".

Madrid, December 2, 20twenty-one.–The General Labor Director, Verónica Martínez Barbero.

Collective Company Agreement CAF 20twenty-one-2022

INDEX

Chapter I.General conditions.

Article 1.Territorial scope.

Article 2.Personal scope.

Article 3.Temporary scope.

Chapter II.Working time.

Article 4.Working day.

Article 5.Holidays.

Article 6.Licenses.

Article 7.Leave.

Article 8.Birth and care of the child, a parent other than the biological mother and family care.

Article 9.Extraordinary hours.

Chapter III.Economic perceptions.

Article 10.Economic conditions.

Article 11.Homogeneization of payroll.

Article 12.Productivity.

Article 13.Displacement complement.

Article 14.Unemployment and waiting times.

Chapter IV.Employment policy.

Article fifteen.Employment policy.

Chapter v.Disabilities.

Article 16.Temporary disability.

Article 17.Disabilities permanentes.

Chapter vI.Equal opportunities and conciliation of working and family life.

Article 18.Equal opportunities and conciliation of working and family life.

Chapter vII.Training and promotion.

Article 19.Formation-promotion.

Article 20.Technological and work organization changes.

Chapter vIII.Trade union action.

Article twenty-one.Company Trade Union Sections.

Article 22.Trade union guarantees.

Article 23.Delegates and delegates of staff and company committees.

Article 24.Common guarantees.

Article 25.Rules for the exercise of common union action for company committees and union sections.

Article 26.Settlement.

Article 27.Collection Trade union fees.

Article 28.Assemblies.

Chapter IX.Occupational Health and Safety and Environment.

Article 29.Prevention of occupational hazards.

Article 30.Environment.

Article 31.Service companies.

Article 32.Outsourcing.

Article 33.Thermal stress.

Chapter x.Social benefits.

Article 34.Housing loans.

Article 35.Lunch service.

Article 36.Laundry.

Chapter xI.Euskara

Article 37.Euskara.

Collective Company Agreement CAF 20twenty-one and 2022

Business:

Mr.Zabalegi, g.

Mr.De la Puente, J.

Mra.Ezkiaga, m.

Comités de Business:

Beasain:

Mr.Martinez, a.

Mr.Jauregi, u.

Mr.Fernandino, m.

Mr.Zubeldia, a.

Mr.Afonso, j.

Mr.Torquemada, e.

Mr.Izagirre, a.

Irun:

Mr.Etxaide, g.

Mr.Apezetxea, i.

Mr.Villegas, j.

Mr.Arellano, m.

Madrid:

Mr.Romero, r.

Mr.Chillón, s.

CHAPTER I

General conditions

Preliminary article.Determination of the parties.

In Beasain on May 27, 20twenty-one, gathered the representation of the Directorate of the Construcciones Company and Railway Auxiliary, S.A., with the representation of the company committees of the same of their work centers of Beasain, Irun and Madrid, sign the following collective company agreement in relation to the working conditions that will govern in 20twenty-one and 2022.

Article 1.Territorial scope.

This agreement is applicable to the construction centers of constructions and railroad assistant, S.A., in the work centers of Beasain, Irun and Madrid.

Article 2.Personal scope.

This company agreement will affect all the workforce of the work centers of Beasain, Irun and Madrid.

Article 3.Temporary scope.

The validity of the conditions of this Agreement will be from January 1, 20twenty-one to December 31, 2022.

This Company Agreement will be tacitly extended for full years if, one month before the date of its expiration, it would not have been denounced for any of the signatory parties.

Expressly agrees, for the purposes of the provisions of article 86.3 ET, which once denounced the agreement and concluded the initial duration agreed, the validity of the agreement will be maintained until the subscription by both parties of another that replaces it, with the exception of the following clauses, which will lose their validity once theAgreement: 10.1 economic conditions in validity and fifteen.1 eventuality.

CHAPTER II

Working time

Article 4.Working day.

4.1Working day anual.

The number of work hours for the centers of Beasain and Irun, and for all shifts, will be:

- Year 20twenty-one: fifteen92.5 effective annual hours.

- Year 2022: fifteen92.5 effective annual hours.

For the collective entitled of these work centers the number of work hours will be:

- Year 20twenty-one: 1631 annual effective hours.

- Year 2022: 1631 annual effective hours.

For the Madrid work center, the day for the 20twenty-one and 2022 will be 1649 annual effective hours.

4.2 Start and end of the day.

Each worker, as ordered in current legislation, must initiate their work at the exact time indicated for its respective schedule and will also abandon it at the exact time marked by said schedule.

4.3 Work in shifts.

The shift calendar will be communicated to the workers for December fifteen of each year.

The realization of a work day to three and four shifts, will be voluntary for personnel under 20 years, or over 55, and for those who exceed, a period of fifteen years in this work regime, accumulated in a accumulated manner.In any case, this measure will be limited to the validity of this agreement, and subject to the substantial variation of the template composition.

As of January 1, 2009 and through the Secretariat, the procedure for the implementation of this measure is articulated, which necessarily takes into account the possibilities in each case, both organizational and professionals of each worker.

For personnel to two, three and four relays, productivity will be calculated on all the hours of presence, as to date it has been carried out.

4.4 snack time.

The consideration of sandwich times remains in its current practice.

The time established for sandwich will be applied, during the intensive day, for the normal schedule personnel who, at the request of the company, work over this period in this period.

4.5 Distribution of the day.

Article 9 of the current Collective Agreement of Gipuzkoa of the Siderometallurgical Industry will apply.

During the validity of this Company Agreement (20twenty-one and 2022), the possibility of using the irregular distribution of the day, as established in article 34.2 of the Workers' Statute, in your case, with agreement with the union representation, with the union representation.

4.6 Free time disposal.

Will have 24 hours of free disposal per year.

The application of this measure will be carried out in the calendar of the year 20twenty-one and 2022, which will contemplate this additional number of hours to the annual day.

The requirements and procedure for the request of the free disposition hours are regulated in the agreement adopted between the Company Committee and the Directorate of the Company dated December 14, 2017, being understood updated in accordance with this Collective Agreement.In this agreement, they are made regarding real working hours and the number of hours of free disposition.

4.7 Labor calendar.

The company will indicate the labor calendar in accordance with article 8 of the Collective Agreement of the Siderometallurgical Industry of Gipuzkoa, attending the needs and particularities of the different work centers.

Article 5.Holidays.

They will be enjoyed, for all staff for regulatory vacations, twenty -six working days.

For the calculation of the number of hours to be paid by vacation, the total number of working days of vacation (26) by the resulting average day for each year will be multiplied.The resulting number of hours will be the one that adds to the annual hours of work for the calculation of the different rates of the salary tables.

As for your compensation, thirty calendar days will be paid to 80 pH at least.

The workers and workshops of Irun, with the condition of compliance with the established agreement with respect to the holiday calendar, will enjoy another day of vacation, which will be absorbable when by legal agreement or provision the number of twenty -six days ofvacations currently governing as a standard in the three work centers.

Who, due to the company's demands, do not enjoy vacations as established in the labor calendar (and in the event that such requirement is partial, that it was for more than twelve working days), they will be entitled to another day on vacation and to choosefreely the period of your enjoyment, without this implying the conditions that are usually governing in each workshop.

Who, due to exceptional circumstances, motivated by demands of their job, would not have enjoyed their regulatory vacations established by the labor calendar, will do so before their cessation in the company.

If an IT situation occurs before the beginning or during the holiday period, this holiday period will be interrupted by the time that said it lasts.You will have the right to enjoy the pending vacations at the same time of receiving the medical discharge, although it occurs the following year.

Article 6.Licenses.

The company will grant paid license, which will be paid at 66 pH, the seniority plus and complement of assistance plus in the following cases, provided that they are justified.These licenses must be enjoyed at the time the causative fact occurred.

6.1 By marriage.

Eighteen calendar days of paid license and can be extended up to a maximum of ten calendar days of non -paid license.This license may not be absorbed, in all or part, to coincide with the holiday period.

When the causative fact occurs on a non -working day, the initial day for the enjoyment of this permit will be the first working day that follows it in the company calendar.

6.2 due to serious illness or hospitalization.

- of spouse or sons and daughters, as well as father or mother: three calendar days, being able to extend up to three more days of non -paid license.In case of serious illness or hospitalization of a political father or mother, this right is recognized whenever it is proven that they live with the working person.

- Of political fathers and mothers who do not live with the working person or sisters and brothers: two natural days paid, being able to expand in a more non -paid day.

- of grandchildren and grandmothers: two calendar days paid.

As long as the causative fact (situation of serious illness or hospitalization) is maintained, the worker will have the option to choose, according to the company, the enjoyment dates of the license.If there is no agreement, the days will be consecutive.

This permission includes the hospitalization of relatives, until 2.º Grade, by birth of son (STS 04-23-2009).

When serious illness persisted:

- You will be entitled to a second paid for three calendar days, in the case of referring to spouse or sons and daughters, and two calendar days, if you refer to fathers or sisters, regardless of whether they live with the worker or the workerThe worker, after twenty consecutive days since the end of the enjoyment of the first license, without the application of the displacement expansion application.

It will be entitled to successive unpaid licenses, in the same cases and for the same time, provided that twenty consecutive days have elapsed since the end of the previous.

- For the purposes of section 3), it will be considered as serious illness, that which requires hospitalization in optional order.In case of doubt, the facultative or the optional of the company will be consulted to advise on the basis of the following orientative criteria: need for hospitalization, surgical intervention of some importance, accompanying precision, etc..

For point 6.3, the worker prior communication to the department of RR.H H., you will have the option to choose the enjoyment in ½ days.

By surgical intervention without hospitalization that requires justified household rest:

- of the spouse, children, father/mother, brothers, grandchildren, grandparents: two calendar days.

- The worker who needs surgical intervention without hospitalization will be entitled to two calendar days paid.

6.3 By death.

- of spouse or sons and daughters: seven calendar days of paid license.

- of parents or brothers: two calendar days of paid license.

- of granddaughters, grandparents: two calendar days of paid license.

The death license of spouse, daughters, mothers/fathers or brothers, may not be absorbed if it coincided with the enjoyment of the worker's holidays or license for marriage of the worker.

When the causative fact occurs on a non -working day, the initial day for the enjoyment of this permit will be the first working day that follows it in the company calendar.

6.4 By marriage of mothers/fathers, sisters or daughters.

- A natural paid day.

Displacements: In cases 2, 3 and 4, if there were displacement greater than fifteen0 kilometers it will be extended in three calendar days.

Political relatives: For the enjoyment of the licenses of sections 3), 4) and 5) political relatives are also included in the same degree.

6.5 By transfer of habitual domicile.

A natural paid day.From the day of regulating at the new address, one month will be available to enjoy permission.

6.6 for prenatal exams.

- For the indispensable time, for the realization of prenatal exams and techniques for preparation for childbirth that must be carried out within the work day and in cases of adoption or foster care, or keep for adoption purposes, for the assistance to the mandatory sessionsof information and preparation and for the realization of the mandatory psychological and social reports prior to the declaration of suitability, always, in all cases, which must take place within the work day.

– Por la prueba de amniocentesis, biopsia corial o cordocentesis: A natural paid day a la Trabajadora tras la realización de la prueba.Likewise, for the indicated tests, the spouse or partner will have the right to a paid natural day that can enjoy the same day of the test or the next day.

- For accompaniment to ultrasound: he or the other parent different from the biological mother, will have a paid license to accompany an ultrasound for pregnancy.For the other two ultrasounds to be performed by the Public Health Service, this person may opt between the use of the accompaniment license (with the 22 -hour limit) or the use of the H13 hours later recovering said hours (H13), contributingthe corresponding supporting in the application.

6.7 for medical consultations.

- For the necessary time in the cases of worker's assistance, to a medical consultation of the Social Security specialist, when the consultation schedule with the work schedule coinciding with the work is prescribed by the optional or the optional of general medicine, and mustPresent previously, the worker, the justification wheel of the aforementioned medical prescription.

- In cases of assistance to the doctor's consultation or of the Social Security Header (optional/or general medicine), duly justified, 66 pH will be paid to the limit of 22 hours per year annually.In what exceeds, the conditions that have been governing so far will continue to be applied.

- For situations of disease of children under fourteen, with the proper medical justification where it is indicated that it requires care at home, it will be covered for the necessary time at 66 pH discounting from the 22 h of the header of the head doctor.In the event that both parents work in the company, this license can only be enjoyed by one of them.

- In the cases mentioned above, of medical assistance for Social Security, either by specialist of the same or the doctor or of the Header, it will be paid by consultation, in the conditions and limitations cited in the previous paragraphs, two hours two hoursIf it is an optional that is less than 10 kilometers from the factory, four hours if the displacement is between 10 and 25 kilometers, and the necessary time if the displacement requires more than 25 kilometers.

- In other cases of assistance and consultation provided by private medicine, 66 pH will be paid to the limit of 16 hours per year, which must also be justified.

- For the indispensable time for the accompaniment of first -degree relatives of consanguinity or who live with the worker, in chemotherapy or radiotherapy treatments.

– En los casos en los que el Trabajador o Trabajadora deba acompañar a consulta médica por la Seguridad Social o Medicina particular a familiar de primer grado de consanguinidad o familiar que conviva con esa persona, deberá presentar en RRH H su propio justificante de asistencia, así como el del familiar acompañado.This license will be paid at 66 pH computing these hours for the application purposes of the limit of 22 and 16 hours a year provided for in paragraphs 2.º and 5.º respectively of this point.Accompaniment to minor children and daughters will be considered a specialist, not computing on the limit of annual hours of the worker or.

- In the event that a worker of the night shift should go to the consultation of a social security specialist during the next morning will be entitled to absent from his job 6 hours before the time of the medical appointment,having to notice the absence in advance of 48 hours to the date of the consultation, presenting the corresponding citation document or medical steering wheel.This license will be paid at 66 pH to the limit of 16 hours per year.

6.8 Entry or Emergency Stay.

In the case that coincides with the urgency of a first -degree relative of consanguinity with the work schedule, two hours will be paid if it is an entry or stay in the emergency room to less than 10 kilometers from the factory, four hours if the displacement is between 10and 25 kilometers, and the necessary time if the displacement requires more than 25 kilometers.When a worker remains admitted to the emergency room, he will have the same treatment as the medical consultation of the Social Security Specialist and the presentation of the Emergency Report, once he is discharged, it will be sufficient to be paid as such.

6.9 for fulfilling an inexcusable duty.

- For the indispensable time, for the fulfillment of an inexcusable duty of a public and personal nature.

When the fulfillment of the aforementioned duty is the impossibility of the provision of work due to more than 20 % of the working hours, in a period of three months, the company may pass to the worker or the affected worker, to the situation ofleave regulated in section 1 of article 46 of the «Workers' Statute.

In the event that the worker for fulfill.

- By judicial summons, provided that it was not possible to go on non -working days or hours, by presenting the corresponding citation.This absence will be paid.

6.10 de facto couples.

The couples of fact indistinctly of the sex of their components, provided that coexistence is accredited sufficiently (certificate of common registration, registration of de facto couples), will generate the same rights as those contemplated in the case of sections 1, 2, 3, 4, 5, 6 and 7 of this article.

6.11 License to visit relatives (spouses, fathers/mothers, children, brothers, grandchildren, grandparents/grandmothers) deprived of liberty.

- One day for visits that take place on working days.

- If the visit coincides on the weekend, the distance in which the person deprived of liberty will be taken into account will be taken into account.If the distance exceeds 400 kilometers, a part -time license will be granted (this license will be granted on Mondays and Fridays).In any case, the company will facilitate the realization of visits giving relief changes or the possibility of recovering hours.

Article 7.Leave.

The company will grant an leave of up to twelve months to the staff with at least one age of one year in the company, with automatic reservation or reinstatement in its previous or similar job.

This leaves will be conditioned to the person requesting leave can be substituted internally and that this exit does not generate an organizational problem in the department/division.

In case of domiciliary palliative care, in the final phase of the disease, of spouse, daughters and sons, father or mother, will be entitled to an leave with automatic re -entry to the same job of up to six months, with the possibility ofhave an advance of 2.000 euros for each month of leave, with return in homogeneous quotas through the payroll discount in a period of five months for each month of leave.The minimum contribution will be maintained during the leave of leave.The worker must submit a medical report that provides said situation to the medical service of CAF to justify the leave.

Article 8.Birth and care of the child, a parent other than the biological mother and family care.

8.1 birth and care of the minor-professional other than the biological mother.

In the case of birth, the birth license and care of the child (for the biological mother and for the parent other than the biological mother) will last sixteen weeks, which will be mandatory the 6 weeks uninterrupted immediately after delivery, which, whichThey will be enjoyed full -time.

After the mandatory rest weeks immediately after delivery, the remaining ten weeks can be distributed in weekly periods to enjoy accumulated or uninterrupted and exercise until the son or daughter turns twelve months and can be enjoyed in full -time or part -time regime, prior agreement between the company and the working person.In the event that the working person opts for their "part -time" enjoy.

In the case of disability of the son or daughter at the birth, the benefit of maternity and the one related to the parent other than that of the biological mother will have an additional duration of two weeks, one for each of the parents.Equal extension will proceed in the case of multiple birth, for each son or daughter other than the first.

Likewise, for the aforementioned purposes, the progress will be recognized sufficiently documented, or not, marriage bond.

All this under the provisions of the Workers' Statute and in Law 39/1999 of November 5, on the Conciliation of the Family and Labor Life of the working people.

8.2 Adoption and care.

In the assumptions of adoption, of guardian for adoption and foster care purposes, each adopter, guardian or cozy will have a sixteen weeks license.Six weeks should be enjoyed full -time in a mandatory and uninterrupted way immediately after the judicial resolution by which the adoption or of the administrative decision of guardian for adoption or foster service is constituted.

The remaining ten weeks can be enjoyed in weekly periods, accumulated or interrupted, within the twelve months of the judicial resolution by which the adoption is constituted or the administrative decision of guardian for adoption or foster service purposes.In no case will the same minor give right to diet periods of suspension in the same working person.The enjoyment of each weekly period or, where appropriate, of the accumulation of said periods, must be communicated to the company minimally of fifteen days.The suspension of these ten weeks can be exercised in full -time or part -time regime, prior agreement between the company and the affected working person.

In the cases of international adoption, when the previous displacement of the parents to the country of origin of the adopted or adopted, the period of suspension, provided for each case in this article, may begin up to four weeks before the resolution by the resolution by the resolution by thethat adoption is constituted.

In the case of disability of the son or daughter for adoption, in a situation of guardian for adoption or foster care purposes, the provision corresponding to the adopter, guardian or cozy, will have an additional duration of two weeks, one for each of the parents.Equal extension will proceed in the assumption of adoption, keep for adoption or multiple foster care for each son or daughter other than the first.

In application of the provisions of Royal Decree 295/2009, of March 6, when the enjoyment of the "part -time" license, the worker, will have a preferential right to the determination of the most convenient schedule is adopted.

All this under the provisions of the Workers effective equality of women and men.

8.3 infant care.

In the assumptions of birth, adoption, keep the workers for adoption or foster care..The duration of the permit will be increased proportionally in cases of multiple delivery.

Those who are enjoying the breastfeeding permit for hours will be able to make a continuous day in the turn they request.

The worker for his will may replace this right with a reduction of his normal day in an hour, with the same purpose, or accumulate it in full days.

This permit constitutes an individual right of working people, without their exercise being transferred to the other parent, adopter, guardian or cozy, and will be paid at 80 pH.However, if two working people from the same company exercise this right by the same causative subject, the business management may limit their simultaneous exercise for justified reasons of the company's operation, which must communicate in writing.

8.4 common.

- Additional period of two weeks: working people who enjoy the maternity leave, adoption, guard for adoption or foster care for a period equal to or greater than one week, may opt, at the time of their completion, to enjoy the enjoyment ofAn additional period of two weeks of paid permit that will be paid at 60 pH.In the event that both parents work in the company, this additional period of two weeks can only be enjoyed by one of them.Being a license direct.

- Ex leave for child care or family care:

For child care: working people will be entitled to a period of leave of duration not exceeding three years, with automatic re -entry at the end of it, to attend to the care of each child or daughter, both when it is fornature, as by adoption, or in the cases of permanent foster care or guardian for adoption purposes, from the date of birth or in its case of the judicial or administrative resolution.

For family care: also the personnel will be entitled to a period of leave, of duration not exceeding two years, with automatic re -entry at the end of the same, to attend to the care of a family person, to the second degree of consanguinity oraffinity, that for reasons of age, accident, disease or disability, cannot use itself and do not perform paid activity.

The leave contemplated in this section constitutes an individual right of women and working men.However, if two or more people from the same company generate this right by the same causative subject, the company may limit its simultaneous exercise for justified reasons for the operation of the company.

- The excess period collected in the previous paragraphs, will be computable for seniority purposes and the worker will be entitled to assistance to professional training courses.

– All this under the provisions of the Workers' Statute and in Law 39/1999 of November 5, on the Conciliation of the Family and Labor Life of the working people.

8.5 Time flexibility.

A specific commission will be created so that in the term of the agreement the right of request to modify the entries and exits of the established schedule is regulated, defining the causes that motivate it and the limits of its application, without prejudice to the provisions of article 34.8 of ET.

Article 9.Extraordinary hours.

It will be maintained, during the validity of this Company Agreement, the policy of non -realization of overtime, establishing the necessary means for better planning and work organization.

The overtime carried out, as of January 1, 20twenty-one, will be compensated in their entirety by free time, at a rate of 1.5 per hour in the working and 1.75 per hour in the holidays, except those corresponding to the Maintenance service.

As of January 1, 20twenty-one, no worker may accumulate, pending enjoyment, more than 80 hours, not being able to perform overtime those that accumulate the limit number set to lower the aforementioned limit (40 hours).Cases of abroad displacement will be excepted, when the hours are a consequence of different schedules, and in this case, the excess of 80 hours around the factory.

During the validity of this agreement, in the first ten days of each month, the company will communicate both to the Company Committee and the corresponding controls, the relationship of people who cannot carry out overtime, according to the previous condition, notifyingturn this worker is done.

The recovered hours (H13) will be carried out after the causative fact, within a maximum period of two months.It cannot be authorized by the department/division more than two days of enjoyment with hours of these characteristics.In exceptional cases, it will be the department of RR.H H el que autorice permisos superiores a dos días, trasladando información de los mismos a la Representación Sindical.H13 hours will not proceed to the personnel who have a bag of hours pending enjoyment.The recovery of these hours may not exceed 2 hours a day and 8 on Saturdays and/or recoverable holidays.

The hours of presence will not compute for the maximum duration of the ordinary work day, nor for the maximum limit of overtime.

The hours of availability will be enjoyed, prior to the completion of the work activity, both of the fixed and eventual personnel.

For the sections of tests, trials and delivery of vehicles, the presence time will be considered, the one in which the worker or the worker is not doing effective work for reasons of displacement to provide a service outside their usual work center.

The number of overtime will not exceed 80 per year, applying in this sense the provisions of article 35 of the Workers' Statute.

Specific monitoring will be carried out in the Secretariat on the overtime performed in external plants for the purpose of fulfilling the provisions of the hours around the factory.

CHAPTER III

Economic perceptions

Article 10.Economic conditions.

10.1Economic conditions en la vigencia: Las tablas salariales que regirán durante la vigencia del presente Convenio, se establecerán sobre la base de:

- Year 20twenty-one: The set of individual basic perceptions at 80 pH in force at 31.12.2020, will be increased with the CAV CAV of the year 2020 plus 0.5 %.

- Year 2022: The set of individual basic perceptions at 80 pH in force at 31.12.20twenty-one, the CAV of the CAV of the year 20twenty-one plus 0.7 % will be increased with the CAV of the CAV.

The following criteria for the application of economic conditions during the validity of this Agreement are established:

– Si IPC < 0 % / IPC = 0 %.

– Si IPC > 1,5 % / IPC = 1,5 %.

- In any case, the minimum increase of the CPI will be guaranteed in each year of validity of this agreement.

Entitled salary levels.

The salary table of application to graduates contains 5 remuneration levels by differentiating the groups of average university graduates (grade) and higher (Master).See section "Salary Tables".

The incorporation of people without previous work experience (homologable to the activities to be carried out in CAF) or with an experience of less than two years is carried out at level 1.

The progression of these people at the following remuneration levels is done as follows:

- Level 2: Two years must pass from incorporation and obtain a positive performance evaluation.

- Level 3: Two years must take place at level 2 and obtain a positive performance evaluation.

- Level 4: You must take a year at level 3, as well as obtain a positive performance evaluation.

- Level 5: A year at level 4 must take place, as well as obtain a positive performance evaluation.

Those people of new incorporation with previous experience greater than two years can be incorporated to a higher level to the first, attending to the experience criteria defined in the previous paragraph.

Depending on the entry level in each case, the level of progression will be the same as the aforementioned.

10.2 Bases for the calculation of pluses: In each of the salary modifications indicated above, new bases for the calculation of pluses will be established.These bases for each professional category will be calculated by applying the increase in increase.

10.3 Antiquity: The new increases due to seniority that occur, will begin to accrue from the month following the day each new five -year period is fulfilled.

The criteria for the calculation of the complement of seniority will be those collected in the agreement reached by the company and the Company Committees, signed by both parties in the certificate of the early dated January 14, 2011.

10.4 Special remuneration: Special remuneration, such as relief pluses, team leadership, night and hot workshops, will increase in the same percentages as salaries, applying the corresponding reviews.

10.5 Plus of nocturnality: The calculation of the nightlife plus will be established on the basis of the amount equivalent to 20 % on the base salary and the perceived pluses of antiquity, assistance, team headquarters, and 2, 3 and 4 relays.

10.6 Plus of hot workshops: The labor staff who normally perform their services in the forge and thermal treatment of wheels, forge and thermal treatment of axles, as well as the personnel who carry out welding activities will perceive the amount of the plus of hot workshops, depending onYour dedication perceives half a day or full -time.

10.7 Plus away: In the concept of distance, the amount of the corresponding public transport will be paid.When there is no such transport, the amount of the aforementioned plus will be in 20twenty-one of 0.29 euros/km.In any case, a limitation of 8.18 euros/day is established.

10.8 Painting and welding complement: The complement to paint and welding will be paid to the painting and welding professionals who perform their profession in paint and welding jobs.

The complement to professionals who perform their profession in the activities defined by the company in the assessment carried out in 2007 and reviewed in 2013:

- Insulation placement (rock/fiberglass wool) in finishing.

- Assembly of pavements in vehicles.The assembly of floor boards is included when required with machine.The placement of traces is not contemplated.

- Cleaning of boxes and bogies in cabin (Irun).

Finally, the complement to the straightening collective will be paid based on specific working conditions of this group as established on December 3, 2008.

All people affected by this point will charge the premium through column «C».

This complement will be applied in the activities referred as long as they maintain the conditions of exceptional pain.

This chapter is closed to the application in other activities other than those indicated here.If the current activities will arise in the future, the corresponding assessment will be carried out.

10.9 exceptional plus.

For those workers who had been perceiving the exceptional plus, not included in the worker collective, the amount corresponding to the aforementioned plus will be paid in the concept of exceptional pluses.This exceptional plus will increase in the same percentages as salaries.In the case of non -destructive test technicians, if new incorporations occur, the application of the exceptional plus will be maintained provided that workers perform their activity in the same conditions as the current ones.

Regardless of the eventual recognition of the conditions of toxicity, danger or pain of a job that, the corresponding actions must be treated and set through the prevention service and prevention delegates, the parties agree that no remuneration will be establishedAdditional for none of these concepts, already included and consolidated in the set of perceptions, as stated in the previous paragraph.

10.10 Night complement: The economic complement to be received for work done at night (22 hours to 6 hours) will be:

- Year 20twenty-one: 13.16 euros/day.

10.11 Professional Training Studies.

Irun and Madrid's work centers are assigned, bound for daughters and sons who study in professional training centers, a proportional global amount according to the workforce of each center, to which the center of Beasain allocates to schoolGoierri professional.

The administration of these amounts will be made by the company committee of the respective work centers of Irun and Madrid.

Article 11.Homogeneization of payroll.

During the validity of these agreements, the liquidation of certain payroll concepts to the labor personnel according to a pre -established hours, other than the work calendars set for the 20twenty-one and 202222222.

The concepts subject to regularization will be the following:

- Base salary.

- Antiquity.

- Assistance plus.

The rest of the payroll concepts will be settled according to the hours actually made in each month.

The regularization of hours (balance between hours actually worked and paid) will be carried out semiannually or in different periods but, in any case, so that the annual compensation corresponds to the work benefit actually carried out.

All personnel will be informed monthly, at the receipt of wages, the monthly balance and accumulated balance.

Article 12.Productivity.

Productive and equipment investments, as well as organizational improvements have an impact on the company's productivity and the necessary labor cost control.

Salary increases must necessarily take into account the correlative increase in performance or results, and it cannot be sustainable policy that increase above the productivity that is achieved with the important investment effort.

The improvement in salaries above the increase in the costs of life, in a sustained way, must find its compensation in productivity improvements.This is what opens spaces to major salaries.

The company understands that productivity increases should be obtained from the performance of the investments that comes, decisively, undertaking and, very important, from the contribution of workers and workers and compliance with the set of obligations assumed individually and collectively.

In this way it is proposed:

- Strict compliance with the obligations of each worker, so that the greatest reciprocity is obtained in the materialization of working conditions.

But also, and the company wants to underline the importance of this aspect:

- Open channels to the contribution and contributions of workers and workers for productivity improvements and working conditions.

With these premises, the commitment to advance in the previous two points is maintained.

Article 13.Displacement complement.

For the 20twenty-one and 2022.

13.1 state diets.

By 20twenty-one, diets for labor and employee personnel are established in the following amounts:

- Food: 36.17 euros.

- Dinner: 36.17 euros.

- Several: 13.32 euros.

- train night: 14.65 euros.

- km.Own car: 0.36 euros/km.

For stays previously scheduled and accepted by the worker, the amount of the diet will be:

Complete diet: (food, dinner, several).

The liquidation of this diet implies at least the exit in the day before 12.00 and later arrival at 20.00 hours.

½ diet (food or dinner).

The liquidation of this diet implies, round trip on the same day with departure before 12.00 or later arrival at 22.30 hours.

- Stays up to nine months:

For stays of less than three months, previously scheduled and accepted by the worker, during the first seven days the concepts of food, dinner and several 100 % will be paid.For stays of more than seven days, diets from the eighth day will be 82 % of the amounts indicated, equivalent to 70.24 euros per day.

For stays greater than three months and less than nine months, previously scheduled and voluntarily accepted by the worker, during the first seven days they will be 100 % of the concepts of food and dinner.From the eighth day and until the end of the second month, 80 % of the same concepts.From the first day of the third month and until the end of the sixth month they will receive 70 % of the aforementioned concepts as a diet.This percentage will be reduced to 67 % from the first day of the seventh month.

These percentages of diets are the following monthly quantities:

- First month: 1.837.34 euros.

– Second mes: 1.736.07euros.

- Third month to the sixth month: 1.519.06 euros.

- Seventh month onwards: 1.453.95 euros.

- Stays greater than nine months:

For stays greater than nine months and less than one year that does not continue continuously in a single destination, the provisions of the previous section on stays up to nine months will apply.

For stays greater than nine months in the same destination, an allocation will be paid, resulting in the following scale:

- First month: 1.837.34 euros.

– Second mes: 1.736.07 euros.

- Third month to the sixth month: 1.519.06 euros.

- Seventh month onwards: 1.453.95 euros.

The company will take over the management and fertilizer of the accommodation, which will include breakfast.When due to justified cause it is not possible to have breakfast in the place of accommodation, it will be paid, after justification of the expense, the amount corresponding to breakfast for a maximum amount of 8.72 euros.In any case, and for stays that require it, a scale of expenses will be set in each case, to facilitate the management of this chapter.

Conditions for temporary displaced personnel (exceeding one week) from the center of Irun to Beasain and vice versa.

Working hours: the one in force at the Beasain work center (or Irun).

SIGN: It will be signed at the Beasain work center (or Irun) at the beginning and at the end of the workday established in this center, as well as the Beasain staff (or Irun).

Food: possibility of choice of any of the following options:

In factory: Caf dining room paid by the company.

Out of factory: in time allocated to this according to working hours (1 hour), with payment of the corresponding diet.

Travel time: an hour (joins the bag as time to enjoy H18).

Displacement fertilizer: mileage established in agreement, from individual domicile to Beasain work center (or Irun).

1/2 fertilizer of concept of several.

13.2 diets and compensation in international displacements.

- Stays up to nine months:

For scheduled stays of less than three months, the concepts and amounts established for the state level (food, dinner and several) will be applied incorporating, where appropriate, (when the concept of breakfast is not included in the accommodation) the concept of breakfast (8.72 euros)

For stays greater than three months and less than nine months, previously scheduled and voluntarily accepted by the worker, the concept of breakfast (8.82 euros) is incorporated, in the concepts of food, dinner and breakfast.During the first seven days, 100 % of breakfast, food and dinner concepts will be paid.From the eighth day and until the end of the month 80 %.In addition, these values will be increased, depending on the time of stay, at the rate of 4.00 % for each defined section, favoring the permanence, resulting in the following scale:

- First month: 2.061.63 euros.

– Second mes: 2.144.09 euros.

- Third month to sixth month: 2.229.86 euros.

- Seventh month onwards: 2.319.05 euros.

- Stays greater than nine months:

For stays greater than nine months and less than one year that does not continue continuously in a single destination, the provisions of the previous section on stays up to nine months will apply.

For stays greater than nine months in the same destination, an expatriation premium will be paid, resulting in the following scale:

- First month: 2.061.63 euros.

– Second mes: 2.144.09 euros.

- Third month to sixth month: 2.229.86 euros.

- Seventh month onwards: 2.319.05 euros.

When the stays, previously scheduled and voluntarily accepted by the worker or the worker are exceeding one year, 2 will be paid.319.05 euros desde el primer día.

Update criteria.

The determination of the corrector factor "K" to adapt the diets and expatriation premium to each country of displacement, will be carried out at the beginning of the displacement, and will be updated annually for displacements less than three months.

For stays greater than three months, and when the displacement continues in successive years at the destination, the amount set in the same value of the increase in the consumption prices index of each country is reviewed.

When the amount is paid in the currency of the country of destination, the exchange rate between the euro and the currency of the country in question will be taken as a reference, the first business day of each year and will be updated annually.

Availability plus:

For all international displacements, a plus of availability to be applied as follows is established: from the beginning to the sixth month of permanence, it will be paid at a rate of 4.79 euros/day.As of the seventh month of permanence, it will be paid at a rate of 7.95 euros/day, for the entire period of remaining displacement.

Compensation & Benefits:

- Accommodation:

The company will take over the fertilization of the accommodation.

In the abroad displacements, accommodation will be given as close as possible to the workplace, guaranteeing reasonable comfort conditions.

- Trips:

The following scale is established:

- Between six and eight months: a trip, in addition to the round trip.

- Between nine and twelve months: two trips, in addition to the round trip.

- More than a year: three trips, in addition to the round trip.

For scheduled stays exceeding one year, during the first year of displacement, the following application will be taken into account:

- When they pass between one and four months from the initial game to the end of the year: a trip, in addition to the round trip.

- When between five and eight months after the initial game until the end of the year: two trips, in addition to the round trip.

- When between nine and twelve months from the initial departure to the end of the year: three trips, in addition to the round trip.

The accumulation of them will not be admitted from one year to another (unless requirement by the company) nor can they be financially reimbursed in the event that they are not used.

In the case of displacement of family unit, they will have two trips a year for each member of the family unit (spouse and descendants), including the worker or the worker, in addition to the round trip.

- Excess luggage:

The personnel displaced by periods greater than one year, the excess luggage, both of the first leg and back, up to 50 kg will be paid.

- Insurance policy:

In all cases, an accident insurance policy will be specified, as well as, in the necessary cases, of health care.

- Schooling:

It will be attended in each case, depending on the period of permanence and the educational offer of each country, the schooling of daughters and sons that move abroad, in the conditions most assimilable to the place of origin.

- Phone calls:

Three weekly telephone calls can be made by the company, which do not exceed 10 minutes, being the same outside the workday.

- Laundry:

The company will take over the payment of the laundry.

- Public transport:

The company will take charge of public transport fertilizer.

- Languages:

Language learning courses of the country of destination will be facilitated.

- Other conditions:

The consideration of the displacement hours is maintained in its current practice.

The ordinary hours motivated by the trip that exceed the working day will be enjoyed immediately upon arrival at destination.

The departure date must be communicated to the operators and the operators in advance of seven days.

In accordance with article 40, point 6 of the ET, in cases of displacement of duration of more than three months, the worker will be entitled to a four -working permission at his home of origin for every three months of displacement, withoutComputing as such travel.

The company will facilitate the operator or operator all known information and means to prevent health disorders.

@Grove_digger used to let the Tyres Down to About 12 psi when out in the gibson desert in ozzie - only way you’d ge ... https: // t.CO/BCXQHTJWQK

— Pete Ward Sat Dec 05 17:08:fifteen +0000 2020

The Secretariat of the Company Committee will monitor these conditions.

Article 14.Unemployment and waiting times.

The unemployment hours will be paid as to date at 66 pH and the waiting at 72 pH periodically and through the Secretariat of the Company of the Company the evolution of these hours will be analyzed.

CHAPTER IV

Employment policy

Article fifteen.Employment policy.

During the validity of this Company Agreement (20twenty-one and 2022), the company will not carry out extinctions of work contracts for economic, technical, organizational or production causes without agreement with the legal representation of the personnel.

fifteen.1 eventuality.

In the case of new incorporations, work on the lines marked in the Equality Plan with respect to favoring women's access to employment and guaranteeing the same opportunities for admission to all levels will continue on the line.Likewise, and provided that the number makes it possible, when at least 25 %are produced, they will be women.

It will be maintained, for the validity of this agreement, the regulation established in the eventuality section corresponding to the employment policy for the years 2019 and 2020, included in the agreement dated November 7, 2018.

During the year 20twenty-one up to 12 MOD professionals will be hired in specific professions to meet current productive needs.10 workers will be hired in Beasain and 2 in Irun.

During the year 2022 4 participants of the competence reinforcement plan will be incorporated into delineation functions.

fifteen.2 relief contract.

During the 19twenty-one and 2022.

fifteen.3 Disabled personnel.

In the case of new incorporations, the willingness to improve quantitatively and qualitatively the occupation of disabled personnel in the template, when possible, when possible.

fifteen.4 common.

All workers suffering from sequels derived from accident at work or occupational disease, will be recognized by the medical service and will be treated with the Company Committee the measures to be taken.

Any worker may request, at his will, medical examination at the time of extinction of their employment relationship.

The situation of practices and scholarship personnel will be reviewed, maintaining the possibility of offering professional experiences of interest, adjusting actions to the legal regulation of these figures.Economic compensation will follow the pattern set by the collaborating centers.

The action policy will be maintained in the case of death due to work accident.

Chapter v

Disabilities

Article 16.Temporary disability.

In IT processes derived from professional contingencies, by the 20twenty-one and 2022, the company will complement the social benefit from day one, to reach 100 % of the remuneration.

In the concepts of IT derived from disease or non -labor accident, by the years 20twenty-one and 2022 the following compensation scale is established, which is linked to the evolution of absenteeism for this same concept, as follows.

% Absentismo	Día 1 a 7	Día 8 al 20	A partir del día twenty-one
0-3,70	100 %	100 %	100 %
3,71-4,30	7,50 €	9,39 €	100 %
> 4,30	7,50 €	9,39 €	100 %

The accessories scale will apply quarterly, taking as reference the absenteeism index of the whole of Beasain, Irun and Madrid, accumulated in the previous natural quarter.

The casualties considered relapse by Social Security will have the same consideration as at the end of the original decline for the purpose of application of the accessories scale.

24 hours will be paid in the first decline of each natural year derived from common disease or non -labor accident.

It is established for the validity of this agreement exclusively, the commitment not.

Article 17.Disabilities permanentes.

Each worker will have the right to request any type of disability, previously complying with the following requirements:

1) Business Medicine will approve the request for disability, after an examination of the worker.

2) In case of disagreement between business medicine and worker, the committee, a doctor or a neutral doctor whose opinion will serve as an advisory to business medicine and the Company Committee will be requested by the committee and the business committee.

3) Each affected worker for an IPT will be changed his job, provided that there is, and will be paid according to his performance in the new position.

A mixed commission will be formed that will study each case, and will meet both the adequacy of jobs and all the special problems that arise and leave these general regulations.

This regulation will enter into force and will have an effect for those who process the disability from the signing of this Company Agreement.

Chapter vI

Equal opportunities and conciliation of working and family life

Article 18.Equal opportunities and conciliation of working and family life.

18.1 equal opportunities.

The will to favor women's access to employment is manifested and to favor the effective application of the principle of equal treatment and non -discrimination in working conditions between men and women.

For new hiring, and provided that the number of candidacies makes it possible, it is accepted that at least 25 %be women.

The willingness to improve as much as possible the ratio of incorporations of women in ex officio professions is manifested as much as possible.

Regarding the new incorporations for production, and for those cases in which the possession of a medium or higher degree training title is not necessary, for not corresponding to the specialty to be hired, a percentage of 30 is set% for female personnel, who will be orientative and not limited and that can only be fulfilled in the event that women's training is insufficient to cover the positions in question, having to properly justify such lack of capacity, or notWomen's candidacies have been presented in sufficient number to cover that percentage.

In public calls for new hiring, it will be specified that these jobs can access both sexes.

18.2 Equality and Conciliation Commission of Work and Family Life.

The guarantee of the operation of the Equality Commission for the realization, execution and monitoring of the Equality Plan is maintained.

In the bosom of the Equality Commission, possible regulation measures will be treated, related to the conciliation of working and family life.

18.3 Gender Violence.

The victim of gender violence who is forced to leave the job in the town where he had been providing his services, to make his protection or his right to comprehensive social assistance effective, will be preferred to occupy another job, of thesame professional group, that the company has vacancy in any other of its work centers.In such cases, the company will communicate to the victim the existing vacancies at that time or those that could occur in the future.

18.4 Mobility of the center of Irun to Beasain and vice versa.

The existing list of staff will be reviewed with a transfer disposal between the Beasain and Irun plants.For temporary displacements or definitive transfers between the Beasain and Irun plants for economic, technical, organizational or production reasons, the personnel registered in this list will be preferably taken into account as long as it has at least one seniority of one year in the company andThis displacement or transfer does not generate an organizational problem in the department or division.

18.5 Distance work.

Habiéndose iniciado el 26 de mayo de 2020 el plan de desescalada en las áreas de oficinas, no vinculadas directamente con las actividades de fabricación, en base al documento «Plan de desescalada en oficinas (COVID-19)» del fifteen/05/2020 en su edición B, se ha mantenido hasta la fecha la modalidad de trabajo que combina la actividad presencial con la modalidad del teletrabajo, con el objeto de garantizar el cumplimiento de las condiciones de seguridad y salud de las personas.This mixed work modality, exceptionally implemented in the company's protocols as a result of the health containment measures derived from COVID-19, will remain until the health situation allows to increase the face-to-face activity for the assembly set of the staff.

In this period, there has been the possibility of providing the group that is included in this work modality, with at least two days of teleworking a week, of media, equipment and tools to be able to develop the distance work:

- Computer equipment.

- Computer screen.

- Keyboard and mouse.

- Ergonomic chair.

- Access to virtual desktop or VPN access.

During the application of the mixed work modality in the offices areas indicated above, it is established as an expense compensation measure, derived from the distance work modality, an amount equivalent to 2.5 euros for each work day inTeleworking modality.Compensation of this measure will be applied with retroactive effects of one year from the moment the same is implanted.

Depending on the evolution of the health situation, the company will establish the descale plan in the field of offices, increasing the face -to -face activity combined with teleworking, safely and complying with sanitary protocols.

Likewise, the company will establish, before November 30, 20twenty-one, the modality of work in the field of offices for the post-pandemic period, in which a preponderant face-to-face activity is expected, and in which the modality of the modality oftelecommuting.

In this sense, the company will base the new work modality as established in current regulations, consulting and dealing with the Company Committee, in a specific commission that will be created for this purpose, those aspects of Law 10/20twenty-one that couldbe applicable and make specific reference to collective bargaining in distance work.

Chapter vII

Training and promotion

Article 19.Formation-promotion.

19.1 Training Plan.

A training plan for the year of validity of this Agreement will be prepared.

They will be collected in the plan, technical aspects that allow a qualitative leap in the improvement and adaptation of professional and human capacities and profiles.Likewise, actions aimed at unifying command techniques will be addressed in an integral context, both professional and human relationships.

The aspects related to the execution of the training plan will be treated with the union representations through the Secretariat Commission.

The conditions of realization of the various courses of the training plan will be addressed in the Secretariat Commission, with the general 50 % delivery criteria during working hours, globally.In the case of training in occupational risk prevention, it will be 100 %.

All worker of CAF who is registered in the courses of the EP of the GOERRI that are related to the industrial activity of CAF, will have the same consideration at the time of registration as the workers nominees nominated for theCompany, including in the Training Plan.

The company will meet with the Secretariat to study the approaches presented.

Workers and workers who wish.

19.2 promotion.

The promotion for the labor and employee of the Centers of Beasain, Irun and Madrid, will be carried out through the promoted promotion system between the company and the Committee, and approved in the General Assembly in December 2007 and modified in 2010.

The promotion of promotions with a periodicity of three years is maintained.The next call for promotion promotion will be made with effect date July 1, 2022.

The promotion from second to first to all personnel is guaranteed at the time they turn twelve in the second category.This measure will be applied with retroactive effects of one year from the moment the same is implanted.

The rest of the promotions until 37 % of the promotionable personnel collected in the promotion system will be carried out by evaluation.

In the event that the number of people who accumulate twelve years old in second is exceeding 37 % of the promotions, all these people will be guaranteed ascent and will remain in the hands of the company to carry out ascents by evaluation.

Article 20.Technological and work organization changes.

The company shows the willing.

Any technological and work organization change that has muddy recycling and training needs, or some functional mobility, or changes in time measurement systems or assessment of jobs, or that may affect employment, will be negotiated with theUnion representation before its implementation, as well as the conditions of application in each case.

For this purpose, the company will submit its proposal to the union representation, providing the necessary data for its debate and negotiation and conditions of its application in its case.

If there is no agreement, the provisions of the third additional provision regarding conflict resolution will be followed.

Chapter vIII

Trade union action

Article twenty-one.Company Trade Union Sections.

The workers and workers of the Centers of Beasain, Irun and Madrid, affiliated to a legally constituted union center, can constitute a trade union section of the company.

twenty-one.1 guarantees.

The company union sections will have the following guarantees:

1) Disseminate publications and union or labor warnings in the company's premises, collect the quotes of their affiliates and cannot be hindered in their tasks of union affiliation, without the detriment of such rights being able to interfere with the work orThe general march of production.

2) Propose candidacies for elections to cover the positions of the Company Committee.

In the companies in which the election of the committee representatives has been carried out by the closed lists system, the union centralwho was chosen, and designate in his case the person who has to replace him.

3) Choose union delegates and delegates representing the affiliation of the union section before the company.

4) Use, prior notification and authorization of the company, the services of union experts, economists, lawyers, etc..In collective issues (collective bargaining, salary reviews, employment regulation files, etc..) With access to the company's premises.

5) Delegates and delegates of the Company Trade Union Sections that meet the affiliation requirements established in the following article, may summon the delegates and delegates of personnel and company committees, within the hours paid to the latter with thesame requirements and doctors established for your ordinary meetings.

6) Delegates and delegates of the Company Trade Union Sections that meet the requirements established in article 53 of the Provincial Metal Agreement of Gipuzkoa referred to in the fourth additional provision of this Agreement:

- They will have the same information and documentation that the company makes available to the company or delegate committees in their case.

- They must be informed/two, and heard/two by the company, of how many issues collectively affect workers and workers, and especially those related to:

• Employment regulation files.

• Total or partial company transfers.

• Introduction of new work systems and incentives.

• Decisions that substantially affect the organization of work.

In cases of employment regulation files, they may issue a report in the deadlines provided for in the current legislation, which will be attached in the file before the corresponding labor authority, together with the issue of the Company Committee, where appropriate, together with theConsultation completion certificate.

They will have the same treatment as the representatives of the Company Committees or Delegates of the Company Trade Union Sections, where appropriate, in terms of the priority of permanence in the same, in the cases of suspension or extinction for technological causesor economic.

7) The company will allow affiliation meetings to a trade union section in the premises of the same, outside the work hours.To the meetings of the affiliates and the affiliates of a trade union section that meets the affiliation requirements established in the following article, it may go, prior notification and authorization of the company, a responsible for the Trade Union Central.

Within the possibilities of the company, premises will be facilitated where to hold these meetings.

8) In the case of disciplinary measures dueor to the union delegate the sanction proposal.In the term of the following 48 hours, it will issue a report, which will not be binding, and the company may adopt, without further processing, the sanction it deems appropriate.

twenty-one.2 hours paid.

The delegates and delegates of trade union sections that group at least in the work centers of Beasain, Irun and Madrid, the minimum percentages that are indicated, will have the same number of hours paid per month, to real salary, that the/The representatives of the Company Committee.

Centro de trabajo	Porcentaje	Horas retribuidas
Madrid.	fifteen %	35 horas/mes
Irun.	10 %	40 horas/mes
Beasain.	10 %	40 horas/mes

In any case, if the union section groups more than 200 affiliates, it will have a union delegate, with 35 hours paid per month.

With charge at this time, if the aforementioned delegates/as unions wish, they will be able to participate in the Company Committee meetings.

twenty-one.3Licenses para reuniones.

The union sections that meet the requirement of a minimum affiliation of 10 % of the total workforce, will have for all their affiliates (not individually) of up to a maximum of five days per year of unpaid license for assistance to coursesof union training, congresses of its central and similar activities.The use of said license days will require, preceptively, prior communication of its union center 48 hours in advance if it was a single day of use and 72 hours if it is intended to use more than one day of unpaid license.

These union sections with 10 % affiliation will have up to four hours annually during the validity of this company agreement for the celebration of trade union meetings outside work hours and that will be paid only and exclusively for their affiliates.These meetings will be from the affiliation set of the convening trade union section, and can be held both inside and outside the company's premises.

Para el caso de que las Secciones Sindicales agrupen al fifteen % de afiliación, el número de horas a que se refiere el presente párrafo será de seis (6) anuales.

Likewise, union sections with 20 % affiliation will have eight (8) hours per year.

The aforementioned meetings will be convened by the union delegate or delegate, who will communicate it at a minimum of 48 hours to the management of the company, setting in said communication the date of the meeting and the agenda of the same.

For exceptional and founded reasons, the union delegate or delegate may reduce the period of not 24 hours.

When the premises in which these meetings are held is not dedicated by the company to the exclusive use of the Committee or Trade Union Sections, the time of celebration of the meeting will be set in common agreement with the management of the company.

The remuneration of these meetings will be held on real wages, without inclusion of production premium or premium for lack of incentive, where appropriate.

In accordance with the aforementioned, the union centrals must refer to the company's management, a nominal relationship of affiliates attending these meetings for the purposes of compensation of the same.

The remuneration referred to in this article may be paid, if so agreed by the corresponding union section, through the delegate or the union delegate.For this purpose, the decision will be communicated to the company, accompanying, in any case, individual writing of each of the workers authorizing the payment of said amount through its delegate, authorization, authorizationwhich will have the same validity as this Company Agreement.In these cases, the company will deliver to the delegate or the delegate of the corresponding trade union section, for its subsequent distribution, the full amount of the remuneration corresponding to the affiliation assisting to the meetings.The remuneration paid by this system will have the same salary and fiscal regime as if they were paid directly by the company to the workers and workers.

twenty-one.4Leaves.

They are excepted from the minimum necessary period of permanence in the company to the workers and the workers who reque.These leaves will have the character of forced by the time that the union mandate lasts and will be regulated by the general provisions of application in said matter.

twenty-one.5 meetings.

The Directorate of the Company or Person in whom delegate and the delegates and the delegates of the Company Trade Union Sections that meet the affiliation requirements established in article 53 of the Provincial Agreement of the Metal of Guipúzcoa, will meet quarterly to inform about the general situationof the company.

Article 22.Trade union guarantees.

For the exercise of their union rights, workers and workers will enjoy the guarantees that are subsequently listed, considering void as many pacts or acts are intended to discriminate union discrimination, and specifically:

1) condition the use of a worker, to the affiliation or non -affiliation to a trade union center.

2) The constitution or support by the business of a trade union center or company union section through financial or other aid.

3) dismiss a worker, sanction, discriminate against it or cause any type of damage due to their affiliation or non -affiliation to a trade union center or trade union section, or for its activity, provided that it adjusts tocurrent legislation.

Article 23.Delegates and delegates of staff and company committees.

23.1 composition.

The delegate or the personnel delegate and the company committees are the bodies of representation of the workers.They will have the composition and guarantees indicated in the legislation in force at all times, without prejudice to the specific ones established in this Company Agreement.

23.2 hours paid.

The paid hours for the exercise of the activity of the delegates and the personnel delegates and the representatives of the Company Committee will be the following depending on the size of the company.

Centro de trabajo	Tamaño	Horas retribuidas
Madrid.	De fifteen1 a 250 trabajadores/as.	35 horas/mes
Irun.	Más de 250 trabajadores/as.	40 horas/mes
Beasain.	Más de 250 trabajadores/as.	40 horas/mes

The hours of the delegates and the personnel delegates, the representatives of the Company Committee and Delegates and Union Delegates, may be monthly accumulated in one or several members (including the delegate or the union delegate), to the maximum double limit to those that are recognized in this article, provided that the following requirements are met:

1) that it is accumulation among the representatives of the same trade union center.

2) That the union center has a minimum of 10 % affiliation of the company's workforce.

3) That the company is informed, within the previous month and with a minimum period of eight days, the name of the person or holders who have to enjoy the accumulation.

4) That the accumulation is maintained for the period of validity of the agreement, without prejudice to the possibility of the corresponding union center of revoking such accumulation.

Without prejudice to the provisions of previously, the hours paid for the union action of the representatives of the Company Committee, may not be subject to other accumulations, unless expressly agreed with the management of the company.

In the remunerated hours established for the representatives of these agencies, an ordinary monthly meeting is included with the management of the company, and those summoned by it at the initiative of their representatives, but the remaining ones that can be convened at the initiative of the Directorate are excluded.

23.3 functions.

They will be functions of the delegate or personnel delegate or company committees, the following:

1) Ensure compliance with labor standards, risk prevention and social security in force for the company, warning the management of the possible infractions and exercising, where appropriate, as many claims were necessary for compliance.

2) Be informed/or in advance of the jobs that the company intends to cover, as well as the modalities of the new contracts (fixed, eventual, interim, part -time, home work, etc..), reasons that motivate them, duration, professional category and other general conditions of them.

Likewise, the company must deliver monthly to the representation of the workers and the workers on the contracts of a certain duration concluded in that period.

In this information, the names of the workers and the workers, the contracting, validity of the contracts and professional category must be recorded.Equal information should be provided about the extensions of the contracts made.

3) Be informed annually of the situation of prevention of occupational hazards in the company and of the measures taken for improvement.

4) Be informed/and consulted as many measures directly affect the workers, and especially those that could be adopted on:

- Employment regulation files.

- Total or partial transfers of the company.

- Introduction of new work systems or incentives.

- Incorporation of new technologies that may affect employment, working conditions, labor health or training.

- Decisions that substantially affect the organization of work.

The validity of the company's actions in the matters included in this section will be conditioned to the established information and consultation requirements.

5) Propose to the company how many measures consider adequate in terms of organization of production or technical improvements.

The company will facilitate, at least quarterly, to the company's company committee of Beasain, for having a workforce greater than 500 workers, information on business evolution, production situation, market prospects and investment planprovided.

The company will facilitate the company committees and/or delegates and union delegates, of the Irun and Madrid work centers that have less than 500 workers, periodic information about the situation and general march of the company.

The confidential information given by the company's management at meetings with the Committee will have the character of secrets.The representatives of the Company or Personnel Delegate Committee will be obliged to keep said secret even with the company's own workforce.

23.4 Information on disciplinary measures.

The disciplinary measures of a serious or very serious nature imposed by the company to any worker must be put into prior knowledge of the delegate or the personnel delegate or company committee or their union delegate, who may issue their opinion on thesame.

23.5 VIDEOGRABATIONS:

The company will respect the legal provisions and current regulations regarding video recordings.

The company will inform the Company Committee with reasonable in advance of the need to carry out recordings at the facilities of the same.The person responsible and workers of the affected area will be informed in advance;pointing in any case the objective and use that will be given to the recordings.

The operations that have previously reported, as far as possible the recording of the workers' faces will be recorded.It will be careful that there are the essential number of people observing the operation at the time of the recording avoiding situations that may be pregnant for workers.

Article 24.Common guarantees.

The delegates and delegates of personnel, members of the company committees and delegates or union delegates, will have the following common guarantees:

1) Use with prior knowledge of the company, an advertisement planks to set communications of union or labor nature.

2) to be facilitated by meeting, for common use, within the possibilities of each company.

The company committees meetings will be noted at least 24 hours in advance, except for urgent and based on which the notice may have a lower term.It will be ensured that the company committee meetings are scheduled in advance.

3) Prior to any disciplinary measure due to serious or very serious offenses and for their validity, the sanction proposal will be notified in advance of 24 hours to:

- In case of representatives of workers to the Company Committee.

- In case of delegate to the local or provincial union to which it belongs.

In the term of the following 48 hours, these agencies will issue a report, which will not be binding, and the company may adopt, without further processing, the sanction it deems appropriate.

This guarantee will remain during the two years of the expiration of the mandate.

All this without prejudice to the obligations of information established in article 64 of the Statute of Workers, Organic Law of Freedom of Association and Concordant Provisions.

The delegates of the union sections that meet the affiliation requirements established in point 19, section 8 of this Agreement, will have the guarantees established in section c) of article 68 of the current Statute of Workers.

4) Mixed commissions.

Secretariat commissions, dining room, mobility, flexibility, workload and equality are commissions composed of the representation of the company and the workers.

The secretariat has a monthly periodicity, being the rest of the quarterly commissions.The periodicity of these meetings will be respected.

Article 25.Rules for the exercise of common union action for company committees and union sections.

The use of paid hours for union action must communicate at least 24 hours in advance of the company's management.

The exercise of union activity may not interfere with the work of the rest of the workforce or the general progress of production.The workers who wish to address their representatives or delegates will do it outside the work hours.

The company will be empowered to move from work position, provisionally and during the time that its mandate lasts, to those people who, as a result of the exercise of their union activity, seriously interf.This transfer will be communicated and consulted previously to the Company Committee.The worker or the affected worker may not be economically harmed or in the development of their union activity as a consequence of the transfer.The new job must be, within the possibilities in the company, the most similar to the previous.

The paid hours for trade union action can be used both inside and outside the company.In any case, workers must justify the use of them.

Article 26.Settlement.

Any worker has the right to request the presence of the delegate or the personnel delegate or a member of the Company Committee or the delegate or the delegate of the Trade Union Section to which he is affiliated, with theObject of receiving the advice he deems appropriate, before proceeding to the signing of the receipt-child, which will be provided in advance of 48 hours, for the use he deems appropriate.

Article 27.Collection Trade union fees.

The company will collect the union quota through the personal payroll, for those centrals that request it, prior individual and written conformity of its affiliates/as.

Article 28.Assemblies.

The company will authorize the celebration of paid assemblies, both inside and outside the working hours, up to a maximum of 16 assemblies and 12 hours for each year of validity of this Company Agreement.These assemblies will be from the entire working class of the company or work center.

The assemblies will be convened by the Company Committee, at the initiative of the same or at the request of the delegate or the delegate of the Company Trade Union Section, under the conditions established in the following paragraph and up to the limit of the 16 Assemblies and 12 hours indicated.

The Company Committees will be obliged to convene paid assemblies within the established limit, when for this purpose they are required by the delegate or delegate of a business union section, provided that it groups a number of affiliation that represents, at least, at least,to 33 % of the company's total workforce.

The totality of the same section or differentiated collective, up to a maximum of 16 assemblies so summoned, deducting the sum of effective and individually consumed hours, of the global bag of hours assigned with a general character for assemblies for assemblies to assemblies,.

The call of the assemblies will be communicated at least 48 hours to the company's management, setting in said communication the date of the assembly and the agenda of the same.

The time of celebration of the Assembly will be set in common agreement with the company's management.

For exceptional and grounded reasons, the company may modify the date of celebration, and in the same way, the representation of the workers can reduce the period of notice to 24 hours.

The remuneration of these assemblies, to the established limit will be carried out on real wages, without inclusion of production premium or premiums due to lack of incentive, where appropriate.

As for the unpaid assemblies, they will continue to be held outside the working hours, according to the uses and customs that are established in the company.

CHAPTER IX

Occupational Health and Safety and Environment

Article 29.Prevention of occupational hazards.

29.1 Occupational Risk Prevention Plan.

The Occupational Risk Prevention Plan will be published annually in which the actions to be carried out in the preventive activities defined in the Occupational Prevention Manual are established.This planning includes concrete objectives, with periodic realization and evaluation dates of compliance with them.

The Occupational Risk Prevention Plan is presented and approved in the Health and Safety Committee, this being the body that performs monitoring and adopts decisions in each case, for the best compliance with the objectives set.

In the Madrid work center, preventive activities will be carried out by the Concerted Out -ings Prevention Service.

In the work centers abroad with displaced personnel, control and monitoring of the aspects related to the prevention of occupational hazards will be carried out through a technical advice on prevention, depending on the legal requirements applicable to each center.

29.2 Health surveillance.

They will be offered to the workers who request it a basic gynecological review, in an external center hired by the medical service.

In medical recognitions the PSA analysis is maintained for workers over fifty years.

The continuation of the psychosocial risk assessment in the prevention plan during the term of the agreement is contemplated.

The study will be advanced for the definition of personnel that being active, could have been exposed to the asbestos in their professional activity, adopting the health surveillance protocols provided for these cases.

Likewise, the personnel that are detected could have been included in the current list could have been exposed to the amusement in their work activity in the company.

It will be provided in the various sections of the factory of cardiac resuscitation devices.

Article 30.Environment.

The environmental objectives to be developed in this period focus on the following aspects:

- Resertification of the Management System according to ISO 14 standard.001: 2004.

- Continue with the execution of the actions derived from integrated environmental authorization.

- Continue with the implementation and development of painted processes with water -based paintings, in order to reduce the emissions of volatile organic compounds (COV’s).

- Advance the reduction of energy consumption at the level of factories.(Energy audits)

- Continue with the establishment of actions aimed at the control of the environmental aspects of external companies that develop their activity in the facilities.

Environmental programs will be developed annually, where the activities to be carried out in relation to operational control, compliance with legal requirements and environmental objectives will be defined.

Article 31.Service companies.

31.1 operation.

The decisions about what elements the activity of the company is focused and what functions are outsourced, in each case, they will take into account the practice carried to date, without this implying a limiting element.

The strictest compliance with the guarantees and conditions provided in this area will be applied and in particular those aspects related to work security and compliance with social security and contracting obligations.

31.2 prevention delegates.

In the service companies with permanent presence in the facilities of CAF and with more than 10 workers, the designation by the same of a prevention delegate will be actively promoted that coordinated both with the prevention service and with thePrevention delegates.

Article 32.Outsourcing.

The Company Committee will receive information monthly through the Secretariat of the Relationship of Subcontracted Companies, in which data related to the productive capacity and workforce of the same will be contemplated.

The subcontracting of works will be carried out taking into account the operational capacity of the different areas, as well as aspects that guarantee competitiveness.

The company will guide the volume of subcontracting to cover production needs, with the criteria held in recent years.

The company will transfer information related to subcontracting in manufacturing and engineering in hours.

By 2022, given the current forecasts of lack of workload in vehicle manufacturing divisions, a progressive reduction of subcontracting levels will be established, according to workloads.The evolution of subcontracting levels in the workload commission will be reported quarterly to the evolution of subcontracting levels.

32.1 Information about subcontracting.

The company assumes the commitment to advance information on subcontracting in CAF, both in manufacturing and engineering.For this and during the year 2017 the workload commission was formalized where the scope of the information in this matter will be discussed.

32.2 Materials provisioning.

The following conditions for the provisioning of Division 4:

Material conditioning.This work will not be carried out, being the supply already conditioned by the suppliers for the service to line.

Cover placement.The placement of deck materials can be carried out by external suppliers that perform the service to line, only in the case of large volume equipment and specific orders, using the mooring and elevation elements that are necessary for this.

The activity of external suppliers will limit itself to leaving the materials leading them on sliding screws, bolts or rods previously mounted, soldiers or, marked and positioned (case of being sliding).They will not be in the scope of their activities, therefore, nor the tasks prior to the location of the material (marked, positioned and assembly of sliding screws, clamps, coves,...) neither the subsequent ones (placement of nuts and application of tightening pairs).

That is, the logistics subcontract will be limited to locating the material on top of the "outgoing elements" prepared for it on the deck.

Line service.Will remain in division 3 and Irun as today.In division 4 the afternoon and night relay will be maintained by the supplier/is external, with a maximum capacity of 20 people.

Kitting.The assembly of the kits will be carried out with people from CAF.The service of the materials from the warehouse to the new Kitting area, as well as the service of the kits from the Kitting to Line area, will be carried out by the external supplier that performs the service to line.

The assembly of the division 3 kits will also be made with people from CAF.

The assembly of the kits for axes mounted in Miira will be done with people from CAF.

Article 33.Thermal stress.

The action protocol to prevent the risks derived from thermal stress is established in the PS-08 procedure.54-B of the health and safety management system at work.

The protocol establishes that when there are notices that high temperatures are going to be registered and preventive measures will be adopted, among others, of an organizational nature, such as breaks in the activity or reorganization of work shifts, depending on the risk of stress riskthermal.

In any case, the risk situations that are presented in the workshops and the prevention measures adopted in each case will be treated with prevention delegates.

Chapter x

Social benefits

Article 34.Housing loans.

The company will have a total of up to 800.000 euros for the granting of housing loans for each year of validity.This money will be distributed equally among all requests submitted before December 31 of each year, which meet the established requirements.

The following maximum limits are established:

– Año 20twenty-one: 17.250 euros.

- Year 2022: 17.250 euros.

The interest rate is set at: 1 %.

The amortization period: fifteen years.

Housing loans will be delivered in the first half of January of the year after the concession.

Article 35.Lunch service.

El precio de la comida para el año 20twenty-one será de 3,07 euros.

Within the prevention plan, the number of annual inspections to be carried out in the canteens is increased to three, in order to evaluate their status and the necessary improvements, where appropriate.

The dining room commission will be reactivated to assess the incorporation of possible improvements in it, considering in turn the possibility of increasing the amount of local products, always taking into account the price of the food.The analysis of the origin of the foods used in the service will be presented in the commission.

Article 36.Laundry.

The laundry service price will be increased according to the corresponding CPI for each year of validity.

Chapter xI

Euskara

Article 37.Euskara.

37.1 Euskara courses.

The company will facilitate, whenever possible, to the workers and the workers who attend the Euskara courses, the necessary time flexibility.

The company will pay the registrations to the workers of CAF that follow the Euskara courses.For the fertilizer of the registration, the presentation of the invoice will be required, as well as accrediting certification of course assistance.

37.2 HPO and Euskara Batzordea.

The application plans of the different lines marked in the HPO will be set and implemented for each year, which will affect the totality of the Beasain and Irun plants.

Para los años 20twenty-one y 2022 se destinará una partida de 25.000 additional euros for the needs that are agreed in the Basque Batzordea.

First Additional Provision.Inapplication of conditions.

Inapplication of article 82.3 of the ET in sections b) schedule and the distribution of working time, c) Working regime to shifts, e) work system and f) functions, when they exceed the limits that article 39 by functional mobility provides for functional mobilityof this law.

Inapplication when economic, technical, organizational or production causes of the working conditions provided for in this Agreement that affect matters regulated by article 82 concur..3 of the ET, in sections b) schedule and the distribution of working time, c) work regime to shifts, e) work and performance system and f) functions, when they exceed the limits that the article provides for functional mobility39 of this law, will be carried out through the following procedure:

- A period of consultations will be developed in the terms provided in article 41.4 of ET.

- In case of disagreement during the consultation period any of the parties may submit the discrepancy to the joint commission of the agreement that will have a maximum period of seven days to pronounce, to be counted since the discrepancy was raised.

-In the event that the Joint Commission of Agreement had not solved the discrepancy or when the consultation period ends without agreement, the question will be submitted to the procedure established in article 49 of the Collective Agreement of Sideromethalurgical Industry of Gipuzkoa 2010-2011 published in the«Official Gipuzkoa Bulletin» of January 27, 2011.

Inapplication of article 82.3 of the ET in sections a) Working day, d) System of salary remuneration and amount and voluntary improvements of social security protective action.

Inapplication when economic, technical, organizational or production causes of the working conditions provided for in this Agreement that affect the matters collected in article 82 concur..3 of the ET in sections a) Working day, d) System of salary remuneration and amount and voluntary improvements of social security protective action, se realizará únicamente con acuerdo entre las partes (representación de la Empresa y representación de los trabajadores y las trabajadoras).

For the purposes of this section, the agreement between both parties (representation of the company and the majority of the representation of the workers) will be necessary to submit the disagreement of the inapplication to the CCNCC (organ of inapplication of agreements at the state level) orto the ORPRICCE (Body of Inapplication of Agreements in the CAPV) or any other organ that could be created for that purpose.

Second Additional Provision.Substantial modification working conditions.

Substantial modifications of the working conditions of article 41.1 of the ET in sections b) schedule and the distribution of working time, c) regime of shifts, e) work system and f) functions, when they exceed the limits that article 39 prove for functional mobility, article 39of this law.

The substantial modifications of working conditions when there are proven economic, technical, organizational or production reasons that affect the matters included in article 41.1 of the ET in sections b) schedule and the distribution of working time, c) Working regime to shifts, e) work system and f) functions, when they exceed the limits that article 39 by functional mobility provides for functional mobilityof this law, they will continue to be carried out through the procedure of article 49 of the Collective Agreement of Sideromethalurgical Industry of Gipuzkoa.

Substantial modifications of the working conditions of article 41.1 of the ET in sections a) Workday and d) System of remuneration and salary amount.

The substantial modifications of working conditions when there are proven economic, technical, organizational or production reasons that affect the matters collected in article 41.1 of the ET in sections a) Workday and d) System of remuneration and salary amount, se realizará únicamente con acuerdo entre las partes (representación de la Empresa y representación de los/as trabajadores/as).

Third Additional Provision.Conflict resolution.

Joint Commission: For the resolution of how many doubts and divergences they can arise between the obligated parties, which are caused as a result of the interpretation, application and possible review of this Company Agreement, a joint commission is created composed of 5 representatives of the Directorate of the Directorate ofthe company and for 5 representatives of the company committees.

Presented to the Joint Commission a consultation or discrepancy around the application of the agreement or on its interpretation, it must be pronounced with its opinion or proposal for a solution, in the five days following the presentation date.Act will be raised from these meetings.

The discrepancies produced within the Joint Commission will be submitted for their solution, within a maximum period of five days, exclusively to collective conflict resolution procedures (early).

Fourth Additional Provision.Supplementary right.

In everything not provided in this Company Agreement, the provisions of the Collective Agreement of Sideromethalurgical Industry of Gipuzkoa 2020-2022 published in the “Official Gipuzkoa Bulletin” of November 24, 2020 and with agreement number 200010950119, in case of renewal of said agreement, the last signed will apply.

Despite the labor ordinance for the siderometallurgical industry dated July 29, 1970, it will be taken into account, in those subjects not regulated in the Provincial Agreement of Gipuzkoa Metal.

Accepting at the sixth additional provision of the "III State Collective Agreement of the Industry, Technology and Services of the Metal Sector" (CEM) the signatory parties expressly agree that the provisions of the aforementioned CEM will not apply in their companyIn relation to matters reserved by article 84.4 of the Statute of Workers and Article 11 CEM to the state level of negotiation.And this to the extent that these matters are regulated by this Company Agreement or by the Collective Agreement of the Siderometallurgical Industry of Gipuzkoa.

In any case, and apart from the above, in relation to the training in occupational risk prevention of the workers of CAF, SA, the Business Directorate and the legal representation of the workers expressly agree that at least at leastThe application of the provisions related to the minimum training content provided for in Annex II and IV in relation to Chapters XVII and XVIII of the CEM.The training in occupational risk prevention will be implemented based on what is collected within the annual PRL of each center.

EMPLOYEES

Vigencia: 1 de enero de 20twenty-one

Annual Basic Perceptions Table for employees and subordinates with an identical work day to those governing the Beasain factory

	Percepción a 60 PH
Anual con plus de asistencia	Mensual sin plus asistencia	Sueldo base	Escalón prima a 60 PH	Valor punto	Percepción 80 PH anual
SUBALTERNOS.
Telefonista.	30.280,56	1.844,41	1.480,60	363,81	0,208	39.882,69
Almacenero.	31.034,01	1.898,22	1.434,06	464,16	0,twenty-one4	40.848,30
Chofer turismo 2.ª.	31.464,60	1.928,98	1.532,74	396,24	0,twenty-one8	41.420,33
Almacenero «A».	32.320,78	1.990,14	1.434,06	556,08	0,224	42.488,67
ADMINISTRATIVOS, DELINEANTES, PROCESISTAS, TECNICOS DE ORGANIZACIÓN Y SERV. DE IT.
Jefe Adm. IT 1.ª.	38.591,90	2.438,07	2.075,94	362,13	0,266	50.572,09
Jefe Organiz. 1.ª.	38.591,90	2.438,07	1.934,20	503,87	0,266	50.572,09
Delin. Proyectista.	38.591,90	2.438,07	1.922,45	5fifteen,62	0,266	50.572,09
Jefe Administ. IT 2.ª/Scr. Dir.	37.666,17	2.371,95	1.905,30	466,65	0,258	49.353,64
Jefe Organiz. 2.ª.	37.666,17	2.371,95	1.896,11	475,84	0,258	49.353,64
Adm. del T. Org. Proc. IT 1.ª B.	37.4twenty-one,52	2.354,47	1.690,30	664,17	0,265	49.039,17
Adm. del T. Org. Proc. IT 1.ª A.	36.600,13	2.295,80	1.690,30	605,50	0,259	48.005,62
Adm. del T. Org. Proc. IT 1.ª.	35.546,66	2.220,56	1.690,30	530,26	0,250	46.633,91
Admt. T. Org. y Proc. IT 2.ª.	33.796,02	2.095,51	1.562,66	532,85	0,236	44.388,23
Delineante 2.ª.	33.796,02	2.095,51	1.569,18	526,33	0,236	44.388,23
Aux. Adm. Proc. IT y Calcad.	31.979,63	1.965,77	1.399,83	565,94	0,2twenty-one	42.041,44
Aux. Organización.	31.979,63	1.965,77	1.537,89	427,88	0,2twenty-one	42.041,44
TECNICOS DE LABORATORIO.
Analista 1.ª B.	37.943,25	2.391,74	1.603,36	788,38	0,270	49.737,70
Analista 1.ª A.	37.136,69	2.334,13	1.603,36	730,77	0,263	48.683,62
Analista 1.ª.	36.083,18	2.258,88	1.603,36	655,52	0,254	47.311,87
Analista 2.ª.	35.093,28	2.188,17	1.389,11	799,06	0,247	46.074,45
Aux. Laborat.	31.979,63	1.965,77	1.399,83	565,94	0,2twenty-one	42.041,44
TECNICOS DE TALLER.
Maestro 1.ª.	37.983,51	2.394,62	1.651,72	742,90	0,258	49.353,64
Maestro 2.ª.	36.377,13	2.279,88	1.619,36	660,52	0,246	47.322,94
Encargado.	35.407,77	2.twenty-one0,64	1.466,57	744,07	0,239	46.106,06
TECNICOS DE ENSAYOS DESTRUCTIVOS, NO DESTRUCTIVOS Y DE SOLDADURA.
T. Ens. y Sold 1.ª B.	37.4twenty-one,52	2.354,47	1.690,30	664,17	0,265	49.039,17
T. Ens. y Sold 1.ª A.	36.600,13	2.295,80	1.690,30	605,50	0,259	48.005,62
T. Ens. y Sold 1.ª.	35.546,66	2.220,56	1.690,30	530,26	0,250	46.633,91
T. Ens. y Sold 2.ª.	33.796,02	2.095,51	1.562,66	532,85	0,236	44.388,23
Aux. Ens. y Sold.	31.979,63	1.965,77	1.399,83	565,94	0,2twenty-one	42.041,44

	Nivel 1	Nivel 2	Nivel 3	Nivel 4	Nivel 5
TITULADOS.
University graduates.  Superiors (master).	–	43.591,74	45.752,06	48.908,51	52.064,98	55.2twenty-one,46
University graduates.  Media (grade).	–	42.274,88	43.895,11	46.908,86	49.922,58	52.936,28

Table for quinquenios application

	1	2	3	4	5	6	7
	5 %	10 %	fifteen %	20 %	25 %	30 %	35 %
SUBALTERNOS.
Telefonista.	74,03	148,06	222,09	296,12	370,fifteen	444,18	518,twenty-one
Almacenero.	71,70	143,41	2fifteen,11	286,81	358,52	430,22	501,92
Chofer turismo 2.ª.	76,64	fifteen3,27	229,91	306,55	383,19	459,82	536,46
Almacenero «A».	71,70	143,41	2fifteen,11	286,81	358,52	430,22	501,92
ADMINISTRATIVOS, DELINEANTES, PROCESISTAS, TECNICOS DE ORGANIZACIÓN Y SERV. DE IT.
Jefe Adm. IT 1.ª.	103,80	207,59	311,39	4fifteen,19	518,99	622,78	726,58
Jefe Organiz. 1.ª.	96,71	193,42	290,13	386,84	483,55	580,26	676,97
Delin. Proyectista.	96,12	192,25	288,37	384,49	480,61	576,74	672,86
Jefe Administ. IT 2.ª/Scr. Dir.	95,27	190,53	285,80	381,06	476,33	571,59	666,86
Jefe Organiz. 2.ª.	94,81	189,61	284,42	379,22	474,03	568,83	663,64
Adm.Del.T.Org.Proc.IT 1.ª B.	84,52	169,03	253,55	338,06	422,58	507,09	591,61
Adm.Del.T.Org.Proc.IT 1.ª A.	84,52	169,03	253,55	338,06	422,58	507,09	591,61
Adm.Del.T.Org.Proc.IT 1.ª.	84,52	169,03	253,55	338,06	422,58	507,09	591,61
Admt. T. Org. y Proc.IT 2.ª.	78,13	fifteen6,27	234,40	312,53	390,67	468,80	546,93
Delineante 2.ª.	78,46	fifteen6,92	235,38	313,84	392,30	470,75	549,twenty-one
Aux. Adm. Proc.IT y Calcad.	69,99	139,98	209,97	279,97	349,96	419,95	489,94
Aux. Organización.	76,89	fifteen3,79	230,68	307,58	384,47	461,37	538,26
TECNICOS DE LABORATORIO.
Analista 1.ª B.	80,17	160,34	240,50	320,67	400,84	481,01	561,18
Analista 1.ª A.	80,17	160,34	240,50	320,67	400,84	481,01	561,18
Analista 1.ª.	80,17	160,34	240,50	320,67	400,84	481,01	561,18
Analista 2.ª.	69,46	138,91	208,37	277,82	347,28	416,73	486,19
Aux. Laborat.	69,99	139,98	209,97	279,97	349,96	419,95	489,94
TECNICOS DE TALLER.
Maestro 1.ª.	82,59	165,17	247,76	330,34	412,93	495,52	578,10
Maestro 2.ª.	80,97	161,94	242,90	323,87	404,84	485,81	566,78
Encargado.	73,33	146,66	twenty-one9,99	293,31	366,64	439,97	513,30
TECNICOS DE ENSAYOS DESTRUCTIVOS Y NO DESTRUCTIVOS.
T. En. dest. y no dest. 1.ª B.	84,52	169,03	253,55	338,06	422,58	507,09	591,61
T. En. dest. y no dest. 1.ª A.	84,52	169,03	253,55	338,06	422,58	507,09	591,61
T. En. dest. y no dest. 1.ª.	84,52	169,03	253,55	338,06	422,58	507,09	591,61
T. En. dest. y no dest. 2.ª.	78,13	fifteen6,27	234,40	312,53	390,67	468,80	546,93
Aux. En. dest. y no dest.	69,99	139,98	209,97	279,97	349,96	419,95	489,94

Table for application of various pluses

	Excepcional (por hora)	Plus relevo por jornada
SUBALTERNOS.
Almacenero «A».	1,617	7,469
TECNICOS, DELINEANTES Y ADMINISTRATIVOS.
Jefe Organización de 1.ª.	2,180	8,101
Jefe Organización de 2.ª.	2,137	8,007
Delineante Proyectista.	2,167	8,101
Adm. del. T. Org. Proc. IT 1.ª B.	1,905	7,983
Adm. del. T. Org. Proc. IT 1.ª A.	1,905	7,900
Adm. del. T. Org. Proc. IT 1.ª.	1,905	7,794
Adm. del. T. Org. Proc. IT 2.ª.	1,762	7,618
Delineante 2.ª.	1,769	7,618
Auxiliar Organización.	1,734	7,435
Aux. Adm. Proc. IT y Calcad.	1,578	7,435
TECNICOS DE LABORATORIO.
Analista 1.ª B.	1,807	8,035
Analista 1.ª A.	1,807	7,954
Analista 1.ª.	1,807	7,848
Analista 2.ª.	1,566	7,749
Auxiliar de Laboratorio.	1,578	7,435
TECNICOS DE ENSAYOS DESTRUCTIVOS Y NO DESTRUCTIVOS.
Tco. Ensayos dest. y no dest. 1.ª B.	1,905	7,983
Tco. Ensayos dest. y no dest. 1.ª A.	1,905	7,900
Tco. Ensayos dest. y no dest. 1.ª.	1,905	7,794
Tco. Ensayos dest. y no dest. 2.ª.	1,762	7,618
Aux. Ensayos dest. y no dest.	1,578	7,435
TECNICOS DE TALLER.
Maestro 1.ª.	1,862	8,039
Maestro 2.ª.	1,825	7,878
Encargado.	1,653	7,780

Plus of Assistance Plus calculated for 2020

Enero.	26
Febrero.	25
Marzo.	23
Abril.	26
Mayo.	25
Junio.	24
Julio.	24
Agosto.	22 + 4 domingos
Septiembre.	24
Octubre.	26
Noviembre.	24
Diciembre.	30
Total.	299 + 4 domingos = 303 días

Annual amount of assistance plus

Plus de asistencia:

4.458.88

Value per day of the assistance plus

Plus asistencia:	13,679
Complemento asistencia:	1,037
Valor total Plus de asistencia:	14,716

Step complement to gratification

Complemento anual:

2.247,25

Application coefficients to discount the amount corresponding to the drop due to illness, plus assistance and permits or offenses

3,28767	x n.º de días abonados por baja
0,68	x n.º de horas (para permisos y faltas)
0,171	x n.º de horas (para plus de asistencia)

WORKERS

Vigencia: 1 de enero de 20twenty-one

Salary table

Normal values-General Curva

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,842	0,275	13,756	16,506	19,256
Oficial 1.ª B.	51,842	0,265	13,281	fifteen,931	18,581
Oficial 1.ª A.	51,842	0,258	12,927	fifteen,507	18,087
Prof. Siderur. 1.ª A.	50,306	0,255	12,752	fifteen,302	17,852
Oficial 1.ª.	51,842	0,251	12,544	fifteen,054	17,564
Prof. Siderur. 1.ª.	50,306	0,248	12,369	14,849	17,329
Oficial 2.ª.	49,twenty-one2	0,245	12,252	14,702	17,fifteen2
Prof. Siderur. 2.ª.	48,299	0,242	12,123	14,543	16,963
Oficial 3.ª.	45,990	0,239	11,918	14,308	16,698
Prof. Siderur. 3.ª.	45,698	0,237	11,880	14,250	16,620
Especialista.	45,504	0,237	11,828	14,198	16,568

Annual basic perceptions (1.592,50 horas de trabajo, 24 horas de libre disposición, fifteen1,50 horas de vacaciones, plus asistencia y gratificaciones)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH	Incremento real en %
Oficial 1.ª C.			38.525,13		48.249,13	0,5000
Oficial 1.ª B.			37.685,57		47.055,97	0,5000
Oficial 1.ª A.			37.059,20		46.182,08	0,5000
Prof. Siderur. 1.ª A.			36.648,23		45.665,03	0,5000
Oficial 1.ª.			36.382,19		45.257,55	0,5000
Prof. Siderur. 1.ª.			35.971,27		44.740,55	0,5000
Oficial 2.ª.			35.691,54		44.354,74	0,5000
Prof. Siderur. 2.ª.			35.404,68		43.961,80	0,5000
Oficial 3.ª.			34.889,34		43.340,38	0,5000
Prof. Siderur. 3.ª.			34.802,76		43.183,08	0,5000
Especialista.			34.697,64		43.077,96	0,5000

Normal values-corve a

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,842	0,276	13,826	16,586	19,346
Oficial 1.ª B.	51,842	0,267	13,324	fifteen,994	18,664
Oficial 1.ª A.	51,842	0,259	12,985	fifteen,575	18,165
Prof. Siderur. 1.ª A.	50,306	0,256	12,810	fifteen,370	17,930
Oficial 1.ª.	51,842	0,252	12,596	fifteen,116	17,636
Prof. Siderur. 1.ª.	50,306	0,249	12,418	14,908	17,398
Oficial 2.ª.	49,twenty-one2	0,246	12,298	14,758	17,twenty-one8
Prof. Siderur. 2.ª.	48,299	0,243	12,170	14,600	17,030
Oficial 3.ª.	45,990	0,239	11,979	14,369	16,759
Prof. Siderur. 3.ª.	45,698	0,238	11,920	14,300	16,680
Especialista.	45,504	0,238	11,867	14,247	16,627

Annual basic perceptions (1.592,50 horas de trabajo, 24 horas de libre disposición, fifteen1,50 horas de vacaciones, plus asistencia y gratificaciones)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			38.648,64		48.408,00
Oficial 1.ª B.			37.761,33		47.202,45
Oficial 1.ª A.			37.161,10		46.319,34
Prof. Siderur. 1.ª A.			36.750,13		45.802,29
Oficial 1.ª.			36.474,46		45.385,18
Prof. Siderur. 1.ª.			36.058,04		44.862,68
Oficial 2.ª.			35.774,22		44.472,78
Prof. Siderur. 2.ª.			35.487,36		44.079,84
Oficial 3.ª.			34.996,58		43.447,62
Prof. Siderur. 3.ª.			34.873,26		43.288,94
Especialista.			34.766,96		43.182,64

Normal values-corva b

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,842	0,276	13,797	16,557	19,317
Oficial 1.ª B.	51,842	0,266	13,318	fifteen,978	18,638
Oficial 1.ª A.	51,842	0,259	12,960	fifteen,550	18,140
Prof. Siderur. 1.ª A.	50,306	0,256	12,785	fifteen,345	17,905
Oficial 1.ª.	51,842	0,252	12,573	fifteen,093	17,613
Prof. Siderur. 1.ª.	50,306	0,248	12,416	14,896	17,376
Oficial 2.ª.	49,twenty-one2	0,246	12,277	14,737	17,197
Prof. Siderur. 2.ª.	48,299	0,243	12,149	14,579	17,009
Oficial 3.ª.	45,990	0,239	11,960	14,350	16,740
Prof. Siderur. 3.ª.	45,698	0,238	11,901	14,281	16,661
Especialista.	45,504	0,237	11,868	14,238	16,608

Annual basic perceptions (1.592,50 horas de trabajo, 24 horas de libre disposición, fifteen1,50 horas de vacaciones, plus asistencia y gratificaciones)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			38.597,98		48.357,34
Oficial 1.ª B.			37.750,22		47.fifteen5,98
Oficial 1.ª A.			37.117,39		46.275,63
Prof. Siderur. 1.ª A.			36.706,42		45.758,58
Oficial 1.ª.			36.433,96		45.344,68
Prof. Siderur. 1.ª.			36.054,60		44.823,88
Oficial 2.ª.			35.736,72		44.435,28
Prof. Siderur. 2.ª.			35.449,86		44.042,34
Oficial 3.ª.			34.962,42		43.413,46
Prof. Siderur. 3.ª.			34.839,60		43.255,28
Especialista.			34.768,89		43.149,twenty-one

Normal values-curva c

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,842	0,286	14,292	17,fifteen2	20,012
Oficial 1.ª B.	51,842	0,276	13,817	16,577	19,337
Oficial 1.ª A.	51,842	0,269	13,463	16,fifteen3	18,843
Prof. Siderur. 1.ª A.	50,306	0,266	13,288	fifteen,948	18,608
Oficial 1.ª.	51,842	0,262	13,080	fifteen,700	18,320
Prof. Siderur. 1.ª.	50,306	0,258	12,925	fifteen,505	18,085
Oficial 2.ª.	49,twenty-one2	0,256	12,787	fifteen,347	17,907
Prof. Siderur. 2.ª.	48,299	0,253	12,659	fifteen,189	17,719
Oficial 3.ª.	45,990	0,249	12,474	14,964	17,454
Prof. Siderur. 3.ª.	45,698	0,248	12,416	14,896	17,376
Especialista.	45,504	0,247	12,384	14,854	17,324

Annual basic perceptions (1.592,50 horas de trabajo, 24 horas de libre disposición, fifteen1,50 horas de vacaciones, plus asistencia y gratificaciones)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			39.472,13		49.585,09
Oficial 1.ª B.			38.632,57		48.391,93
Oficial 1.ª A.			38.006,20		47.518,04
Prof. Siderur. 1.ª A.			37.595,23		47.000,99
Oficial 1.ª.			37.329,19		46.593,51
Prof. Siderur. 1.ª.			36.953,63		46.076,51
Oficial 2.ª.			36.638,54		45.690,70
Prof. Siderur. 2.ª.			36.351,68		45.297,76
Oficial 3.ª.			35.871,70		44.676,34
Prof. Siderur. 3.ª.			35.749,76		44.519,04
Especialista.			35.680,00		44.413,92

Time rates for various applications

Categoría	Tasa hora base	Por quinquenio	Plus jefe de equipo	Complemento asistencia	Plus de asistencia
Oficial 1.ª C	10,703	0,535	1,778	0,178	2,344
Oficial 1.ª B	10,703	0,535	1,778	0,178	2,344
Oficial 1.ª A	10,703	0,535	1,778	0,178	2,344
Prof. Siderur. 1.ª A	10,386	0,519	1,725	0,178	2,344
Oficial 1.ª	10,703	0,535	1,778	0,178	2,344
Prof. Siderúr. 1.ª	10,386	0,519	1,725	0,178	2,344
Oficial 2.ª	10,160	0,508	1,687	0,178	2,344
Prof. Siderur. 2.ª	9,971	0,499	1,656	0,178	2,344
Oficial 3.ª	9,495	0,475	1,577	0,178	2,344
Prof. Siderúr. 3.ª	9,434	0,472	1,567	0,178	2,344
Especialista	9,394	0,470	1,560	0,178	2,344

Normal general and special curved values

	Valores punto	Prima a 60 PH	Prima a 70 PH
Curva General	A	B	C	Curva General	A	B	C	Curva General	A	B	C
Categoría.	1	3	5	7	1	3	5	7	1	3	5	7
Ofic. 1.ªC.	0.275	0,276	0,276	0,286	4,989	5,059	5,030	5,525	7,739	7,819	7,790	8,385
Ofic. 1.ªB.	0.265	0,267	0,266	0,276	4,514	4,557	4,551	5,050	7,164	7,227	7,twenty-one1	7,810
Ofic. 1.ªA.	0.258	0,259	0,259	0,269	4,160	4,twenty-one8	4,193	4,696	6,740	6,808	6,783	7,386
P. Sid.1.ª A.	0.255	0,256	0,256	0,266	4,244	4,302	4,277	4,780	6,794	6,862	6,837	7,440
Ofic. 1.ª.	0.251	0,252	0,252	0,262	3,777	3,829	3,806	4,313	6,287	6,349	6,326	6,933
P. Sid.1.ª.	0.248	0,249	0,248	0,258	3,861	3,910	3,908	4,417	6,341	6,400	6,388	6,997
Ofic. 2.ª.	0.245	0,246	0,246	0,256	3,929	3,975	3,954	4,464	6,379	6,435	6,414	7,024
P. Sid.2.ª.	0.242	0,243	0,243	0,253	3,955	4,002	3,981	4,491	6,375	6,432	6,411	7,0twenty-one
Ofic. 3.ª.	0.239	0,239	0,239	0,249	4,140	4,201	4,182	4,696	6,530	6,591	6,572	7,186
P. Sid.3.ª.	0.237	0,238	0,238	0,248	4,fifteen2	4,192	4,173	4,688	6,522	6,572	6,553	7,168
Especta.	0.237	0,238	0,237	0,247	4,132	4,171	4,172	4,688	6,502	6,551	6,542	7,fifteen8
Annual amount of assistance plus: 4.458.88. Gratification: 3.161,87.

Rates for various bonuses

	Tiempo de espera	Plus de jornada dos relevos	Tiempo parada y permisos retribuidos
Oficial 1.ª C.	8,289	8,104	6,639
Oficial 1.ª B.	7,694	7,985	6,104
Oficial 1.ª A.	7,256	7,897	5,708
Prof. Siderúr. 1.ª A.	7,304	7,853	5,774
Oficial 1.ª.	6,789	7,801	5,283
Prof. Siderúr. 1.ª.	6,837	7,757	5,349
Oficial 2.ª.	6,869	7,728	5,399
Prof. Siderúr. 2.ª.	6,859	7,696	5,407
Oficial 3.ª.	7,008	7,645	5,574
Prof. Siderúr. 3.ª.	6,996	7,635	5,574
Especialista.	6,976	7,622	5,554
Tres relay plus rate: 5,832 for all categories. Tasa día plus de cuarto turno: twenty-one,34 para todas las categorías.

Time for the calculation of overtime

	Complemento por diversos pluses
Jornal base incluyendo gratificaciones	Quinquenio	Jefe de equipo	Excepcional	Talleres calientes	Dos relevos	Tres relevos	Cuarto turno
Oficial 1.ª C.	fifteen,618	0,585	1,778	0,138	0,423	1,118	0,805	2,944
Oficial 1.ª B.	fifteen,618	0,585	1,778	0,138	0,423	1,102	0,805	2,944
Oficial 1.ª A.	fifteen,618	0,585	1,778	0,138	0,423	1,089	0,805	2,944
Prof. Siderúr. 1.ª A.	fifteen,271	0,568	1,725	0,133	0,423	1,083	0,805	2,944
Oficial 1.ª.	fifteen,618	0,585	1,778	0,138	0,423	1,076	0,805	2,944
Prof. Siderúr. 1.ª.	fifteen,271	0,568	1,725	0,133	0,423	1,070	0,805	2,944
Oficial 2.ª.	fifteen,024	0,556	1,687	0,130	0,423	1,066	0,805	2,944
Prof. Siderúr. 2.ª.	14,818	0,545	1,656	0,127	0,423	1,062	0,805	2,944
Oficial 3.ª.	14,296	0,519	1,577	0,120	0,423	1,055	0,805	2,944
Prof. Siderúr. 3.ª.	14,230	0,516	1,567	0,119	0,423	1,053	0,805	2,944
Especialista.	14,187	0,514	1,560	0,118	0,423	1,051	0,805	2,944
- The amount of the extra hour, will be the sum of the corresponding rates plus the corresponding surcharge of 75 % or 100 %, depending on whether work day or holiday.To the amount of these rates and their surcharges, the values corresponding to the assistance plus, premium at 60 pH and the variable premium will be added. - The calculation of overtime for the personnel employed, will follow the same systematic as for labor staff, applying their corresponding rates.

Time for night plus

	Complemento por diversos pluses
	Tasa base nocturno	Tasa por quinquenio	Tasa por Plus de asistencia	Plus dos relevos	Plus tres relevos	Jefe de equipo	Plus 4.º turno	Compl. noche
Oficial 1.ª C.	1,778	0,089	0,504	0,224	0,161	0,356	0,589	1,8fifteen
Oficial 1.ª B.	1,778	0,089	0,504	0,220	0,161	0,356	0,589	1,8fifteen
Oficial 1.ª A.	1,778	0,089	0,504	0,twenty-one8	0,161	0,356	0,589	1,8fifteen
Prof. Siderúr. 1.ª A.	1,725	0,086	0,504	0,twenty-one7	0,161	0,345	0,589	1,8fifteen
Oficial 1.ª.	1,778	0,089	0,504	0,2fifteen	0,161	0,356	0,589	1,8fifteen
Prof. Siderúr. 1.ª.	1,725	0,086	0,504	0,twenty-one4	0,161	0,345	0,589	1,8fifteen
Oficial 2.ª.	1,687	0,084	0,504	0,twenty-one3	0,161	0,337	0,589	1,8fifteen
Prof. Siderúr. 2.ª.	1,656	0,083	0,504	0,twenty-one2	0,161	0,331	0,589	1,8fifteen
Oficial 3.ª.	1,577	0,079	0,504	0,twenty-one1	0,161	0,3fifteen	0,589	1,8fifteen
Prof. Siderúr. 3.ª.	1,567	0,078	0,504	0,twenty-one1	0,161	0,313	0,589	1,8fifteen
Especialista.	1,560	0,078	0,504	0,twenty-one0	0,161	0,312	0,589	1,8fifteen
The amount of the nightlife plus will be the result of adding in each case, the base rate concepts, quinquenium rate and plus rate rate plus the corresponding accessories by pluses.

EMPLOYEES

Vigencia: 1 de enero de 20twenty-one

Annual basic perceptions for employees and subordinates with a work day identical to those governing in the Madrid factory

	Percepción a 60 PH
Anual conplus de asistencia	Mensual sin plus asistencia	Sueldo base	Escalón prima a 60 PH	Valor punto	Percepción 80 PH anual
SUBALTERNOS.
Telefonista.	30.081,09	1.831,70	1.471,49	360,twenty-one	0,200	39.637,45
Almacenero.	30.863,70	1.887,60	1.425,45	462,fifteen	0,205	40.603,06
Chofer turismo 2.ª.	31.289,33	1.918,00	1.523,66	394,34	0,209	41.175,09
Almacenero «A».	32.138,07	1.978,63	1.425,45	553,18	0,2fifteen	42.243,43
ADMINISTRATIVOS, DELINEANTES, PROCESISTAS, TECNICOS DE ORGANIZACIÓN Y SERV. DE IT.
Jefe Adm. IT 1.ª.	38.428,09	2.427,91	2.065,87	362,04	0,264	50.326,85
Jefe Organiz. 1.ª.	38.428,09	2.427,91	1.924,82	503,09	0,264	50.326,85
Delin. Proyectista.	38.428,09	2.427,91	1.913,14	514,77	0,264	50.326,85
Jefe Administ. IT. 2.ª/Scr. Dir.	37.465,84	2.359,18	1.895,83	463,35	0,257	49.108,40
Jefe Organiz. 2.ª.	37.465,84	2.359,18	1.886,69	472,49	0,257	49.108,40
Adm. del. T. Org. Proc. IT 1.ª B.	37.224,57	2.341,95	1.681,41	660,54	0,255	48.793,93
Adm. del. T. Org. Proc. IT 1.ª A.	36.410,62	2.283,81	1.681,41	602,40	0,249	47.760,38
Adm. del. T. Org. Proc. IT 1.ª.	35.368,31	2.209,36	1.681,41	527,95	0,240	46.388,67
Admt. T. Org. Proc. IT 2.ª.	33.598,43	2.082,94	1.554,03	528,91	0,227	44.142,99
Delineante 2.ª.	33.598,43	2.082,94	1.560,50	522,44	0,227	44.142,99
Aux. Adm. Proc. IT y Calcad.	31.764,04	1.951,91	1.391,67	560,24	0,twenty-one3	41.796,20
Aux. Organización.	31.764,04	1.951,91	1.528,93	422,98	0,twenty-one3	41.796,20
TECNICOS DE LABORATORIO.
Analista 1.ª B.	37.776,70	2.381,39	1.595,06	786,33	0,259	49.492,46
Analista 1.ª A.	36.942,22	2.3twenty-one,78	1.595,06	726,72	0,253	48.438,38
Analista 1.ª.	35.863,27	2.244,71	1.595,06	649,65	0,245	47.066,63
Analista 2.ª.	34.918,65	2.177,24	1.381,71	795,53	0,237	45.829,twenty-one
Aux. Laborat.	31.764,04	1.951,91	1.391,67	560,24	0,twenty-one3	41.796,20
TECNICOS DE TALLER.
Maestro 1.ª.	37.465,84	2.359,18	1.643,51	7fifteen,67	0,257	49.108,40
Maestro 2.ª.	35.874,34	2.245,50	1.610,96	634,54	0,245	47.077,70
Encargado.	34.950,26	2.179,50	1.458,77	720,73	0,237	45.860,82
TECNICOS DE ENSAYOS DESTRUCTIVOS, NO DESTRUCTIVOS Y DE SOLDADURA.
T. Ens. y Sold 1.ª B.	37.224,57	2.341,95	1.681,41	660,54	0,255	48.793,93
T. Ens. y Sold 1.ª A.	36.410,62	2.283,81	1.681,41	602,40	0,249	47.760,38
T. Ens. y Sold 1.ª.	35.368,31	2.209,36	1.681,41	527,95	0,240	46.388,67
T. Ens. y Sold 2.ª.	33.598,43	2.082,94	1.554,03	528,91	0,227	44.142,99
Aux. Ens. y Sold.	31.764,04	1.951,91	1.391,67	560,24	0,twenty-one3	41.796,20

Annual basic perceptions for employees and subordinates with a work day identical to those governing in the Madrid factory

		Nivel 1	Nivel 2	Nivel 3	Nivel 4	Nivel 5
TITULADOS.
University graduates.  Superiors (master).	–	43.346,50	45.506,82	48.663,27	51.819,74	54.976,23
University graduates.  Media (grade).	–	42.029,64	43.649,88	46.663,62	49.677,34	52.691,05

Table for quinquenios application

	1	2	3	4	5	6	7
	5 %	10 %	fifteen %	20 %	25 %	30 %	35 %
SUBALTERNOS.
Telefonista.	73,57	147,fifteen	220,72	294,30	367,87	441,45	5fifteen,02
Almacenero.	71,27	142,55	twenty-one3,82	285,09	356,36	427,64	498,91
Chofer turismo 2.ª.	76,18	fifteen2,37	228,55	304,73	380,92	457,10	533,28
Almacenero «A».	71,27	142,55	twenty-one3,82	285,09	356,36	427,64	498,91
ADMINISTRATIVOS, DELINEANTES, PROCESISTAS, TECNICOS DE ORGANIZACIÓN Y SERV. DE IT.
Jefe Adm. IT 1.ª.	103,29	206,59	309,88	413,17	516,47	619,76	723,05
Jefe Organiz. 1.ª.	96,24	192,48	288,72	384,96	481,twenty-one	577,45	673,69
Delin. Proyectista.	95,66	191,31	286,97	382,63	478,29	573,94	669,60
Jefe Administ. IT. 2.ª/Scr. Dir.	94,79	189,58	284,37	379,17	473,96	568,75	663,54
Jefe Organiz. 2.ª.	94,33	188,67	283,00	377,34	471,67	566,01	660,34
Adm. del. T. Org. Proc. IT 1.ª B.	84,07	168,14	252,twenty-one	336,28	420,35	504,42	588,49
Adm. del. T. Org. Proc. IT 1.ª A.	84,07	168,14	252,twenty-one	336,28	420,35	504,42	588,49
Adm. del. T. Org. Proc. IT 1.ª.	84,07	168,14	252,twenty-one	336,28	420,35	504,42	588,49
Admt. T. Org. y Proc. IT 2.ª.	77,70	fifteen5,40	233,10	310,81	388,51	466,twenty-one	543,91
Delineante 2.ª.	78,03	fifteen6,05	234,08	312,10	390,13	468,fifteen	546,18
Aux. Adm. Proc. IT y Calcad.	69,58	139,17	208,75	278,33	347,92	417,50	487,08
Aux. Organización.	76,45	fifteen2,89	229,34	305,79	382,23	458,68	535,13
TECNICOS DE LABORATORIO.
Analista 1.ª B.	79,75	fifteen9,51	239,26	319,01	398,77	478,52	558,27
Analista 1.ª A.	79,75	fifteen9,51	239,26	319,01	398,77	478,52	558,27
Analista 1.ª.	79,75	fifteen9,51	239,26	319,01	398,77	478,52	558,27
Analista 2.ª.	69,09	138,17	207,26	276,34	345,43	414,51	483,60
Aux. Laborat.	69,58	139,17	208,75	278,33	347,92	417,50	487,08
TECNICOS DE TALLER.
Maestro 1.ª.	82,18	164,35	246,53	328,70	410,88	493,05	575,23
Maestro 2.ª.	80,55	161,10	241,64	322,19	402,74	483,29	563,84
Encargado.	72,94	145,88	twenty-one8,82	291,75	364,69	437,63	510,57
TECNICOS DE ENSAYOS DESTRUCTIVOS Y NO DESTRUCTIVOS.
T. En. dest. y no dest. 1.ª B.	84,07	168,14	252,twenty-one	336,28	420,35	504,42	588,49
T. En. dest. y no dest. 1.ª A.	84,07	168,14	252,twenty-one	336,28	420,35	504,42	588,49
T. En. dest. y no dest. 1.ª.	84,07	168,14	252,twenty-one	336,28	420,35	504,42	588,49
T. En. dest. y no dest. 2.ª.	77,70	fifteen5,40	233,10	310,81	388,51	466,twenty-one	543,91
Aux. En. dest. y no dest.	69,58	139,17	208,75	278,33	347,92	417,50	487,08

Table for application of various pluses

	Excepcional (por hora)	Plus relevo por jornada
SUBALTERNOS.
Almacenero «A».	1,552	7,335
TECNICOS, DELINEANTES Y ADMINISTRATIVOS.
Jefe Organización de 1.ª.	2,095	7,946
Jefe Organización de 2.ª.	2,054	7,853
Delineante Proyectista.	2,083	7,946
Adm. del. T. Org. Proc. IT 1.ª B.	1,830	7,829
Adm. del. T. Org. Proc. IT 1.ª A.	1,830	7,750
Adm. del. T. Org. Proc. IT 1.ª.	1,830	7,649
Admt. T. Org. y Proc. IT 2.ª.	1,692	7,477
Delineante 2.ª.	1,699	7,477
Aux. Adm. Proc. Calcad. IT.	1,664	7,299
Aux. Organización.	1,5fifteen	7,299
TECNICOS DE LABORATORIO.
Analista 1.ª B.	1,736	7,883
Analista 1.ª A.	1,736	7,802
Analista 1.ª.	1,736	7,697
Analista 2.ª.	1,504	7,605
Auxiliar de Laboratorio.	1,5fifteen	7,299
TECNICOS DE ENSAYOS DESTRUCTIVOS Y NO DESTRUCTIVOS.
Tco. Ensayos dest. y no dest. 1.ª B.	1,830	7,829
Tco. Ensayos dest. y no dest. 1.ª A.	1,830	7,750
Tco. Ensayos dest. y no dest. 1.ª.	1,830	7,649
Tco. Ensayos dest. y no dest. 2.ª.	1,692	7,477
Aux. Ensayos dest. y no dest.	1,5fifteen	7,299
TECNICOS DE TALLER.
Maestro 1.ª.	1,789	7,853
Maestro 2.ª.	1,754	7,698
Encargado.	1,588	7,608

Plus of Assistance Plus calculated for 2020

Enero.	26
Febrero.	25
Marzo.	23
Abril.	26
Mayo.	25
Junio.	24
Julio.	24
Agosto.	22 + 4 domingos
Septiembre.	24
Octubre.	26
Noviembre.	24
Diciembre.	30
Total.	299 + 4 domingos = 303 días

Annual amount of assistance plus

Plus de asistencia:

4.437.29

Value per day of the assistance plus

Plus asistencia:	13,613
Complemento asistencia:	1,032
Valor total Plus de asistencia:	14,645

Step complement to gratification

Complemento anual:

2.236,36

Application coefficients to discount the amount corresponding to the drop due to illness, plus assistance and permits or offenses

3,28767	x n.º de días abonados por baja.
0,658	x n.º de horas (para permisos y faltas).
0,166	x n.º de horas (para plus de asistencia).

WORKERS

Vigencia: 1 de enero de 20twenty-one

Salary table

Normal values-General Curva

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,562	0,264	13,228	fifteen,868	18,508
Oficial 1.ª B.	51,562	0,255	12,756	fifteen,306	17,856
Oficial 1.ª A.	51,562	0,248	12,419	14,899	17,379
Prof. Siderur. 1.ª A.	50,031	0,245	12,252	14,702	17,fifteen2
Oficial 1.ª.	51,562	0,241	12,054	14,464	16,874
Prof. Siderur. 1.ª.	50,031	0,238	11,886	14,266	16,646
Oficial 2.ª.	48,939	0,235	11,775	14,125	16,475
Prof. Siderur. 2.ª.	48,029	0,233	11,633	13,963	16,293
Oficial 3.ª.	45,730	0,229	11,456	13,746	16,036
Prof. Siderur. 3.ª.	45,439	0,228	11,401	13,681	fifteen,961
Especialista.	45,246	0,227	11,370	13,640	fifteen,910

Annual basic perceptions (1.649 horas de trabajo, 24 horas de libre disposición, fifteen7 horas de vacaciones, plus de asistencia y gratificaciones)

	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			38.341,49		48.003,89
Oficial 1.ª B.			37.477,73		46.810,73
Oficial 1.ª A.			36.860,04		45.936,84
Prof. Siderur. 1.ª A.			36.452,79		45.419,79
Oficial 1.ª.			36.191,71		45.012,31
Prof. Siderur. 1.ª.			35.784,51		44.495,31
Oficial 2.ª.			35.508,50		44.109,50
Prof. Siderur. 2.ª.			35.188,76		43.716,56
Oficial 3.ª.			34.713,74		43.095,14
Prof. Siderur. 3.ª.			34.593,04		42.937,84
Especialista.			34.524,52		42.832,72

Normal values-corve a

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,562	0,266	13,275	fifteen,935	18,595
Oficial 1.ª B.	51,562	0,256	12,816	fifteen,376	17,936
Oficial 1.ª A.	51,562	0,249	12,474	14,964	17,454
Prof. Siderur. 1.ª A.	50,031	0,246	12,307	14,767	17,227
Oficial 1.ª.	51,562	0,242	12,103	14,523	16,943
Prof. Siderur. 1.ª.	50,031	0,239	11,933	14,323	16,713
Oficial 2.ª.	48,939	0,236	11,819	14,179	16,539
Prof. Siderur. 2.ª.	48,029	0,234	11,678	14,018	16,358
Oficial 3.ª.	45,730	0,230	11,495	13,795	16,095
Prof. Siderur. 3.ª.	45,439	0,229	11,439	13,729	16,019
Especialista.	45,246	0,228	11,408	13,688	fifteen,968

Annual basic perceptions (1.649 horas de trabajo, 24 horas de libre disposición, fifteen7 horas de vacaciones, plus de asistencia y gratificaciones)

	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			38.427,16		48.162,76
Oficial 1.ª B.			37.587,61		46.957,twenty-one
Oficial 1.ª A.			36.960,70		46.074,10
Prof. Siderur. 1.ª A.			36.553,45		45.557,05
Oficial 1.ª.			36.282,74		45.139,94
Prof. Siderur. 1.ª.			35.870,04		44.617,44
Oficial 2.ª.			35.589,94		44.227,54
Prof. Siderur. 2.ª.			35.270,20		43.834,60
Oficial 3.ª.			34.784,38		43.202,38
Prof. Siderur. 3.ª.			34.662,30		43.043,70
Especialista.			34.592,60		42.937,40

Normal values-corva b

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,562	0,265	13,268	fifteen,918	18,568
Oficial 1.ª B.	51,562	0,256	12,791	fifteen,351	17,911
Oficial 1.ª A.	51,562	0,249	12,450	14,940	17,430
Prof. Siderur. 1.ª A.	50,031	0,246	12,283	14,743	17,203
Oficial 1.ª.	51,562	0,242	12,081	14,501	16,9twenty-one
Prof. Siderur. 1.ª.	50,031	0,238	11,932	14,312	16,692
Oficial 2.ª.	48,939	0,236	11,799	14,fifteen9	16,519
Prof. Siderur. 2.ª.	48,029	0,233	11,677	14,007	16,337
Oficial 3.ª.	45,730	0,230	11,476	13,776	16,076
Prof. Siderur. 3.ª.	45,439	0,229	11,420	13,710	16,000
Especialista.	45,246	0,228	11,389	13,669	fifteen,949

Annual basic perceptions (1.649 horas de trabajo, 24 horas de libre disposición, fifteen7 horas de vacaciones, plus de asistencia y gratificaciones)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			38.413,10		48.112,10
Oficial 1.ª B.			37.541,14		46.910,74
Oficial 1.ª A.			36.916,99		46.030,39
Prof. Siderur. 1.ª A.			36.509,74		45.513,34
Oficial 1.ª.			36.242,24		45.099,44
Prof. Siderur. 1.ª.			35.867,84		44.578,64
Oficial 2.ª.			35.552,44		44.190,04
Prof. Siderur. 2.ª.			35.269,30		43.797,10
Oficial 3.ª.			34.750,22		43.168,22
Prof. Siderur. 3.ª.			34.628,64		43.010,04
Especialista.			34.559,17		42.903,97

Normal values-curva c

Perceptions per hour of work (excluded holidays, plus assistance and bonuses)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.	51,562	0,275	13,735	16,485	19,235
Oficial 1.ª B.	51,562	0,265	13,283	fifteen,933	18,583
Oficial 1.ª A.	51,562	0,259	12,925	fifteen,5fifteen	18,105
Prof. Siderur. 1.ª A.	50,031	0,255	12,778	fifteen,328	17,878
Oficial 1.ª.	51,562	0,251	12,580	fifteen,090	17,600
Prof. Siderur. 1.ª.	50,031	0,248	12,413	14,893	17,373
Oficial 2.ª.	48,939	0,246	12,281	14,741	17,201
Prof. Siderur. 2.ª.	48,029	0,243	12,160	14,590	17,020
Oficial 3.ª.	45,730	0,239	11,983	14,373	16,763
Prof. Siderur. 3.ª.	45,439	0,238	11,927	14,307	16,687
Especialista.	45,246	0,238	11,877	14,257	16,637

Annual basic perceptions (1.649 horas de trabajo, 24 horas de libre disposición, fifteen7 horas de vacaciones, plus de asistencia y gratificaciones)

Categoría	Jornal base	Valor punto	A 60 PH	A 70 PH	A 80 PH
Oficial 1.ª C.			39.268,37		49.333,37
Oficial 1.ª B.			38.441,twenty-one		48.140,twenty-one
Oficial 1.ª A.			37.786,92		47.266,32
Prof. Siderur. 1.ª A.			37.416,27		46.749,27
Oficial 1.ª.			37.fifteen5,19		46.341,79
Prof. Siderur. 1.ª.			36.747,99		45.824,79
Oficial 2.ª.			36.435,38		45.438,98
Prof. Siderur. 2.ª.			36.fifteen2,24		45.046,04
Oficial 3.ª.			35.677,22		44.424,62
Prof. Siderur. 3.ª.			35.556,52		44.267,32
Especialista.			35.451,40		44.162,20

Time rates for various applications

Categoría	Tasa hora base	Por quinquenio	Plus jefe de equipo	Complemento asistencia	Plus de asistencia
Oficial 1.ª C.	10,284	0,514	1,707	0,171	2,254
Oficial 1.ª B.	10,284	0,514	1,707	0,171	2,254
Oficial 1.ª A.	10,284	0,514	1,707	0,171	2,254
Prof. Siderur. 1.ª A.	9,979	0,499	1,657	0,171	2,254
Oficial 1.ª.	10,284	0,514	1,707	0,171	2,254
Prof. Siderúr. 1.ª.	9,979	0,499	1,657	0,171	2,254
Oficial 2.ª.	9,761	0,488	1,620	0,171	2,254
Prof. Siderur. 2.ª.	9,580	0,479	1,590	0,171	2,254
Oficial 3.ª.	9,1twenty-one	0,456	1,514	0,171	2,254
Prof. Siderúr. 3.ª.	9,063	0,453	1,505	0,171	2,254
Especialista.	9,024	0,451	1,498	0,171	2,254

Normal general and special curved values

	Valores punto	Prima a 60 PH	Prima a 70 PH
Curva General	A	B	C	Curva General	A	B	C	Curva General	A	B	C
Categoría	1	3	5	7	1	3	5	7	1	3	5	7
Ofic. 1.ª C.	0,264	0,266	0,265	0,275	4,803	4,850	4,843	5,310	7,443	7,510	7,493	8,060
Ofic. 1.ª B.	0,255	0,256	0,256	0,265	4,331	4,391	4,366	4,858	6,881	6,951	6,926	7,508
Ofic. 1.ª A.	0,248	0,249	0,249	0,259	3,994	4,049	4,025	4,500	6,474	6,539	6,5fifteen	7,090
P. Sid.1.ª A.	0,245	0,246	0,246	0,255	4,078	4,133	4,109	4,604	6,528	6,593	6,569	7,fifteen4
Ofic. 1.ª.	0,241	0,242	0,242	0,251	3,629	3,678	3,656	4,fifteen5	6,039	6,098	6,076	6,665
P. Sid.1.ª.	0,238	0,239	0,238	0,248	3,712	3,759	3,758	4,239	6,092	6,149	6,138	6,719
Ofic. 2.ª.	0,235	0,236	0,236	0,246	3,779	3,823	3,803	4,285	6,129	6,183	6,163	6,745
P. Sid.2.ª.	0,233	0,234	0,233	0,243	3,786	3,831	3,830	4,313	6,116	6,171	6,160	6,743
Ofic. 3.ª.	0,229	0,230	0,230	0,239	3,984	4,023	4,004	4,511	6,274	6,323	6,304	6,901
P. Sid.3.ª.	0,228	0,229	0,229	0,238	3,977	4,0fifteen	3,996	4,503	6,257	6,305	6,286	6,883
Especta.	0,227	0,228	0,228	0,238	3,977	4,0fifteen	3,996	4,484	6,247	6,295	6,276	6,864
Annual amount of assistance plus: 4.437.29. Gratification: 3.146.55.

Rates for various bonuses

	Tiempo de espera	Plus de jornada dos relevos	Tiempo parada y permisos retribuidos
Oficial 1.ª C.	7,971	7,950	6,387
Oficial 1.ª B.	7,391	7,832	5,861
Oficial 1.ª A.	6,970	7,747	5,482
Prof. Siderúr. 1.ª A.	7,018	7,706	5,548
Oficial 1.ª.	6,5twenty-one	7,656	5,075
Prof. Siderúr. 1.ª.	6,568	7,614	5,140
Oficial 2.ª.	6,599	7,586	5,189
Prof. Siderúr. 2.ª.	6,582	7,551	5,184
Oficial 3.ª.	6,732	7,507	5,358
Prof. Siderúr. 3.ª.	6,713	7,493	5,345
Especialista.	6,701	7,485	5,339
Tres relay plus rate: 5,804 for all categories. Tasa día plus de cuarto turno: twenty-one,23 para todas las categorías.

Time for the calculation of overtime

	Complemento por diversos pluses
Jornal base incluyendo gratificaciones	Quinquenio	Jefe de equipo	Excepcional	Talleres calientes	Dos relevos	Tres relevos	Cuarto turno
Oficial 1.ª C.	fifteen,011	0,562	1,707	0,138	0,406	1,060	0,774	2,830
Oficial 1.ª B.	fifteen,011	0,562	1,707	0,138	0,406	1,044	0,774	2,830
Oficial 1.ª A.	fifteen,011	0,562	1,707	0,138	0,406	1,033	0,774	2,830
Prof. Siderúr. 1.ª A.	14,677	0,546	1,657	0,133	0,406	1,027	0,774	2,830
Oficial 1.ª.	fifteen,011	0,562	1,707	0,138	0,406	1,020	0,774	2,830
Prof. Siderúr. 1.ª.	14,677	0,546	1,657	0,133	0,406	1,0fifteen	0,774	2,830
Oficial 2.ª.	14,439	0,534	1,620	0,130	0,406	1,011	0,774	2,830
Prof. Siderúr. 2.ª.	14,240	0,524	1,590	0,127	0,406	1,006	0,774	2,830
Oficial 3.ª.	13,739	0,499	1,514	0,120	0,406	1,001	0,774	2,830
Prof. Siderúr. 3.ª.	13,675	0,496	1,505	0,119	0,406	0,999	0,774	2,830
Especialista.	13,633	0,494	1,498	0,118	0,406	0,998	0,774	2,830
- The amount of the extra hour, will be the sum of the corresponding rates plus the corresponding surcharge of 75 % or 100 %, depending on whether work day or holiday.To the amount of these rates and their surcharges, the values corresponding to the assistance plus, premium at 60 pH and the variable premium will be added. - The calculation of overtime for the personnel employed, will follow the same systematic as for labor staff, applying their corresponding rates.

Time for night plus

	Complemento por diversos pluses
Tasa base nocturno	Tasa por quinquenio	Tasa por Plus de asistencia	Plus dos relevos	Plus tres relevos	Jefe de equipo	Plus 4.º turno	Compl. noche
Oficial 1.ª C.	1,707	0,085	0,485	0,twenty-one2	0,fifteen5	0,341	0,566	1,745
Oficial 1.ª B.	1,707	0,085	0,485	0,209	0,fifteen5	0,341	0,566	1,745
Oficial 1.ª A.	1,707	0,085	0,485	0,207	0,fifteen5	0,341	0,566	1,745
Prof. Siderúr. 1.ª A.	1,657	0,083	0,485	0,205	0,fifteen5	0,331	0,566	1,745
Oficial 1.ª.	1,707	0,085	0,485	0,204	0,fifteen5	0,341	0,566	1,745
Prof. Siderúr. 1.ª.	1,657	0,083	0,485	0,203	0,fifteen5	0,331	0,566	1,745
Oficial 2.ª.	1,620	0,081	0,485	0,202	0,fifteen5	0,324	0,566	1,745
Prof. Siderúr. 2.ª.	1,590	0,080	0,485	0,201	0,fifteen5	0,318	0,566	1,745
Oficial 3.ª.	1,514	0,076	0,485	0,200	0,fifteen5	0,303	0,566	1,745
Prof. Siderúr. 3.ª.	1,505	0,075	0,485	0,200	0,fifteen5	0,301	0,566	1,745
Especialista.	1,498	0,075	0,485	0,200	0,fifteen5	0,300	0,566	1,745
The amount of the nightlife plus will be the result of adding in each case, the base rate concepts, quinquenium rate and plus rate rate plus the corresponding accessories by pluses.