Art. 26.3 Change of schedules

Article 26.3 of the collective agreement establishes rules on how the company can change the working hours within the time bands of this or agreed with the representatives of the workers:

Companies will publish work schedules at least 14 days before the start date of such schedules. In those companies where the publication of the schedule is monthly, only the schedule corresponding to the first week may be published 7 days in advance.

Only the schedules, within the fixed bands, a maximum of 20% of the staff, with a week in advance, may be modified.

For this purpose, this 20% of the staff must be informed of said circumstance at the date of publication of the schedules and shall be determined on a rotating basis. Therefore, the personnel that have been included in this percentage will not be able to appear again until all the personnel of the campaign in that percentage have been included. If it occurs, the modification of the schedule will be notified in writing to the worker.

The companies on a monthly basis will provide the union representation with the nominal list of work schedules, as well as the details of the subsequent modifications and the list of the personnel designated to cover the modifications in each period.

In the cases in which the campaign or service is of reception, and it is initiated for the first time, during the first month, and within the indicated bands, the schedule will be known with a minimum advance of forty-eight hours.

In the cases in which the campaign or service has originally established an execution schedule that does not allow the use of shifts and fixed time bands, the company, with prior accreditation of the objective fact, may agree with the legal representation of the workers the establishment of different bands. This agreement must be reflected in any case in writing.

By collective agreement with the legal representation of the workers, which will be recorded in writing, the established time bands may be extended.

By agreement with the legal representation of the workers, whose agreement shall be in writing, rotating shifts may be established under the provisions of article 36.3 of the Workers' Statute.

If by a company the extension of the time bands established in the Agreement was demanded, according to special needs argued, and collective agreement had not been reached with the legal representation of the workers, that or these may request the mediation of the Joint Commission of interpretation of the Convention.

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Dismissal during sick leave

Fighting for workers rights for 130 years

Can the company dismiss me due to illness?

Yes, art. 52 of the ET issues rules for when:

Article 52. Termination of the contract for objective reasons.

d) For absences from work, even justified but intermittent, that reach twenty percent of working days in two consecutive months provided that the total absence of attendance in the previous twelve months reaches five percent of working days, or twenty-five percent in four discontinuous months within a twelve-month period.

Absences due to legal strike for the duration of the same, the exercise of activities of legal representation of workers, work accident, maternity, risk during pregnancy and lactation, illnesses caused by pregnancy, childbirth or lactation, paternity, leave and vacation, illness or non-work related accident when the absence has been authorized by the official health services and lasts for more than twenty consecutive days, or the reasons for the physical or psychological situation derived from gender violence, accredited by the social services or health care services, according to procedure, will not be computed.

Neither will absences due to medical treatment of cancer or serious illness be computed.

Article 53. Form and effects of the extinction for objective reasons.

a) Written communication to the worker indicating the cause.

b) put at disposal to the worker, simultaneously with the delivery of the written communication, the compensation of twenty days per year of service, prorating by months the periods of time less than one year and with a maximum of twelve months.

During the period of notice the worker will have the right, without losing his salary, to a six-hour weekly leave in order to seek new employment.

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If you get sick

You can see in our collective agreement how much you get paid during the sick leave:

Article 63.- Supplements in cases of temporary disability.

1.-In any case, the improvements agreed upon in the companies or those that are usually applied will be respected.

2.-Temporary disability in case of work accident: companies will supplement up to 100% of the salary Agreement, from the first day.

3.- Temporary disability in case of illness:

a) .- From day 1 to 3, 70% of the salary Agreement, with the cap of 9 days a year, and with medical leave.

b) .- From day 4 to 20, 75% of the salary Agreement and with medical leave.

c) .- From day 21 onwards: 100% of the salary Agreement, up to one year, and with medical leave.
In the event that hospitalization occurs, regardless of the day of hospitalization and the duration of the hospitalization, it will be complemented to 100% of the salary Agreement from the first day of the sick leave.

4.-The Salary Agreement includes the concepts of: base salary, extraordinary payments, normal holidays complement, special holidays, Sundays, plus for nocturnal work and for plus languages.

5.-The worker is obliged to submit the social security documentation within 72 hours, accepting, with prior notice, recognition by the Mutua’s doctor, in order that this report on the impossibility of providing service, submitting the discrepancy, if any, to the Medical Inspectorate of the Social Security.

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PIF, (Individual Training Permit)

Request time to your company for the training

The Individual Training Permit (PIF), allows you to reconcile work and studies.

The Individual Training Permit is the authorization granted by the company to a worker so that he can devote part of his working day to carrying out a recognized training activity with official accreditation, including those corresponding to certificates of professionalism, as well as access to recognition processes of work experience.

With the Individual Training Permit, the Vocational Training for Employment System finances the company the salary costs of up to 200 working hours that each calendar year or school year can dedicate the worker to be trained contributing to their professional and personal development.

•         Individual training permits (PIF)

•         Application to the company for the individual training permit (PIF)

ü  The salary costs (base salary, seniority, fixed complements and extraordinary payments) of the working hours that the worker invests in their training are reduced, limited to 200 hours per permit and academic year or calendar year.

ü  The worker will ask the company for the authorization request form (Annex I Ministerial Order).

ü  Denial of authorization by the company must be motivated by organizational or production reasons.

TRAINING REQUIREMENTS:

ü  Recognized training through:

o    Official accreditation. Issued by the competent Administration and published in the BOE or regional bulletin.

o    Official qualification. Issued by the Educational Administration, valid throughout the state territory and published in the BOE.

o    Vocational Training Certificates and Professional Certificates.

ü  Its object can be both the technical-professional development and the worker's personnel.

ü  It should not be included in the courses developed by the company.

ü  The mode of delivery must be face-to-face. In the case of distance training or teletraining, the face-to-face part will be accepted.

ü  Los Permission to attend examinations to which workers may be entitled may not be subject to a bonus.

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PIF, (Permiso Individual de Formación)

Solicita tiempo a tu empresa para formarte

El Permiso Individual de Formación (PIF), te permite conciliar trabajo y estudios. El Permiso Individual de Formación es la autorización que la empresa concede a un trabajador para que pueda dedicar parte de su jornada laboral a realizar una acción formativa reconocida con una acreditación oficial, incluidas las correspondientes a los certificados de profesionalidad, así como el acceso a los procesos de reconocimiento de la experiencia laboral. Con el Permiso Individual de Formación, el Sistema de Formación Profesional para el Empleo financia a la empresa los costes salariales de hasta 200 horas laborables que cada año natural o curso lectivo puede dedicar el trabajador a formarse contribuyendo a su desarrollo profesional y personal. Permisos individuales de formación (PIF) Solicitud a la empresa del permiso individual de formación​ (PIF)

ü  Se bonifican los costes salariales (sueldo base, antigüedad, complementos fijos y pagas extraordinarias) de las horas laborales que el trabajador invierta en su formación, limitándose a 200 horas por permiso y curso académico o año natural.

ü  El trabajador requerirá a la empresa el modelo de solicitud de autorización (Anexo I Orden Ministerial).

ü  La denegación de autorización por parte de la empresa debe estar motivada por razones organizativas o de producción.

REQUISITOS DE LA FORMACIÓN:

ü  Formación reconocida mediante:

o    Acreditación oficial. Expedida por la Administración competente y publicada en el BOE o boletín autonómico.

o    Titulación oficial. Expedida por la Administración educativa, con validez en todo el territorio estatal y publicada en el BOE.

o    Títulos de Formación Profesional y Certificados de Profesionalidad.

ü  Su objeto puede ser tanto el desarrollo técnico-profesional como el personal del trabajador.

ü  No debe estar incluida en los cursos desarrollados por la empresa.

ü  La modalidad de impartición debe ser presencial. En el caso de tratarse de formación a distancia o teleformación, se admitirá la parte presencial.

ü  No podrán ser objeto de bonificación los permisos para concurrir a exámenes a los que los trabajadores puedan tener derecho.

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Vacaciones

¿Sabías qué?

En el articulo 27, vacaciones, de nuestro convenio está puesto:

Las vacaciones serán de treinta y dos días naturales, (en Sellbytel hay un acuerdo que dice que los días de vacaciones podrán ser 23 laborales al año).

Se podrán dividir en periodos de 7 días continuados, debiéndose disfrutar en periodo estival, preferentemente, al menos 14 días continuados, respetando las necesidades del servicio.

Podrán disfrutarse cuatro días sueltos, bien de forma separada o conjuntamente, cualquier día laborable del año, de común acuerdo entre empresa y solicitante.

Las vacaciones comenzarán siempre en día laborable para la persona interesada.

El periodo de disfrute de vacaciones se fijará de común acuerdo entre el empresario y la persona interesada, quien conocerá las fechas que le correspondan dos meses antes, al menos, del comienzo del disfrute de las vacaciones.

Quienes tengan contratos temporales inferiores a un año disfrutarán de los días de vacaciones que les correspondan, proporcionalmente, en función de la duración de su contrato. Si por cualquiera causa ajena a la voluntad de las partes no se hubiera disfrutado período vacacional durante la vigencia del contrato se abonará la compensación económica correspondiente en la liquidación de haberes a la finalización de su relación laboral.

Las personas con más de un año de actividad laboral se regirán por el artículo 38 del Estatuto de los Trabajadores.

Si la persona contratada causara baja antes del 31 de diciembre del año en que haya disfrutado las vacaciones se le descontará de la liquidación correspondiente el importe de los días disfrutados en exceso.

Cuando el período de vacaciones fijado en el calendario de vacaciones de la empresa al que se refieren los párrafos anteriores coincida en el tiempo con una incapacidad temporal derivada del embarazo, el parto o la lactancia natural o con el período de suspensión del contrato de trabajo previsto en el artículo 48.4 del Estatuto de los Trabajadores, se tendrá derecho a disfrutar las vacaciones en fecha distinta a la de la incapacidad temporal o a la del disfrute del permiso que por aplicación de dicho precepto le correspondiera, al finalizar el período de suspensión, aunque haya terminado el año natural a que correspondan.

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