Resolution providing registration and

Article 1 Contracting Parties

This Collective Agreement is arranged between the Cantabrian Association of Bakery Industrialists (ACIPAN), on business representation and the General Workers Union Union (U.G.T) and Workers Commissions (CC.OO.).

Article 2 Territorial scope of application

This collective agreement will apply throughout the territory of the Autonomous Community of Cantabria.

Article 3 Functional scope

This collective agreement requires all companies dedicated to the elaboration, distribution and sale of PAN, whatever their denomination that are established or established in the Autonomous Community of Cantabria, as well as to the personnel that during the period of validityof the same, be hired at their service.It will be applicable to all workers in the sector.

Those companies that are dedicated to the manufacture, sale or distribution of any type of masses whose main component are the flour and do not govern any other sector collective agreement either regional or national, as well as thededicated to the elaboration of wafers.

Article 4 Personal scope

Both parties agree to grant the agreement, the character of a basic legal instrument in labor relations.It may only be modified by those rules of absolute right law, or of a collective agreement of upper territorial scope, which as a whole is more favorable for workers.

Article 5 Temporary field.Complaint, validity and duration

The collective agreement mentioned above will be valid from January 1, 2020 to December 31, 2023.

This agreement is self -denounced to its completion, therefore requiring the express complaint of it for any of the signatories, both parties committing to initiate the negotiation of the following agreement within the first quarter of the year 2024.

Until the signing of a new agreement to the termination of the present, the same will remain in force.

Article 6 Compensation, absorption, guarantee "ad personam"

The economic conditions established in this agreement are minimal and will be applied in the case of days below the normal week that is agreed, making the appropriate pro -treasures in all their economic concepts.

The economic concepts established in this Agreement will absorb and compensate all those existing at the beginning of their validity, whatever the origin, denomination or nature of them, respecting by personal conditions those most beneficial conditions.

The increases in remuneration that occurs or the new concepts that may be established, during the validity of the agreement by general provisions, will only affect it, when considered its set and in annual computation, exceed those agreed in it.Otherwise they will be absorbed and compensated, and subsisting the agreement in their own terms and without any modification of its articles.

Article 7 Salary Increase

The following salary increases for the different years of the collective agreement are agreed:

During the year 2020 an increase of 0.5% on the salary tables of the year 2019 is established, this increase will have retroactive effect as of January 1, 2020.

For the year 2021, an increase of 0.5% on the salary tables of the year 2020 is established.

For the year 2022, an increase of 1% of the salary tables in force in 2021 is established.

For the year 2023, an increase of 1% of the salary tables in force in 2022 is established.

Article 8 Complement by seniority

As of 31.12.1999, the seniority plus became called "consolidated seniority".

The workers who have generated seniority until that date will maintain "as consolidated seniority", an amount equal to the section in which they were in the aforementioned date. Those who would not have fulfilled a complete biennium or five -year period will keep the part proportional to the section in which they are. The aforementioned Plus will not be absorbable and will be revalued annually, in the same percentage as those regulated in article 7, therefore not being a percentage of the base salary. The growth of antiquity will be frozen on December 31, 1999, for all the workers who had been enjoying it, not generating plus for such concept workers who would not have begun to generate it as of January 1, 1998, as well as the new workers who had hired, or hire after that same date as workers for an indefinite time. In exchange for the foregoing, the companies in the sector are obliged to have on December 31, 1998 60% of their workforce composed of workers hired indefinitely and as of December 31, 1999, 80% of its templates formed by contracted workers in the same way, maintaining the same percentage in the future.

For the computation of antiquity, all the time service time will be taken into account, being considered effectively worked every day or months in which you have received salary or remuneration, either by services provided or on vacation, paid licenses and periods and periodsof low due to professional illness or work accidents.They will also be computable, the time of forced leave due to political or union appointment and the provision of the military service carried out voluntarily or mandatory.

Antiquity will be computed due to the years of services provided in the company, thus estimating the time provided during the trial and as temporary, eventual or hired by specific works or services, when the worker thus hired, would take on aPlaza as fixed.From the signing of this Agreement for the calculation of this Plus, the corresponding column of the newly created salary tables will be taken as a basis called "Table Antiquity."

Article 9 Plus hot points

The hot spot plus will be paid to the category of dispatch seller, who performs his activity in a "hot point", which among his tasks is the baking and sellHave an oven.

Just as the aforementioned Plus must be respected, to all workers who until the signing of this collective agreement were perceiving, as an acquired right, under the same conditions as those mentioned for workers in the previous paragraph.

This plus will be settled in a single payment in September, or may be prorated monthly, along with the other perceptions, in the corresponding salary receipt.

This Plus will be updated according to the provisions of article 7 and for the validity years it is set in the following annual amounts ..

Article 10 Plus Agreement

1º.- Este Plus, se abonará a todos los trabajadores de la empresa, en los importes establecidos en la tabla anexa, y en virtud de los siguientes criterios:

The agreement will be paid every day in which the salary is entitled and also in the summer, Christmas and San Honorato bonuses.

Article 11 incentive for elaboration of small pieces

The incentive for this concept is established at 2.27 euros for each thousand -made luxury bread in pieces of 100 grams or lower for the year 2,020, 2.28 euros for the year 2021, 2.30 euros for theYear 2022 and 2.32 euros for the year 2023 which is the result of the application of article 7.

Article 12 Holiday Bag

During the holiday period, all workers will be paid for this concept, the amounts established in the salary tables attached to this agreement.If they are the object of proof, their amount will also be prorated.The increase in the vacation bag will be carried out in the amounts provided for in article 7.

Article 13 Diets

The salary increase agreed in article 7 will be applied:

Thus by 2020 the amount of the complete diet is set at 30.70 euros and in 17.56 euros the average diet;and by 2021 the amount of the complete diet is set at 30.85 euros the complete diet and in 17.65 euros the average diet, and by 2022 the amount of the complete diet is fixed at 31.16 euros and in 17, 83 euros average diet and by 2023 the amount of the complete diet is set at 31.47 euros and at 18.01 euros the average diet.

ARTICLE 14 PAN RATION

All workers will be delivered to all workers of daily bread, as well as in weekly breaks, holidays, vacation days and also while the worker

remain in temporary disability.Those who hold the large family title will receive half Kg. But as long as such a situation lasts.

Article 15 Salary receipt

As of January 1 of the year 2,000, the "Plus of consolidated seniority" must appear, in the wages receipts, in euros and percentages.The percentage calculation will be carried out taking into account, for himself, the column "TABLE CALCULATION ANTIQUITY" of the salary tables.

The payroll will be given at working hours or sending it to the home to the worker who requests it.

ARTICLE 16 LIQUIDATIONS AND FINISHES

The notice of termination of the contract must be accompanied by a liquidation proposal, 15 days in advance at the time of cessation, for contracts greater than six months and 8 days for those of shorter duration, which you must specify clearly, clearly,Together with the other concepts owed to the worker, those corresponding to arrangement arrears and those derived from the salary review clauses.When the employer ignores this requirement, the worker's signature will only mean the accreditation of the reception of the amounts indicated, without having any liberative effect and when expressly the worker had not dispensed the employer of such obligation.

Article 17 Extraordinary Christmas gratification

The companies will pay all the workers, an extraordinary gratification, on the occasion of the Nativity of the Lord, in amount equivalent to 30 days of base salary, increased with the increases for service time or consolidated plus of antiquity and plus agreement, which forEach professional category are indicated.

This extraordinary gratification will be paid before December 23 of each year and its accrual will take place between July 1 and December 31 of each year.

In your case, it will be prorated, depending on the time actually worked.

This extraordinary gratification may be prorated monthly, together with the other perceptions, in the corresponding salary receipt.

Article 18 Extraordinary summer gratification

The companies will pay their workers, an extraordinary summer gratification, in amount equivalent to 30 days of base salary, increased with the increases for service time or consolidated plus of seniority and plus agreement, which for each category are indicated.

This extraordinary gratification will be paid before July 15 of each year and its accrual will take place between January 1 and June 30 of each year.

In his case he will be prorated based on time effectively worked.

This extraordinary gratification may be prorated monthly, together with the other perceptions, in the corresponding salary receipt.

Article 19 Extraordinary Gratification of San Honorato

All companies will pay their workers, an extraordinary gratification, due to the holiday of the patron of the bakery sector, on May 16, feast of San Honorato, consisting of 30 days of base salary, increased with the increases by increases byService time or consolidated seniority and semi -mechanization plus that are indicated for each category.

Esta gratificación se abonará el día 15 de Mayo, en el caso de que así se solicite por los representantes legales de los trabajadores o por acuerdo mayoritario de estos en el caso de que no existiesen, dentro del siguiente mes a la firma de este convenio y su devengo se efectuará entre el día 1 de Enero y el 31 de Diciembre de cada año. This extraordinary gratification may be prorated monthly, together with the other perceptions, in the corresponding salary receipt.

In your case, it will be prorated, depending on the time actually worked.

Article 20 Working Day

The maximum weekly workday will be 40 hours of effective work, distributed from Monday to Saturday both inclusive.

The workers will be entitled to 15 minutes per turn, to take the sandwich, not computing them as effective work within the workday, except in those companies in which the time mentioned has been changed by another consideration, in which casethose uses and customs will be respected.

The annual day is established in 1,792 hours.

The daily maximum daily day will be 8 hours, except the provisions of article 23 of this Collective Agreement.

Every worker, who due to production needs, had to start their ordinary work day, before four in the morning, will receive the following amounts for this concept:

In any case, the best conditions that workers have individual and/or collective with their companies and for this concept will be respected.

ARTICLE 21 ANNUAL HOLIDAYS

All workers affected by this Agreement will be entitled to an annual paid vacation of 26 working days during the term of the agreement.

The staff who does not have been working in the company for a year will enjoy the proportional part that corresponds to you.

The right to workers' holiday is inalienable, unavailable and cannot be replaced by any financial compensation, except in the case of extinction of the employment relationship, without enjoying themselves.In the latter case, the remuneration of the holidays will include the base salary, the periodic increases for service time or consolidated seniority, the plus agreement as appropriate and the vacation bag, all in proportion to the holiday days that in everythingCase would have corresponded to enjoy.

Article 22 Labor calendar

Annually, it will be prepared by the company in the first month of the year, the labor calendar, prior to the representatives of the workers, to whom a copy of the same will be delivered and that must be exposed in a visible place of each work center.

The calendar will collect the exact expression of the distribution of the annual day:

The time worked added to the setting in the labor calendar, will be considered extraordinary day.

Article 23 Weekly Rest and Parties

For the purposes of compliance with weekly rest, all companies establish their schedules from four hours on Monday at 3 pm on Saturday.Therefore, all activities will be suspended between 15 hours on Saturday and four in the morning on Monday.Although it will also be necessary to be the provisions of article 26 of this Collective Agreement (Sunday and weekly rest)

Likewise, no manufacture, sale or distribution of bread will be made during the following parties: January 1, January 6, Good Friday, May 1 and December 25.

On May 16, San Honorato will be considered working day and compensation, the worker can opt for 2 days of vacation or in his absence he will receive 112% of the value of the ordinary day.Although all those workers in the sector who were receiving a higher amount, or by private agreement, collective agreements in the company, by virtue of the amounts recognized in the payroll, until the signing of this collective agreement, the aforementioned will be respectedAmount.

The workers will accept the measures adopted by companies, adapting the schedules, for the manufacture and distribution of bread on Saturdays on the eve of the parties indicated in the previous paragraph, aimed at the normal supply of the clientele, always within the maximum limit of9 hours of workday, established in current legislation.

The personnel who work holidays will be paid for economic compensation, or failing that, at the express election of the worker, he will enjoy the appropriate compensatory rest within two weeks after the party worked.

Such financial compensation provided for in the previous paragraph will be calculated according to the following formula, base salary + seniority or consolidated seniority, plus agreement, all multiplied by 112%.Although all those workers in the sector who were receiving a higher amount, or by private agreement, collective agreements in the company, by virtue of the amounts recognized in the payroll, until the signing of this collective agreement, the aforementioned will be respectedAmount.

Prior agreement between company and worker, the enjoyment of any or all of such days may be compensated, accumulating them to those corresponding as regulatory vacations.

In accordance with the provisions of articles 83 and 84 of the Workers' Statute, the provisions of this article may not be negotiating or modification in agreements of less than present.

ARTICLE 24 BACKGROUND LICENSES

The worker prior notice and justification may be absent from work with the right to remuneration for the following reasons and for the natural days indicated:

Article 25 overtime

As an employment promotion measure, overtime of a usual nature is suppressed.However, due to productive, technical or organization needs of the company, up to a maximum of 60 overtime that exceed the established annual day may be carried out.

The realization of them will be voluntary.

As a measure to enforce the financial compensation established for the payment of overtime, negotiators have agreed to adjust their payment by virtue of the reality of the sector, with a 3% surcharge on the value of the ordinary time.Although all those workers in the sector who were receiving a higher amount, or by private agreement, collective agreements in the company, by virtue of the amounts recognized in the payroll, until the signing of this collective agreement, the aforementioned will be respectedAmount.Fruit of the aforementioned adjustment will be paid to all workers in the sector 0.25 euros of a daily nature of the PLUS Agreement in the terms stipulated in article 10.

In any case, overtime will be financially compensated in the terms established in the previous paragraph, or failing that, at the express election of the worker, with rest time by common agreement between the worker, and the company, and must be enjoyed insideof the four months following its realization at an hour and forty -five minutes per hour worked.

Article 26 Sunday and weekly rest

Given the situation of the Panaderías sector of Cantabria, it is agreed to suspend the prohibition of preparing and selling bread from fifteen hours on Saturday until four hours on Monday.

It will be null any clause is normative or additional, agreed individually in employment contract or collectively with the legal representation of the workers, which forces the worker to accept to work on Sundays, not having any validity and not being the worker obliged to comply with it, remembering theNullity of any sanction motivated to refuse to work on Sundays, even if agreed in your employment contract.

This suspension is extraordinary and is voluntary for workers affected by this agreement, in accordance with the following sections:

Voluntary and individual acceptance of workers in each company, not being able to who does not accept to work on Sundays and holidays.

In each company it will be carried out rotating among those workers who wish and voluntarily want to work on Sundays and holidays.

In compensation of this work, the worker will receive at least an economic compensation of 112% of the value of the ordinary time calculated according to the

Annual salary divided between 1792 hours.Although all those workers in the sector who were receiving a higher amount, or by private agreement, collective agreements in the company, by virtue of the amounts recognized in the payroll, until the signing of this collective agreement, the aforementioned will be respectedAmount.

The worker may replace the payment indicated previously by a break of 175 % of the ordinary time worked.

The minimum working day for Sundays and holidays will be four hours.

This modification of Sundays cannot have an impact on reducing the income of the workers, respecting the day and the rest days established in article 23 of the Agreement.

Workers who, due to personal circumstances, carry out the usual day in 5 days, will therefore have one more weekly rest, without having any other effect for the purposes of the vacation computation, which, being 26 working days during the term of the agreement, includeSaturdays in such a concept.

Article 27 leaves

Ex leaves in the sector may be forced and voluntary.Only the forced will entitle the conservation of the job and grant the worker in which the circumstances concur legally established.The effects of leave will be legally established.

Article 28 Professional Class

It is expressly established that the work that takes place in the bakery workshop is a team job, so any of the workers may be called to develop different category work in the aid of their classmates, and when their own work is allowed, in order to reach a better rationalization of work.

The salary remuneration of those levels not reflected in the salary tables but in the professional classification system (art.28º) and with their corresponding definitions (art. 29º) will be freely agreed by the will of the contractors.

The vacancies that occur in groups B, C and E, excluding those positions that are charges of trust, will be covered in a selection process in which the Company Committee or Personnel Delegates will be heard, as appropriate.The same score will have preference who has greater age in the company.

Consequently, with the above, it is established that workers affected by this agreement will be classified in the following professional groups that integrate different professional levels.

A) Técnicos:

B) Personal Administrativo:

C) Personal de elaboración:

D) Personal mercantil:

E) Personal complementario:

Article 29 Definition of levels

Article 30 Functional Mobility

Functional mobility within the company will not have other limitations than those required by precise academic or professional degrees, to exercise work benefit and belonging to the professional group. In the absence of definition of professional groups, functional mobility may be made between equivalent professional levels. Functional mobility for performing functions not corresponding to the professional group or at equivalent levels will only be possible if there are technical or organizational reasons that justify it and for the essential time for their attention. Functional mobility will be carried out without prejudice to the dignity of the worker and without prejudice to his training and professional promotion, having the right to the remuneration corresponding to the functions he actually performs, except in the cases of entrustment of lower functions, in which he will maintain the Remuneration of origin. It will not be possible to invoke the causes of dismissal of ineptitude overcome or lack of adaptation in the cases of performing functions other than usual as a consequence of functional mobility.

Article 31 Higher level works

If, as a consequence of functional mobility, higher level functions are performed to those of the professional group or at equivalent levels, for a period, exceeding four months for a year or six months for two years, the worker may claim the promotion.

The worker will be entitled to the remuneration corresponding to the functions he actually performs, except in cases of entrusting lower functions, in which he will maintain the remuneration of origin.

Article 32 Lower level works

If, as a consequence of the functional mobility, a worker entrusted with lower level work, the remuneration of his level of origin will be maintained, being, mobility for the indispensable and necessary time of the cause that originates it.

Article 33 Geographical Mobility

The company can only displace workers based on technical, organizational or production reasons, and the employer is paid in addition to wages, all travel and diets.

If the displacement has a duration of more than twelve months in a period of three years, it will be considered transfer.

Article 34 Transfers

Prior to the transfer, a period of consultation and negotiation will be carried out with the legal representatives of the workers, whether the transfer is individual and collective.Duration of said period may not exceed 15 days.The worker affected by the transfer may opt for the non -acceptance and extinction of their employment relationship;with the right to receive a compensation of 40 days of salary per year of service, the periods below one year and with a maximum of twelve monthly payments.

In the event that the worker opts for this transfer, he will receive, apart from his salary, compensation for travel and diets both those of the relatives in charge.These expenses will not be lower than the real cost that causes the worker.

Article 35 Test period

1º.- Podrá concretarse por escrito un periodo de prueba que en ningún caso podrá exceder:

2º.- Durante el periodo de prueba el trabajador tendrá los derechos y obligaciones correspondientes a su nivel profesional y puesto de trabajo que desempeñe como si fuera de plantilla, excepto los derivados de resolución de la relación laboral que podrá producirse a instancia de cualquiera de las partes durante su transcurso sin necesidad de previo aviso y sin que ninguna de las partes tenga derecho a indemnización alguna debiéndose comunicar el desistimiento por escrito.

3º. Transcurrido el periodo de prueba sin que se haya producido el desistimiento, el contrato producirá plenos efectos computándose el tiempo de los servicios prestados a efectos de antigüedad.

Article 36 Contract for Formation

The contract for training and learning will be the purpose of the professional qualification of workers in a regime of alternation of paid work activity in a company with training activity received within the framework of the professional training system for employment or the educational system.

The training contract will be governed by the following rules:

It can be held with workers over sixteen and under twenty -five years (under thirty years until the unemployment rate is below 15%), who lack the professional qualification recognized by the professional training system for employment orof the educational system required to arrange a practical contract for the job or occupation position object of the contract.

The maximum age limit will not apply when the contract is concerned with people with disabilities, or with the groups in social exclusion, provided for in Law 44/2007 of December 13, in cases where they are hired byinsertion companies, which are qualified and active in the corresponding administrative registry, or in the cases of contracts concluded with students

Participants in employment and training projects (article 10 of Royal Decree

Legislative 3/2015 of October 23).

The minimum duration of the employment contract will be one year and the maximum of three years and in case of having agreed for a duration lower than the maximum, being able to extend by agreement of the parties up to twice, without the duration of each extensionIt can be less than six months and without the total duration of the contract being able to exceed said maximum duration.

The duration of the contract for training and learning expired, the worker cannot be hired under this modality by the same or different company for the same labor activity or occupation object of the professional qualification associated with the contract, but for a different one.

The effective working time, which must be compatible with the time dedicated to training activities, may not exceed 75% during the first year or 85%, during the second and third year, of the maximum day planned in theCollective agreement or, failing that, at the maximum legal day.Workers may not carry out overtime, except in the assumption provided for in article 35 of the E.T.They may not do night work or shift work.

The salary of these contracts will be at least 85% of the corresponding to the category of assistant.

It can be hired to train in the following categories: Palacia officer, mass officer, table officer and administrative officer.

At the end of the same, in the event that the company chose not to make the worker fixed, he will pay compensation equivalent to 12 days of salary per year of service.

Article 37 Practices Contract

Companies may use the contract in practices in order to enable the worker the right experience of a job or job.The mandatory norms for which this type of contract will be governed will be the following:

Minimum duration of six months and maximum of two years.6 months may be agreed until the maximum duration of two years, at which time it will become indefinite.

The categories that may be subject to a contract in practices will be those that for the performance of their functions require university degree of medium or higher degree, professional training of medium or higher degree, or officially recognized titles as equivalent for professional practice.

The salary of the first year will be 80% and in the second year of 90%, of the salaries of the job to be met.

In the event that at the end of this contract the company chose not to transform it into indefinite, compensation equivalent to 12 days of salary per year of service will be paid.

Article 38 Part -time contract

In contracts made under this modality, your workday will never be less than 50% of the ordinary work day.They may be held in an eventual or indefinite way.

As for its duration, minimal and maximum, it will be legally established.

The eventual contracts concluded under this contractual modality that at the end are not transformed into indefinite will receive a compensation of 12 days of salary per year of service and in proportion to the working day.

Article 39 eventual contract for production circumstances

The maximum duration of this contract will be 12 months in a period of 18.

Its object will be the coverage, due to specific demands of the market, due to accumulation of unforeseen orders or excesses of orders and in its formalization the specific circumstances by which it is carried out will be specified.

If at its end it is not transformed into indefinite, compensation equivalent to 12 days of salary per year of service will be paid to the worker.

Article 40 Contracts for Disabilities

Companies with more than 50 workers must hire at least 2% of workers with disabilities with a guarantee of compliance with current legislation.

Article 41 Early Retirement Contract

According to current legislation, companies are obliged to replace workers who turn 64 and wish to pass, by their own will to the situation of anticipated retirement by another worker.

Article 42 Discontinuous Fixed Contract

Companies that in the course of the year have a cyclical and periodic activity although of an intermittent nature may celebrate hiring with the modality of discontinuous fixed with an indeterminate annual day and ordinary day full time.

Your call order will be by seniority and will be communicated to the affected workers when the call is produced as well as will be published in a timely manner on the advertisements.

When these workers are not discharged in the company, their employment relationship will be considered interrupted.Notwithstanding if any worker was not called by order of seniority, he will understand himself dismissed and may file a claim for dismissal as soon as he has knowledge of the non -call.

Article 43 Compensation for death or disability

The companies affected by this agreement will arrange in favor of their workers an accident insurance and occupational disease with the following coverage:

Article 44 Information rights on contracting

The employer will deliver to the legal representation of the workers a basic copy of all contracts that must be concluded in writing, with the exception of the special management contracts, on which the duty of notification to the legal representation of theworkers.

In order to verify the adequacy of the contract content to the current legality, this basic copy will contain all the contract data except for the number of D.N.I.The domicile, marital status, and any other that according to Organic Law 1/1982, of May 5, could affect the personal privacy of the worker.

The basic copy will be delivered by the employer, within a period not exceeding ten days since the formalization of the contract, to the legal representatives of the workers, who will sign it for the purpose of proving that the delivery has occurred.Subsequently, this basic copy will be sent to the Employment Office.When there is no legal representation of workers, basic copy must also be formalized, and refer to the Employment Office.

The personnel representatives as well as those of the business associations and the signatory unions and at the request of these will have access, to the basic copy of the contracts under their belonging to the Joint Commission will observe professional stealth not being able to use such documentation for purposes other thanthose who motivated their

knowledge and all this in line with what is regulated in article 49 of this Collective Agreement.

The employer will notify the legal representatives of the workers the extensions of the work contracts referred to in the first section of this article, as well as complaints corresponding to them within 10 days following that it took place.

Article 45 Rights of collective representation and union

* Trade union principles:

The parties, due to these stipulations, once again ratify their status as valid interlocutors and are also recognized as such in order to implement, through their organizations, rational labor relations, based on mutual respect and tending toFacilitate the resolution of how many conflicts and problems arouses our social dynamics.

Companies will respect the right of all workers to union freely and admit that workers affiliated with a union can hold meetings, collect fees and distribute union information outside work hours and without disturbing the normal activity of companies.

Companies may not subject the employment of a worker to the condition that they do not join or give up their union affiliation or fire a worker or harm him in any other way because of his affiliation or union activity.The unions may send information to all companies so that it is distributed, outside work hours and without, in any case, the exercise of such practice could interrupt the development of the production process.In the work centers that have chosen personnel delegates or company committee, there will be advertisement planks in which duly implanted unions may insert communiqués.

Article 46 Guarantees

The members of the Company Committee and the personnel delegates as legal representatives of the workers will have the following guarantees:

Personnel delegates will be jointly exercised before the employer the representation for which they were elected and will have the same guarantees and competences established for the company committees.

Personnel delegates will observe the standards that are established on the members of the Company Committees in article 65 of the E.T.

Company Committee: It is the representative and collegiate body of the whole of the workers in the company or work center for the defense of their interests, becoming each work center, whose census is 50 or more workers.

In the company that has in the same province or border municipalities, two or more work centers whose censuses do not reach 50 workers, but that as a whole, a Joint Business Committee will be constituted.

Competencies:

The company committee and personnel delegates will have the following competences:

Professional capacity and stealth

1.- Se reconoce al Comité de Empresa capacidad como órgano colegiado, ejercer las acciones administrativas o judiciales en todo lo relativo al ámbito de sus funciones y competencias por decisión mayoritaria de sus miembros.

2.- Los Miembros del Comité de Empresa y éste en su conjunto al igual que los Delegados de Personal en su caso, observarán sigilo profesional en todo lo referente a los párrafos del apartado (competencias), aun cuando dejen de pertenecer al mismo o ser Delegados de Personal y en especial en todas aquellas materias sobre las que la dirección señale expresamente el carácter reservado. En todo caso, ningún tipo de documento entregado por la empresa al Comité podrá ser utilizado fuera del estricto ámbito de aquella y para distintos fines de los que motivaron su entrega.

Article 47 Accumulation and concentration of the schedule.

1.- Se establecerán pactos o sistemas de acumulación de horas de los distintos miembros del Comité de Empresa o Delegados de Personal, a nivel de la Comunidad Autónoma de Cantabria, pertenecientes a un mismo Sindicato en uno o varios de sus miembros, sin rebasar el máximo total determinado legalmente pudiendo quedar relevado de su trabajo sin perjuicio de su remuneración y con un máximo de un liberado por cada Sindicato que posee la condición de más representativo en este sector (U.G.T. y CC.OO.).

2.- La patronal del sector, ACIPAN comunicará a las empresas encuadradas en este convenio la posibilidad de lo dispuesto en el párrafo anterior así como su conveniencia, para facilitar dicha acumulación horaria de los Delegados de Personal o miembros de Comités de Empresa pertenecientes a un mismo Sindicato.

Article 48 Discount of the union quota in the payroll

The company will proceed to the discount of the union fee on the salaries and to the corresponding transfer at the request of the union of the affiliated worker and after express and in writing of the worker.

Article 49 Stable employment creation

Companies reiterate their commitment to maintain 80% of their usual workforce with contracts of indefinite duration, as agreed in the previous agreement.

Likewise, and whenever they have covered the previous percentage of 80%, companies can use the services of "temporary work companies" only in the following circumstances:

Article 50 Work garments

All companies affected by this agreement will deliver to each worker a team of work garments per year.

When the delivery is made for the first time they will deliver two teams.Likewise and as a complement to the aforementioned garments, the companies will deliver to the distributors, a team of water garments per year, consisting of jacket, pants and boots.

During the course of the year, any worker may request the employer for a team of garments to replace these for breakage, being granted in exchange for the old team.

To the cameramen and/or workers who work at temperatures of 0º C or lower, will receive as a complement they receive, the appropriate work garments for the realization of their work.

Article 51 Disease and accident at work

All workers who are in I.T.Derived from an accident at work or occupational disease, they will receive from the company a complement while lasting this situation consisting of the necessary amount that complements what it perceives of the Social Security or the corresponding insurer until completing 100% of its regulatory base in themonth before the one in which the I.T.In the previous regulatory base, the proportional parties of extra payments are understood, in all cases, in the cases that are not prorated.

This complement also includes the cases of L.T., derived from common disease or non -labor accident that entails the hospitalization of the worker.

It will be considered as an accident at work that can be originated in the journey that the worker "in itinere" travels, this is from his home to the work center and vice versa.

To receive the complement of 100% of the regulatory base of the month before which the IT occurs, the risk situation is included during pregnancy, in the terms referred to in the current regulations, justifying the company with the resolution thatMake the INSS and as long as that qualification lasts.

The aforementioned accessories included in this article will have a maximum limit of 150 days.Except in the event that the decline is due to an accident "in itinere" in which the maximum period for which this complement will be paid will be 120 days.

During the validity of this article, workers who cause work or holidays, 100% of their regulatory base will be paid for work or holidays, to the limit of 150 days.Except in the event that the decline is due to accident in itinere in which the maximum period for which this complement will be paid will be 120 days.

Article 52 Food Manipulator card

All companies will make their workers that, due to their activity, they have contacts with food, the necessary medical recognitions for this purpose, their own food manipulative status in the bakery specialty.

Obtaining this certificate will be carried out through the centers expressly designated by Acipan.

Article 53 Medical Recognitions

Companies will be obliged to facilitate through their own or foreign medical services the health surveillance collected by the Occupational Risk Prevention Law.

ARTICLE 54 WORKING WOMAN AND BREASTACY

No woman can be discriminated against by sex and doing the same work as the man will have the same salary.This agreement recognizes women the following rights as well as the previous one:

Article 55 Delegates for Occupational Risk Prevention

The members of the Company Committees or Personnel Delegates will communicate to the company and the competent agencies the appointment of the Delegates for the Prevention of Occupational Risk in compliance with Law 31/1,995 of November 8, published in the B.O.E.of November 10 and being in force since February 10, 1996.

Article 56 Autonomic Prevention Delegates

The power of appointment by the signatory unions of this Collective Agreement is recognized by meansDifferent companies in the sector after previously communicating the unions to the employer of the sector The appointment of each delegate for the prevention of each of the signatory union centrals.

Article 57 Training of workers

The workers who must present themselves as an exam, without it having a paid permission or license.In any case, the employer accepts the provisions of the II Agreements for continuous training signed nationwide.

Article 58 Labor Organization

The worker will be obliged to do the work agreed under the direction of the employer or person he delegates.

In compliance with the obligation to work assumed in the employment contract, the worker owes the employer the diligence and collaboration in the work that marks the legal provisions, collective agreements and orders or instructions adopted by that in the regular exercise ofits faculties of management and failing, for the uses and customs.In any case, the worker and the employer will submit in their reciprocal benefits to the demands of good faith.

The employer may take the most appropriate measures for surveillance and control to verify compliance by the worker of his labor obligations and duties, keeping in his adoption and application the consideration due to human dignity and taking into account the real capacity of thedecreased workers in their case.

Article 59 of entrepreneurs

In terms of instructions and sanctions, the provisions of the regulations are currently in force.

Article 60 of workers

The offenses committed by the workers, by providing their services in the company, will be classified according to their importance and transcendence in: slight, serious and very serious.

The following are slight offenses:

Lack of hygiene and cleanliness.

The following will be classified as serious offenses:

The following will be considered very serious offenses:

Article 61 sanctions

The maximum sanctions that proceed in each case, according to the faults committed will be the following:

For minor offenses:

For serious offenses:

For very serious offenses:

The withdrawal of the driving license administratively or judicially to the drivers or distributors, will take rigging that the company is committed to such a situation, to provide the affected personnel a job within the company itself guaranteeing their salary, as long as they occurThe following requirements:

When the assumptions for the change of the workplace will not be considered withdrawal or suspension of the driving license as a very serious lack with the consequences that it has even.

Article 62 Execution and prescription of sanctions

All the sanctions imposed will be executive since they are issued, without prejudice to the right that corresponds to the sanctioned to claim before the competent jurisdiction.

Regarding the prescription, mild offenses will prescribe at ten days;The serious twenty days and the very serious ones to sixty days, from the date on which the company was aware of its commission and, in any case, six months after having committed.

Article 63 Procedure

1.- Corresponde a la dirección de la empresa o persona en quien delegue la facultad de otorgar premios o imponer sanciones.

2.- Las empresas comunicarán a la representación legal de los trabajadores y al delegado sindical en su caso, las sanciones por faltas graves y muy graves que impongan a sus trabajadores.

3.- No será necesario instruir expediente en los casos de faltas leves. Será necesaria la instrucción de expedientes para la imposición de sanciones por faltas graves o muy graves. En todo caso la notificación de las mismas será hecha por escrito, donde se detallará el hecho que constituye la falta y la naturaleza de la sanción que se imponga, salvo en la amonestación verbal.

If to clarify the facts, the company decided the opening of the file for the imposition of sanctions, the interested party will have the right to formulate a specifications and to practice the evidence to be proposed and appropriate to the instructor's trial, and must be completed within 10 days, having the instructor a period of 5 days to issue the failure of the aforementioned sanctioning file.

4.- En los casos en que se imponga una sanción por falta grave o muy grave a los representantes legales de los trabajadores que se encuentren en el desempeño de sus cargos, o a aquellos de los que no hubiera transcurrido un año desde la extinción del mandato, será preceptiva la incoación de un expediente, que se ajustará a las siguiente normas:

ARTICLE 64 CLAUSE OF INPAPPLICATION OF THE WORKING CONDITIONS provided for in the Collective Agreement

In accordance with the provisions of article 82.3 of the Statute of Workers, after the development of a period of consultations in the terms of article 41.4 of the Workers' Statute, the working conditions provided for in the Collective Agreement may be inapplied in the CompanyApplicable, when economic, technical, organizational or production causes concur, by agreement between the company and the legal representatives of the legitimated workers to negotiate a collective agreement in accordance with the provisions of article 87.1 of the Workers' Statute, which affect thefollowing subjects:

The agreement must determine exactly the new working conditions between the company and its duration, which cannot be extended beyond the moment that a new agreement is applicable.

When the consultation period ends with an agreement, it will be presumed that the supporting causes to which they have previously referred to, and may only be challenged before the social jurisdiction due to the existence of fraud, intent, coercion or abuse of law in its conclusion.

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

When a company is going down and in the future its economic circumstances are favorable, they will pay their workers the salary differences not applied when they were in the situation of accounting losses.

The result of the agreements that have ended with the inapplication of working conditions must be communicated to the labor authority for the alone effects, as a company agreement, through the "region" telematic application, they will also communicate tothe Joint Commission of the Collective Agreement of both the agreements reached and prior to the beginning of the procedures to proceed with the aforementioned inapplication of those companies that lack legal representation.In any case, this communication has the purely informative nature.

ARTICLE 65 COMPOSITION, OPERATION AND FUNCTIONS

1.- Se establece una Comisión Paritaria cuyas funciones serán:

The agreements reached by the Joint Commission in matters of general interest will be considered part of this basic collective agreement and will have the same mandatory efficacy.Such agreements will be sent to the labor authority for registration.

2.- Composición:

The Commission will be composed of three representatives of union centrals signatory of this agreement and three of the Acipan Business Association, which will be appointed among those belonging to the negotiating commission of the agreement.

3.- Reglamento de funcionamiento:

Se fija el domicilio de la Comisiona Paritaria en las sedes y domicilios siguientes: FEDERACION REGIONAL DE INDUSTRIA Y TRABAJADORES AGRARIOS DE U.G.T. C/ RUALASAL, 8-4 PLANTA 39001 SANTANDER FEDERACIÓN REGIONAL AGROALIMENTARIA DE CC.OO. C/ SANTA CLARA, 5-2ª PLANTA 39001 SANTANDER ASOCIACIÓN CÁNTABRA DE INDUSTRIALES DE PANADERÍA (ACIPAN) C/ LealtadN^o 3 Entresuelo 39002 SANTANDER.

Obligation to submit to the Joint Commission.-

The parties are obliged to submit to the Joint Commission all issues of general interest that arise prior to any judicial or administrative action, without prejudice to the subsequent exercise of collective rights.

In any case, it must be negotiated under the principle of good faith.

Article 66 Organ for extrajudicial resolution of conflicts in Cantabria

Both parties, on behalf of the workers and companies included in the subjective scope of this agreement, are expressly submitted to the conciliation and mediation procedures of the Extrajudicial Resolution of Labor Conflicts of Cantabria, for the resolution of collective conflictsof collective or plural nature, which can be raised between the parties in the territorial scope of Cantabria and specifically, in the following types of labor conflicts.

a) Los conflictos colectivos de interpretación y aplicación definidos según lo establecido en el artículo 151 del Texto Refundido de la Ley de Procedimiento Laboral.

b) Los conflictos ocasionados por discrepancias surgidas durante la negociación un Convenio Colectivo u otro acuerdo o pacto colectivo.

c) Los conflictos que den lugar a la convocatoria de una huelga o que se susciten sobre la determinación de los servicios de seguridad y mantenimiento en caso de huelga.

d) Los conflictos derivados de discrepancias surgidas en el periodo de consultas exigido en los artículos 4O, 41, 47 y 51 del Estatuto de los Trabajadores.

e) En aquellas discrepancias que puedan surgir por la no aplicación de las condiciones de trabajo a que se refiere el artículo 82,3 del Estatuto de los Trabajadores, si bien en todo caso cualquiera de las partes podrá someter la solución de las discrepancias que se deriven por la citada inaplicación a los órganos creados o que se creen al efecto en la Comunidad Autónoma de Cantabria, o aquellos establecidos a nivel Estatal al efecto con competencia en la materia.

ARTICLE 67 PARITARY TRAINING COMMISSION

It is agreed to create in this Collective Agreement the Joint Training Commission considering that it is a right and work condition that allows workers to be developed in all its dimensions, guaranteeing the reduction of qualification inequalities and their professional and human development, allowing thesame way a greater competitiveness of companies.

Article 68 Booty

At the entrance of the agreement, companies will be obliged to have a kit (with the basic medicines necessary to perform the first cure), every 15 workers, which has to be easily accessible to it by the workers.