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112
OURTEAM
lunch 30 minutes earlier or later during their ordinary
working day. The employees of Sogecuatro and
CINTV, according to their Collective Agreement, can
star t work from 08:30 to 09:30, in those depar tments
where this is possible.
• Pregnancy protection:
as a measure aimed at
protecting pregnancy, pregnant employees have a
parking place reserved at the Fuencarral facilities
from the star t of their pregnancy. The Collective
Agreements of Gestevisión Telecinco and Atlas
España enable pregnant women with on –call
timetables (entailing constant timetable changes) to
temporarily suspend such timetables as from the sixth
month of pregnancy and during the nursing period.
In all cases, the Prevention Depar tment carries out
a follow-up and basic control of the pregnancy at
the work location. The Sogecable Group’s Collective
Agreement also expressly establishes that pregnant
employees will be entitled to change jobs for another
similar level position if their jobs can have a negative
effect on their pregnancy, when so prescribed by their
doctor.They will also be entitled for the same reason
to avoid work requiring a physical effor t which entails
a risk and to choose a shift during this period. In any
event, pregnant employees may not be discriminated
against professionally or for work purposes because
of their condition.
• Dividing paid leave:
in cases of paid leave (bir th of
children, death, accident, serious illness and hospital
admission or surgical operation without hospital
admission requiring home rest of a family member
up to the second degree of consanguinity or affinity),
employees may divide days’ leave into hours in order
to make it possible to accompany family members or
complete cer tain administrative formalities.
• Bringing forward following year’s holidays:
the
Equality Plans of Mediaset España, Atlas España,
Conecta 5 and Publiespaña, lay down that if necessary
owing to the serious illness of family members up
to the second degree of consanguinity or affinity, 5
days’ holidays from the following year may be brought
forward when all holiday days as well as, if appropriate,
the three days for personal matters for the year in
progress, have been taken.
• Other measures:
apar t from the above measures,
the Collective Agreements of Gestevisión Telecinco
and Atlas España contain additional measures that
promote employees’ work/ life balance:
•
Paid time off:
each employee has 25 hours a year
to carry out personal activities, irrespective of
other paid leave and leave for personal matters.
•
Paid leave,
for the time needed by employees to
visit Social Security specialists.
•
Time off for personal matters:
all employees have
3 days a year to deal with personal matters (and
may divide one of them into hours). These three
days may be taken freely, without any subsequent
justification concerning the use made of them.
•
Holidays:
27 working days’ holidays for employees
working 38 hours and 20 minutes a week, 37
working days for employees working 40 hours
a week (in shifts), 29 days’ holiday for those
employees working 38 hours and 45 minutes a
week and 32 days for those employees who have
been on night work all year.
•
Special summer timetable:
leaving at 15:00 in July
and August provided that the organisation of the
work allows.
•
Reducing the working day on Fridays:
the
distribution of the working week means that for
those positions where the organisation of the
work allows, employees work uninterruptedly for
6 hours, normally leaving at 15:00.
•
Birth of a child:
2 working days for the bir th of
a child.
•
Paid one day leave for
wedding of parents,
children or siblings: 2 days’ leave (the second day
is unpaid) if outside the Autonomous Region of
Madrid.
•
Improvements in marriage leave:
leave can be
taken three days prior to the celebration. If the
celebration takes place on a Saturday, Sunday or
holiday, the 15 day periods commences as from
the next calendar day.