1.	Example of faults, sanctions and prescription report faults

ACTIVITY/ SECTOR: 	CHEMICAL INDUSTRY

SCOPE: NATIONAL

COLLECTIVE AGREEMENT VIGENCY: 	From ......... to ...... ..

 1.	MILD FAULTS

-	Attending work lack of punctuality until three in one month, with less than thirty minutes delay.
-	Not processing the leave when absent from work for good cause, unless proof of its impossibility.
-	Abandonment of service without reasonable cause, even if it is for short time. If as result it causes damages of any consideration to the company, or causes any accident to his co-workers, this offense may be regarded as serious or very serious, depending the case.
-	Small oversights in maintenance of equipment.
-	Lack of personal cleanliness, when could affect the production process of the company.
-	Not serving  the public with due diligence and correction.
-	Not communicating to Company change of adress.
-	Non work discussions within the workplace. If such discussions provoque notorious scandals, it could be consider as serious or very serious offence.
-	One day missing work without justification.
-	Failure in the fulfillment of any obligation under Section 29 of Law 31/1995 of 8 November of Prevention of Occupational Risks, with lack of transcendence or serious threat to the physical integrity or health of workers.
-	The use of company information technology (email, intranet, Internet, etc.) for other purposes than those related to the content of the laboral benefit, except the provisions of Article 79.2. (work representants).

SANCTION

-	Verbal warning.
-	Reprimand in writing.
-	Suspension of employment and salary till two days.

PRESCRIPTION

-	Ten days prescription.

 2.	SERIOUS FAULTS

-	More than three unexcused absences punctuality attending work, longer than five minutes in a period of thirty days.
-	Two days absence, without cause, within a period of thirty days.
-	Non communicating with due punctuality, family changes that may affect Social Security. Malicious lack of such data is considered very serious offense.
-	Playing games or commit distractions in work hours.
-	Illness or accident simulation.
-	Disobeying his superiors in any field of work. If there is involved brokenness manifest discipline or cause notorious harm to the company, it may be considered gross misconduct.
-	Simulate the presence of another worker, signing, or signing answering for him.
-	Negligence or sloth at work affecting the smooth running of the service.
-	The act of imprudence work; if involved risk of accident to the worker for his teammates or danger of damage to facilities, it may be considered as very serious.
-	Perform without permission, private work during the day and use enterprise tools for their own use.
-	Drunkenness outside of duty, wearing the company uniform, always that the provided uniform identifies the company.
-	Minor offense recidivism (excluding punctuality), albeit of different nature, within a quarter and being previously writtenly communicated.
-	Failure in the fulfillment of obligations under Section 29 of Law 31/1995 of 8 November, of Prevention of Occupational Hazards, when such failure origine serious risk to the safety and health of workers damage.

SANCTION

-	Suspension of employment and salary from three to fifteen days.

PRESCRIPTION

-	Twenty days prescription.

 3.	VERY SERIOUS FAULTS

-	More than ten unexcused absences punctuality, longer than five minutes, committed over a period of twenty six months or a year.
-	Absences without justification, for three or more days, for a period of thirty days.
-	Fraud, disloyalty or breach of trust in the mandated negotiations, and theft or robbery, both the company and coworkers or anyone else within the company premises, or during work elsewhere.
-	Make disappear, disable, destroy or cause damage to raw materials, equipment, tools, machinery, equipment, facilities, buildings, equipment and documents of the company.
-	The conviction for theft or embezzlement committed outside the company or any other kind of facts that may result for this distrust of its author and in any case,than six years duration dictated by the Courts of Justice.
-	The continuous and usual lack of hygiene and cleanliness such as to produce justified complaints from coworkers.
-	Habitual drunkenness.
-	Violating the secrecy of correspondence or confidential business documents, or disclose to outsiders the same data elements that requires confidenciality.
-	Mistreatment in word or deed, abuse of authority or serious lack of respect and consideration to the heads or their families, as well as peers and subordinates.
-	Causing serious accidents due negligence or recklessness.
-	Leave work in positions of responsibility.
-	The voluntary and continuous decrease in the normal performance of work, although would be motivated by the exercise of any right recognized by the law.
-	Originating frequent quarrels and brawls with co-workers.
-	Repetition of serious misconduct, albeit of different nature, provided that it is committed within the next six months have produced the first.
-	Abuse of authority by the chiefs, will always considered very serious offense. The victim shall immediately inform the Management Company.
-	Sexual harassment, defined as conduct of sexual nature, in word or action, developed in the workplace and offensive to the worker (men or women). In a case of sexual harassment victim work position continuity will be protected.
-	Bullying (mobbing), defined as any abusive or psychological violence behavior that make prolonged over time on a person in the workplace, manifested through repeated behavior, facts, orders or words that have as discredit purpose, desconsider or isolate a worker in order to achieve a self-walkout producing a progressive and continuous damage dignity or mental integrity. It is considered an aggravating circumstance the fact that the person exercising harassment holds some form of hierarchical authority in the structure of the company on the person being harassed.
-	Failure comply with the obligations under Section 29 of Law 31/1995 of 8 November, of Prevention of Occupational Risks, provided that such breach serious and imminent risk to the safety and health of workers arising .

SANCTION

-	Suspension of employment and salary from sixteen to sixty days.
-	Termination of employment contract in cases where the lack was described as a maximum degree.

PRESCRIPTION

-	Sixty days prescription

************

NOTES

-	The misconduct shall prescribe, in any case, within six months of having committed.
-	For staff delegates and members of the committee, there will be opened contradictory file in the event of serious or very serious offenses, which will be heard, apart from him as concerned in the issue, the committee or other staff representatives (Art. 68 ET).
-	The penalty of mild or serious faults will require motivated written communication to the worker, and the very serious offenses will require contradictory file and summary proceeding where will be heard the concerned worker.
-	In any case, the company shall inform the committee or staff representatives or union representatives, if any, while the same concerned, of any sanction imposed.
-	For the sole purpose of graduation faults shall not be taken into account those who have previously committed under the following terms:

	-	Mild faults: 3 months
	-	Serious faults: 6 months
	-	Very serious faults: 1 Year