NABSS Updated Version

XI NATIONAL COLLECTIVE BARGAINING
AGREEMENT FOR GENERAL REGIME PRIVATE

EDUCATION CENTRES OR GOVERNMENT-REGULATED
EDUCATION CENTRES WITH NO STATE-FUNDED
OR SUBSIDISED LEVEL
2 XI NATIONAL COLLECTIVE BARGAINING AGREEMENT FOR GENERAL REGIME PRIVATE EDUCATION CENTRES
OR GOVERNMENT-REGULATED EDUCATION CENTRES WITH NO STATE-FUNDED OR SUBSIDISED LEVEL
TITLE I.
General
Provisions
XI NATIONAL COLLECTIVE BARGAINING AGREEMENT FOR GENERAL REGIME PRIVATE EDUCATION CENTRES
OR GOVERNMENT-REGULATED EDUCATION CENTRES WITH NO STATE-FUNDED OR SUBSIDISED LEVEL 3
CHAPTER I
Scopes
Article 1. Territorial scope
This Collective Bargaining Agreement is applicable in the entire territory of the Spanish State.
CH
Article 2. Functional scope Co
This Collective Bargaining Agreement includes general regime private education centres or Ar
government-regulated education centres with no subsidised level, with public funds, or non
state-funded centres, regardless of the character and nationality of the holder entity, in which A
any of the following educational activities is practised: Ba
a) a) Infant Education (comprehensive) At
b) b) Primary Education be
c) c) Compulsory Secondary Education (ESO) th
d) d) Baccalaureate
e) e) Vocational Training of the educational system If
th
For the purposes of this Collective Bargaining Agreement, a comprehensive educational entity is
the one providing more than one teaching or educational level. Th
Ba
Entities providing the first and/or second cycle of Infant Education will be affected by this
Collective Bargaining Agreement if they belong to a comprehensive educational entity giving, Ar
apart from any teaching mentioned in the beginning of this paragraph, another teaching listed in
this article. Re
of
Article 3. Personal scope or
This Collective Bargaining Agreement affects all staff under the employment contract regime, Th
rendering their services at the centres indicated in article 2 of this Collective Bargaining wh
Agreement.
Th
Apart from the ones mentioned in the previous paragraph, workers rendering their services at co
boarding schools belonging to the centres referred in article two of this Collective Bargaining wi
Agreement will be affected by the same. at
te
Article 4. Time scope
This Collective Bargaining Agreement will be in force on the day following that of its publication CH
in the Spanish Official State Gazette. Once it is published, its economic effects will be traced
back to 1st September 2021. W
Entities will have a three month term, from the publication of this Collective Bargaining Agreement Ar
in the Spanish Official State Gazette to fulfil any pending quantity which may be applicable.
Di
The duration of this Collective Bargaining Agreement will be up until 31st December 2023. en
to
in
Ar
Th
es
if
Article 5. Collective Bargaining Agreements with a more limited scope
In Collective Bargaining Agreements with a more limited scope, which may be negotiated from
the signing of this Collective Bargaining Agreement, the following subjects will be expressly
excluded from their negotiation: probation period, recruitment modalities, except for matters
with regard to adaptation to the entity environment, disciplinary regime, minimum hygiene and
safety regulations and geographical mobility.
Collective bargaining agreements for entities or group of entities will only be prioritised with
regard to this state collective bargaining agreement or with regard to autonomous community
collective bargaining agreements in the subjects mentioned in article 84.2 of the Workers’
Statute.
Furthermore, and in case of Autonomous Community negotiations, which may affect the scope
established in this Collective Bargaining Agreement text, a prior agreement will be necessary,
depending on the respective representativeness of the Spanish federations of business
enterprises and trade unions legitimated to negotiate in this specific area. In all cases, the State
collective bargaining agreement will be considered dispositive additional law with regard to
subjects that are not negotiated in the Autonomous Community scope.
Entities signing this Collective Bargaining Agreement, undertake to the fact that their union
representatives and associated centres will respect this provision.
CHAPTER II
Reporting, revision and extension of the Collective Bargaining Agreement
Article 6. Extension of the Collective Bargaining Agreement
This Collective Bargaining Agreement will be extended year by year from the 1st January 2024
by tacit renewal, unless previously, two months in advance from the effectiveness period of the
Collective Bargaining Agreement, or of any of its extensions, there has been an express reporting
of the Collective Bargaining Agreement by any of the signatory parties of the same.
Article 7. Reporting and revision of the Collective Bargaining Agreement
Once the Collective Bargaining Agreement has been reported, the signatory parties, undertake
to initiate conversations within a term of not more than one month before the expiration date of
the Collective Bargaining Agreement or its extension, notwithstanding the regulations contained
to this regard in the Workers’ Statute.
Until the new Collective Bargaining Agreement is signed, the previous one will continue to be in
force.
CHAPTER III
Collective Bargaining Agreement Joint Committee
Article 8. Creation and functions
A Joint Committee will be created for the interpretation, mediation and arbitration of this Collective
Bargaining Agreement.
At the first meeting, the Chairman and the Secretary will be appointed, whose tasks will respectively
be calling and chairing the meeting, and issue a meeting minutes of the same, registering and filing
the treated matters.
If the parties expressly submit to the arbitration of the Committee, its resolution will be binding for
the same.
This Joint Committee, unique for the entire State, will consist of the entities signing the Collective
Article 9. Venue and operation
Resolutions will be adopted by a qualified majority, and in terms of the official

representativeness of the entities, and the approval of the majority of the Spanish
Federations of Business Enterprises or trade unions will be required.
The mentioned Joint Committee establishes its address, for the purposes of receiving queries,
which must be sent by registered mail, at Madrid, Calle Ferraz 85 (28008).
The Committee will meet as an ordinary committee once every quarter and as an extraordinary
committee when this is requested by the majority of one of the parties. In both cases, the calling
will be written, at least five days in advance, indicating the Agenda and the date of the meeting,
attaching the necessary documentation. Only in case of emergency, recognised by both parties,
the term may be shorter.
CHAPTER IV
Work organisation
Article 10
Discipline and work organisation is a specific power of the organisation or natural person or legal
entity being the head of the centre, and will adjust to the provisions of the legislation in force,
and to the unique character and specific provisions of each centre. All the above notwithstanding
the information and participation rights granted to the workers’ representatives by regulations
in force.
Article 11
The staff will be obliged to render the services that, according to their employment contract,
are established by the Head of the Centre, during the entire labour year or for the term of the
agreement, if its duration is shorter.
TITLE II.
Staff
CHAPTER I
Article 12. Occupational classification
Occupational classification is based on the existence of occupational groups, each of them

including all positions. For these purposes, previous categories are converted into new positions.
Staff contracted in companies within the scope of the Collective Bargaining Agreement will be
contracted in accordance with one of the following groups, including, without limitation, and not
implying the obligation to contract all of them if this is not necessary for the entity:
GROUP I. TEACHING STAFF
- Senior teacher / Head of a workshop or laboratory.

- Associate teachers, assistant teachers or auxiliary teachers.
- Workshop or laboratory associate teacher.
- Infant educator.
- Instructor.
GROUP II. SUPPLEMENTARY SERVICES STAFF
SUBGROUP A: Specialised staff:
Specialised staff is classified into two levels, depending on the degree of responsibility,
functions and knowledge:
- LEVEL I. It includes, among others, the following positions:
Lawyer
Doctor
Psychologist
Pedagogue
Librarian
Chaplain
Spiritual leader
-LEVEL II. It includes, among others, the following positions:
Speech therapist
Nurse
SUBGROUP B: Support staff:
- Extracurricular activities teacher

- Supervising teacher
GROUP III: ADMINISTRATION STAFF
- Administration or secretariat head

- Head of business unit
- Officer
- Assistant or telephone operator
- Supervisor (only annex IV)
- Apprentice / applicant (only annex IV)
GROUP IV: GENERAL SERVICES STAFF
- Concierge
- Housekeeping
- Head of kitchen
- Cook
- Officer
- Driver
- Warden
- Porter and concierge
- General services employee
- Kitchen assistant (only annex IV)
- Kitchen helper (only annex IV)
- Errand runner (only annex IV)
Definitions corresponding to the different positions are the ones in Annex I, which forms part of
this Collective Bargaining Agreement.
Article 13. Temporary management positions
Temporary management positions, among others, are the following:
- Principal
- Assistant Principal
- Head of Studies
- Head of Department
These positions are temporary and, therefore, their duration will depend on the time during which
the employer entrusts the worker with the responsibilities inherent to the position. Once this
temporary assignment ends, the worker will for all purposes return to the position for which he/
she was recruited.
Definitions corresponding to the different temporary management positions are the ones
appearing in Annex I, which forms part of this Collective Bargaining Agreement.
TITLE III.
Recruitment
Article 14. General provisions
The entry of staff included in the scope of application of this Collective Bargaining Agreement
will take place as a result of free recruitment between the worker and the head of the centre.
Employment contracts, regardless of their modality, must be formalised in writing, and each
contracting party will keep its counterpart, together with the rest of competent bodies, in
accordance with the legislation in force. Furthermore, the employer will deliver a basic copy of
each contract to the workers’ representatives, in accordance with the legislation in force.
Centres can hire their staff using any of the modalities admitted by the legislation in force, or
by any other that may be enacted while this Collective Bargaining Agreement is in force, and
the Joint Committee will be empowered to study and propose the possible adaptations or
amendments according to the possible legislative changes, calling the Negotiating Committee
for their approval.
Workers with no written contract, except when it is proved that they are not in a labour relationship,
will be assumed as permanent workers after the probation period.
Article 15. Automatic conversion into permanent contracts
After the expiry of the legally established maximum duration, if there is no reporting and the
worker continues working, the contract will be considered as tacitly extended for an indefinite
time period, except when there is any evidence to the contrary proving the temporary nature of
the service.
Workers who within a period of twenty four months have been contracted for a term of more than
eighteen months, with or without solution of continuity, for the same or for a different position
with the same company or group of companies, by means of two or more contracts arising from
production needs, whether directly or when they are made available by temporary employment
agencies, will also become permanent workers. This provision will also be applicable in cases of
company succession or subrogation in accordance with legal or conventional provisions.
Furthermore, the person occupying a position, with or without solution of continuity, for more
than eighteen months within a period of twenty four months, contracted due to circumstances
of production, including supply contracts with temporary employment agencies, will become a
permanent worker.
Article 16. Replacement contracts
Fixed-term contracts can be entered into for replacing a worker with a right to reservation of
the position, provided the name of the replaced person and the replacement cause are specified
in the contract. In that case, the service rendering can begin before the absence of the replaced
person takes place, with both people coinciding in the development of functions for the time that
is fundamental to ensure the correct performance of the work, for a maximum duration of fifteen
days.
Furthermore, the replacement contract can be entered into to complete a reduction of working
hours by another worker, when that reduction is based on causes legally established or regulated
in the Collective Bargaining Agreement, and when the name of the replaced person is specified in
the contract, together with the cause for replacement.
The replacement contract can also be entered into for temporarily covering a position during
the selection or promotion process for its final coverage by a permanent contract; in this case,
its duration cannot exceed three months, and a new contract for the same purpose cannot be
entered into after the maximum duration is exceeded.
Article 17. Work or service contract
Contracts for a determined work or service based on the provisions of article 15.1.a) of the
Workers’ Statute, according to the wording applicable before the entering into force of Royal
Decree-Law 32/2021, 28th December, entered into before 31st December 2021, and in force at the
mentioned date, will be applicable up to their maximum duration, in the terms of the mentioned
provisions.
Article 18. Fixed-term contract
1. The fixed-term contract can only be entered into due to circumstances of production or for
replacing a worker.
2. Circumstances of production will mean the occasional and unforeseeable increase of the
activity, and the variations that, even within the normal activity of the entity, generate a temporary
unbalance between the available stable employment and the one required, provided we are not
talking about the cases of permanent seasonal contracts.
The variations mentioned in the previous paragraph will include those arising from annual
holidays.
When the fixed-term contract is due to these circumstances of production, its duration cannot
exceed twelve months. If the contract has been entered into for a shorter duration, it can be
extended, by an agreement between the parties, only one time, and the total duration of the
contract cannot exceed the mentioned maximum duration.
Also, companies can formalise contracts due to circumstances of production to meet occasional
situations, foreseeable and with a reduced duration, delimited in the terms of this paragraph.
Companies can only use this contract for a maximum of ninety days within the calendar year,
regardless of the workers who are necessary to meet within each of those days the specific
situations, which must be duly identified in the contract. These ninety days cannot be used in a
continuous way. Entities, within the last term of each year, must deliver to the legal representatives
of the workers an annual forecast for the use of these contracts.
3. Fixed-term contracts can be entered into for the replacement of a worker, with the right to
reservation of his/her position, provided the contract specifies the name of the replaced person
and the cause for the replacement. In that case, the service rendering can begin before the
replaced person is absent, with both people coinciding in the development of functions for the
time that is fundamental to ensure the correct performance of the work, for a maximum duration
of fifteen days.
The replacement contract can also be entered into for temporarily covering a position during the
selection or promotion process for its final coverage by a permanent contract; in this case, its
duration cannot exceed three months, or the shorter term included in the Collective Bargaining
Agreement; a new contract for the same purpose cannot be entered into after the maximum
duration is exceeded.
4. Workers hired in compliance with the provisions of this article will become permanent workers.
Article 19. Training contract for achieving professional practice
The purpose of this contract will be the performance of a labour activity for acquiring a
professional practice matching the corresponding study levels.
Remuneration for effective working time will be that of the occupational group and remuneration
level corresponding to the performed functions. The remuneration can in no case be less than
95% of the salary established in the Collective Bargaining Agreement for a worker performing
the same or an equivalent position.
The rest of issues related to this recruitment modality will be governed by the provisions of
sections 3 and 4 of article 11 of the Workers’ Statute.
Article 20. Work-related vocational training contract
The purpose of these contracts will be work-related vocational training remunerated as employee
work.
The remuneration cannot be less than sixty per cent on the first year, or seventy five per cent on
the second year with regard to the one established in the Collective Bargaining Agreement for
the occupational group and salary level corresponding to the performed functions, in proportion
to the time of effective work. The remuneration can in no case be less than the minimum
interprofessional wage in proportion to the time of effective work during the first year, or 100%
of the minimum interprofessional wage, regardless of the performed working hours, during the
second year.
The rest of matters for this type of contract will be governed by the provisions of sections 2 and
4 of article 11 of the Workers’ Statute.
Article 21. Part-time contract
The employment contract will be understood as entered into as a part-time contract when the
service rendering has been agreed for a number of hours per day, week, month or year lower than
full-time working hours established in this Collective Bargaining Agreement.
This modality can be agreed for an indefinite time period or for a determined duration in the cases
in which the use of this contract modality is legally allowed, and it must be formalised pursuant to
the legally established provisions, with an indication of the number of contracted working hours
per day, week, month or year and their distribution.
Part-time workers cannot carry out overtime, except when hours are performed to prevent or
repair losses or other urgent extraordinary damages.
The changing of a full-time work to a part-time work and vice versa will always be voluntary for
the worker.
In part-time contracts with working hours not less than ten hours per week in annual calculation,
supplementary hours can be performed (other than the so-called ones in this Collective
Bargaining Agreement) when this has expressly been agreed with the worker, in the contract or
by a subsequent covenant formalised in writing.
The number of supplementary hours cannot exceed 30% of the contracted ordinary working
hours. In all cases, the addition of ordinary hours and these supplementary hours will be less
than the total hours in full-time working hours, established in Chapter I, Title IV of this Collective
Bargaining Agreement, for the corresponding category. Those supplementary hours will be
distributed by the employers according to the company needs. The worker must know the day
and time when supplementary hours ought to be performed seven days in advance.
The supplementary hours covenant can turn ineffective due to the waiver of the worker, after one
year from the date in which it was entered into, and the waiver must be notified fifteen days in
advance, when one of the following circumstances takes place:
1) Taking care of family responsibilities by whom due to legal guardianship reasons directly
takes care of a child less than twelve years old or a person with any disability.
2) Training needs, provided the timetable incompatibility is proved.
3) Incompatibility with another part-time contract.
Notwithstanding the supplementary hours covenant, in part-time contracts with an indefinite

duration, with working hours not less than ten weekly hours in annual calculation, the employer
may at any time offer the worker the performance of voluntarily accepted supplementary hours,
whose number cannot be more than 15% of the ordinary hours that are the subject matter of the
contract. If the worker refuses to perform these hours, this will not be a labour conduct subject
to penalty.
Furthermore, a part-time contract will be the one entered into by the worker who agrees with
his/her company, in order to access partial retirement and in the legally established conditions,
a reduction of working hours and salary between 25% and 50% of the same, when general
conditions required in the Consolidation of the General Social Security Law and consistent rules
are met.
The previously mentioned reduction of salary and working hours can reach 75% when the
replacement contract is a full-time contract with an indefinite duration, provided the worker
meets the requirements established in the Consolidation of the General Social Security Law.
Part-time workers who have rendered services as such in the company for three or more years,
will preferably occupy vacancies in full-time contracts, or extend their working hours to the
maximum established for their category if they have the capacity, qualifications and adequacy
required to perform the position, to the discretion of the representative of the company owning
the Centre.
Article 22. Replacement contract
Contract entered into with a worker who is unemployed or has agreed with his/her company a
contract with a determined duration, in order to cover the working hours left vacant by a worker
who partially retires.
Except for the provisions governing the cases of partial retirement, where the reduction of working
hours and salary can reach 75%, the duration of the contract can be indefinite or, as a minimum,
equal to the time left for the replaced worker to reach the corresponding ordinary retirement
age in accordance with the provisions of the Consolidation of the General Social Security Law. If
when this age is reached, the partially retired worker continues in the company, the replacement
contract entered into for a determined duration can be extended by an agreement between the
parties and for annual periods, always being terminated at the end of the period corresponding
to the year in which total retirement of the replaced worker takes place.
In the case of a partially retired worker who retires after having reached the retirement age, the
replacement contract that can be entered into by the company to replace the part of the working
hours left vacant by the same can be indefinite or annual. In this second case, the contract will
automatically be extended in annual periods, and will be terminated in the way mentioned in the
previous paragraph.
In case the replacement contract is for a determined duration and is not converted into a
permanent contract, when the contract ends, the affected worker will be entitled to the
compensation established at each time by the legislation in force.
Except for the provisions for the cases of partial retirement, where the reduction of working
hours and salary can reach 75%, the working hours can be full-time or part-time. In all cases, they
will be, as a minimum, equal to the working hours left vacant by the worker in a situation of early
retirement. Working hours of the replacing worker can complete those of the replaced worker or
they can work simultaneously.
The position of the replacing worker can be the same as the one of the replaced worker. In all
cases, there must be a correspondence between the contribution bases of both, in the terms
established in the Consolidation of the General Social Security Law.
The parties can in mutual agreement covenant the accumulation of the remaining working hours
up to ordinary retirement of the replaced worker, whether in one or several periods.
Article 23. Contracting people with disabilities
Companies who employ 50 or more workers will be obliged to the fact that, among them, at least
2% must be workers with disabilities, or to adopt the alternative measures established in article
42.1 of Royal Legislative Decree 1/2013, 29th November, approving the Consolidation of the
General Law on Rights of Disabled People and their Social Integration.
The previously mentioned computation will be made on the total staff of the corresponding
company, regardless of the number of work centres of the same, and regardless of the form of
the employment contract binding the workers of the company.
Article 24. Permanent staff
There is a limitation to the principle of freedom to contract teaching staff with a determined
duration, and a minimum permanent teaching staff of 40% is established, excluding replacement
contracts, internship contracts and work and service contracts from this computation.
In newly created companies, for the first five years after they are opened, the minimum permanent
staff will be twenty per cent.
This article can be revised by the parties if the general labour legislation is amended to that
regard. Staff representatives will ensure compliance with the legal control established for
contracts with a determined duration.
Article 25. Probation period
For new workers, a probation period can be agreed whose maximum duration will be:
a) 3 months for group I

b) 2 months for group II
c) 1 month for group III
d) 15 days for group IV
After the probation period, the worker will become part of the staff of the centre, and the period
will be counted for all purposes. For staff that is not contracted as permanent staff, if it reaches
this condition, days worked as valid days will be counted for the probation period.
Regardless of the previous provisions, in case of teaching staff with a permanent contract, the
probation period will be 11 months. In this case, in case of the termination of the employment
relationship by the company, from the sixth month of service rendering to the end of the probation
period, the worker will be entitled to a compensation equal to 1.5 days of salary per worked month,
counted from the beginning of that relationship.
In case of a temporary relationship prior to permanent contracting, the duration of that temporary
relationship will be counted within the previously mentioned period of 11 months.
Article 26. Vacancies
In view of a situation that takes place in a centre after the cessation of a worker as a consequence
of the termination of his/her labour relationship, the centre will proceed in the following way:
1. Teaching staff: Vacancies that take place in positions with higher functions from the first
group “teaching staff” will be preferably covered, where possible, among the staff from
positions with lower functions of the same group, depending on the capacity, qualifications
and seniority in the centre.
2. Administrative staff: Vacancies that take place in positions with higher functions from
administrative staff will be covered based on the following criteria:
a) Vacancies of the Administration or Secretariat Head will be freely appointed by the

Head of the Centre.
b) Vacancies of Heads of Business Units will be covered by two alternate shifts:
- Seniority, after the prior suitability test among Officers.

- Free appointment by the centre, among Officers and Assistants.
c) Assistants with five years of service in the position will promote to officers, and
if there is no vacancy, will continue as assistants with the remuneration of an officer.
3. General services staff: Vacancies among the general services staff will be covered by
workers from positions of the same group, the same branch, provided they have capacity
and suitability for performing the position to be covered.
4. In case of a new recruitment, or when a vacancy takes place, depending on the capacity,
suitability and qualifications of the worker, and on the needs and power to organise work
of the company, if the permanent staff cannot gain access to these positions, staff with a
temporary contract or part-time contract will be preferred.
Article 27. Cessations
a) The worker who voluntarily wants to cease in the service to the Centre will be obliged to
communicate it to the Head of the same, in writing, and complying with the following notice
periods:
Teaching staff: One month.

Rest of the staff: 15 calendar days.
b) Non compliance by the worker with the obligation to give notice sufficiently in advance, as
indicated before, will entitle the Centre to discount from the severance pay the amount of the
salary for two days corresponding to each day in delay for the notice.
If the Centre receives the notice in due time and form, it will be obliged to pay the worker the
corresponding severance pay when the labour relationship ends. Non compliance with this
obligation will entitle the worker to be compensated with the amount of the salary for two days
corresponding to each day in delay for the severance pay, with the limit of the number of days for
the notice.
TITLE IV.
Working hours,
holidays,
leaves,
extended unpaid
leaves of
absence and
retirement
CHAPTER I
Working hours
Article 28. Teaching staff
The number of working hours per year and their normal weekly distribution for each of the
categories affected by this Collective Bargaining Agreement are the ones specified below.
For teaching staff, the weekly school hours will be referenced at 27 hours. Furthermore, the
centre will have 237 supplementary hours per year, which can be distributed throughout the
same by the head of the centre, according to the special characteristics and needs of the
centre, and daily working hours cannot exceed 8 hours, including school hours.
The teaching staff will also dedicate other fifty hours per year to training, recycling and update
of the knowledge to be developed at the centre or at any centre in which training plans agreed
by the parties of the Collective Bargaining Agreement are given. The performance of those
training hours will be carried out in agreement with the company.
Always respecting the contracted weekly school hours computation and the annual computations
established in this Collective Bargaining Agreement, depending on the organisation and needs
of the Company, the Centre Management may change school hours into supplementary hours
and vice versa.
After the prior agreement between the worker and the company, annual working hours can be
increased to a maximum of 90 hours, which will not be considered overtime, and they can be
offered freely and must be accepted voluntarily, giving preference to people with part-time
contracts. Those hours will be additionally remunerated, taking as a reference the price of the
ordinary hour established in this Collective Bargaining Agreement.
Article 29. Non teaching staff
Working hours of qualified staff of supplementary services will be thirty three weekly hours.
Working hours of the rest of supplementary services staff and of the staff of Groups III and IV
will be forty weekly hours.
This staff, initially respecting their current working hours and schedule, will enjoy one free
Saturday each two weeks; therefore his average weekly working hours will be forty hours.
In case this break, due to work organisation, cannot take place on Saturday, it will be enjoyed
another day of the week.
The Head of the Centre will establish the ideal regime of working hours for staff corresponding
to reception and the rest of analogous services of surveillance and maintenance, depending on
the special circumstances and needs of each centre.
Article 30. Additional working hours for temporary positions
The teaching staff with the category of Principal, Assistant Principal, Head of Studies or Head of
Department will add five more weekly hours to the working hours corresponding to the type of
teaching to which this person belongs, in which he/she must be dedicated to the performance of
his/her specific function at the centre.
The functions of the coordinator and the tutor can be carried out within the schedule established
for the type of teaching corresponding to the teachers exercising those positions.
Article 31. Weekly break and break between working hours
For non teaching staff working hours will be distributed throughout the week, depending on the
needs of the centre, and daily working hours cannot exceed eight daily hours of work, and four
hours on Saturday.
When the work needs or the condition of the centre do not allow enjoying on Saturday and Sunday
the weekly rest of one and a half continuous days, it can be enjoyed on another day of the week.
In all cases, between the end of daily working hours and the beginning of the next daily working
hours, there must at least be twelve hours.
Article 32. Overtime
Overtime hours will be those exceeding on each case working hours established on this Collective
Bargaining Agreement. The initiative of working overtime corresponds to the centre, and the free
acceptance to the worker, in accordance with the legislation in force at each time.
With regard to their remuneration, they can be compensated with equivalent resting times.
Article 33. Annual computation and irregular distribution by the centre
a) Teaching staff:
- School hours: 1,089 hours.

- Supplementary working hours: 237 hours.
- Training hours: 50 hours.
In educational centres where summer courses are not carried out, annual working
hours of the teaching staff, except in the level of Infant Education will be 1,069 hours,
annual supplementary working hours will be 257 hours and annual training hours will
be 50 hours.
b) Qualified staff for supplementary services: 1,396 hours.
c) Other staff for supplementary services and administration and general services staff:
1,724 hours.
Internal staff, as a compensation, will perform forty more hours than his/her annual working
hours.
Teaching staff who are Principals, Assistant Principals, Heads of Studies or Heads of Department
will add two hundred and ten annual hours to the working hours corresponding to the type of
education to which he/she belongs, in which he/she must be dedicated to the performance of his/
her specific function at the centre.
Furthermore, with regard to the teaching staff, the last paragraph of article 28 is considered as
reproduced.
Article 34. Mere attendance hours
Mere attendance hours of workers at the work centre will not be considered to be included in
effective working hours, and will not be counted with regard to the limit of overtime.
Article 35. Dining room surveillance and transport
Regardless of the working hours:
The teaching staff to which surveillance of pupils during meals and breaks is entrusted, and
voluntarily accepted, will be entitled to free maintenance in the centre.
The teaching staff to which surveillance of pupils during school transport is entrusted, and
voluntarily accepted, will be entitled to free transport.
Article 36. Working hours on the night shift
Hours worked in the period between 10 pm and 6 am, or other working hours that must be agreed
due to special circumstances, will be considered as night work for the purposes of remuneration,
except when the salary has been established taking into account that the work is night work
because of its own nature.
Article 37. Continuous working hours during school holidays periods
Administrative and general services staff, during school holidays, that is July and August,
will perform continuous working hours with a maximum of six hours per day and forty eight
uninterrupted hours of break on those months, except at boarding schools and analogous centres,
when the performance of continuous working hours does not guarantee a suitable service, with
the possibility of establishing shifts so that the different services are assisted.
Administrative staff will perform, during non school days corresponding to the period of school
holidays on Christmas and Easter, six continuous working hours per day, with the possibility of
establishing shifts so that the different services are assisted.
Article 38. Reduction of working hours for taking care of children or other relatives
The person who, for legal guardianship reasons, has under his/her direct care a child of less than
twelve years old or a person with a disability who does not carry out a remunerated activity, will
be entitled to a reduction of daily working hours, with the proportional reduction of the salary
from 1/8 to 1/2 (as a maximum) of the duration of the daily working hours.
The same right will correspond to the person who must take care of one relative up to the second
degree of consanguinity or affinity, who due to reasons of age, accident or disease cannot get
along on his/her own and do not perform a remunerated activity.
The parent, adoptive parent, guardian for adoption purposes or permanent foster carer will be
entitled to a reduction of working hours with a proportional salary reduction of at least half the
duration of the same, for care during hospital stays and continuous treatments, of the minor
affected by cancer (malignant tumours, melanomas and carcinomas) or by any other serious
illness implying a long term hospital stay and who needs direct, continuous and permanent care,
this proved by the report of the public health service or healthcare administrative body of the
corresponding autonomous community and, as a maximum, until the minor turns eighteen years
old.
The timetable organisation and determination of the period of enjoyment of the reduction of
working hours correspond to the worker, within his/her ordinary working hours; the worker must
give notice to the employer fifteen days in advance, specifying the date in which he/she will begin
and end the reduction of working hours.
However, if two or more workers of the same company generate this right by the same individual,
the employer can limit its simultaneous exercise for justified reasons related to the operation of
the company.
Workers can, if they wish to do so, reduce their working hours if they are not flexible working hours
or accommodate them to go with the pregnant woman to childbirth classes, with the proportional
reduction of salary, but without losing any other labour right.
Article 39. Work schedule
The company and the workers’ representatives can establish, if they mutually decide it, the
internal work schedule of holidays, with the possibility of modifying the duration of the same,
bank holidays and special leaves, paying due attention to services that must operate.
CHAPTER II
Holidays
Article 40. Common regulation
All workers affected by this Collective Bargaining Agreement will be entitled to enjoy, for each
complete year of active service, remunerated holidays of one month, preferably in summer,
taking into account the characteristics of the centre and the personal situation of each worker, or
the days that proportionally correspond to him/her if the time worked is less.
All staff of centres affected by this Collective Bargaining Agreement will be entitled to enjoy as
a holiday five days established as business days by the official schedule fixed on the territorial
scope of the competent labour administration, preferably, where possible, during the summer
period, and always guaranteeing the normal operation of the educational centre.
Article 41. Holidays of non teaching staff
Non teaching staff at all centres included in the scope of this Collective Bargaining Agreement
will be entitled to enjoy six holiday calendar days on Easter and eight calendar days on Christmas,
in both cases in a continuous way; however, the centres can establish shifts among this staff for
the purposes of maintaining service on the same. Also three business days within the year to be
determined by the Head of the Centre.
Article 42. Holidays of teaching staff
All teaching staff will be entitled to enjoy on Easter and Christmas the same holidays as those
established for pupils.
Fifty per cent of the teaching staff affected by this Collective Bargaining Agreement will
enjoy two more weeks of holidays throughout the summer period, with the Head of the Centre
establishing the shifts on a rotating basis, depending on the needs of the Centre.
Centres with summer courses or boarding schools are excluded from this obligation. As a
compensation, 50% of the teaching staff of these centres will receive a unique salary supplement
consisting of 35% of their gross salary corresponding to just one month. The payment of this
supplement will be made on a rotating basis, with 50% of the teaching staff receiving it on the
first year, and the other 50% on the second year, and so on.
In case the centre does not need, to the discretion of its Head, the referred entire 50% of teaching
staff, the remaining staff will enjoy two holiday weeks with no right to the 35% salary supplement
mentioned before.
CHAPTER III
Disease, leaves
Article 43. Temporary disability
In cases of temporary disability, and for the first three months, the worker will be paid the
supplement that is necessary to reach 100% of his/her calculation basis. In case of declaration of
temporary disability due to an occupational accident, the affected worker will continue receiving
the mentioned supplement one more month for each three years of seniority at the company.
Article 44. Suspension of employment for childbirth, adoption, guardianship for adoption
purposes or foster care
Childbirth, including labour and care of the baby less than twelve months old, will suspend the
employment contract of the biological mother for 16 weeks, of which the 6 uninterrupted weeks
immediately subsequent to labour will be mandatory, and must be enjoyed full-time to guarantee
the protection of the mother’s health.
The birth will suspend the employment contract of parents other than the biological mother for 16
weeks, of which the 6 uninterrupted weeks immediately subsequent to labour will be mandatory,
and must be enjoyed full-time, to comply with the care duties established in article 68 of the Civil
Code.
In cases of premature delivery, and in those cases in which for any other cause the newborn must
remain in hospital after the birth, the period of suspension can be counted, after the request of
the biological mother or the other parent, from the date of hospital discharge. The six weeks
subsequent to labour of mandatory suspension of the contract of the biological mother are
excluded from this computation.
In cases of premature delivery with underweight and in other cases in which the newborn
requires, due to any clinical condition, a hospital stay after birth for a period of more than 7 days,
the suspension period will be extended for the number of days the newborn stays in hospital, a
maximum of 13 additional weeks, and in the regulatory developed terms.
In case of death of the son or daughter, the suspension period will not be reduced, except when
after the 6 weeks of mandatory break, the reincorporation to the position is requested.
The suspension of the contract of each of the parents for taking care of the minor, after the
first 6 weeks immediately subsequent to labour, can be distributed to their discretion, in weekly
periods to enjoy in a cumulative or interrupted way, and it can be exercised from the end of the
mandatory suspension after labour, until the son or daughter are 12 months old. However, the
biological mother can anticipate enjoyment up to 4 weeks before the foreseeable date of birth.
The enjoyment of each weekly period or, where applicable, of the accumulation of those periods,
must be communicated to the company at least fifteen days in advance.
This right is individual for each worker and its exercise cannot be transferred to the other parent.
The suspension of the employment contract, after the 6 weeks immediately subsequent to
labour, can be enjoyed full-time or part-time, after the prior agreement between the company
and the worker, and in the regulatory determined terms.
The worker must communicate the company the exercise of this right at least 15 days in advance.
When both parents exercising this right work for the same company, the company management
can limit its simultaneous exercise for justifiable and objective grounds, duly explained in writing.
In cases of adoption, guardianship for adoption purposes or foster care, in accordance with
article 45.1.d) of the Workers’ Statute, the duration of the suspension will be 16 weeks for each
adoptive parent, guardian or foster carer. Six weeks must be enjoyed full-time, mandatorily and
uninterruptedly, immediately after the court decision establishing the adoption, or after the
administrative resolution for guardianship for adoption purposes or foster care.
The ten remaining weeks can be enjoyed in weekly periods, in a cumulative or interrupted
way, within the 12 months following the court decision establishing the adoption, or after the
administrative resolution for guardianship for adoption purposes or foster care. In no case will the
same minor be entitled to several suspension periods of the same worker. The enjoyment of each
weekly period or, where applicable, the accumulation of those periods must be communicated
to the company at least 15 days in advance. The suspension of these 10 weeks can be exercised
full-time or part-time, after the prior agreement between the company and the affected worker,
in the regulatory determined terms.
In cases of international adoption, when the previous travel of the parents to the country of
origin of the adopted child is necessary, the period of suspension established for each case in
this section, can begin up to 4 weeks before the court decision constituting the adoption.
This right is individual for each worker and its exercise cannot be transferred to the other adoptive
parent, guardian for adoption purposes or foster carer.
The worker must communicate the company the exercise of this right 15 days in advance. When
the two adoptive parents, guardians or foster carers exercising this right work for the same
company, this company can limit the simultaneous enjoyment of the 10 voluntary weeks for
justifiable and objective grounds, duly explained in writing.
In case of disability of the son or daughter at birth, adoption, guardianship for adoption purposes
or foster care, the suspension of the referred contract will have an additional duration of two
weeks, one for each parent. The same extension will be applicable in case of multiple birth,
adoption, guardianship for adoption purposes or foster care, for each son or daughter different
from the first one.
If there is risk during pregnancy or risk during natural lactation, in the terms established in article
26 of Law 31/1995, 8th November on Occupational Risk Prevention, the suspension of the contract
will end on the day in which the suspension of the contract after labour begins, or on the day in
which the breastfed infant turns 9 months respectively, or in both cases, when the impossibility
of the female worker to reincorporate to her previous position or another one compatible with
her condition disappears.
Article 45. Leaves
The worker, after the prior written notice and justification, can be absent from work, being
entitled to remuneration, for any of the following reasons and for the following time:
a) Fifteen calendar days in case of marriage, or on the date of registration at the official
registry in case of civil partners.
These fifteen calendar days will begin to be counted on the date of the event or on the
first business day after the same if the event takes place on a non business day for
workers.
This leave can start to be enjoyed, after the prior notice, three days before celebration,
notwithstanding recovery if the event does not take place.
In both cases, the leave will not exceed fifteen calendar days.
The enjoyment of the leave must be communicated with a prior notice of 15 calendar
days. The same couple can use this leave as a marriage or as a civil partnership.
b) b) Three days in case of a surgical operation requiring a hospital stay, or of a serious

disease, accident, hospital stay or death, or surgical operation with no hospital stay
requiring rest at home, of relatives up to the second degree of consanguinity or affinity.
When for this reason, the worker needs to travel to that regard to another Autonomous
Community or island, the term will be five days. In case of foreign workers, the term will be
increased in more day when they need to travel to another country.
In the cases of this section b), the leave will start to be counted on the same day of the
event, except when this takes place on a non business day, in which case the leave will
start to be counted on the first business day after the event generating it takes place.
Furthermore, the leave can be begun for the duration of the event, and once it is begun,
the enjoyment days will be continuous. If the leave has been begun, and any day that is not
a business day for the worker is included, it will not be taken into account on computation.
If the event originating the right to the leave takes place when the worker has completed
75% of working hours, and if this worker requests the leave that same day, this leave will
start to be counted from the following day.
c) One day for transfer from the habitual address.
d) The time that is fundamental for complying with a public and personal duty. When
compliance with the duty referred before implies the impossibility of carrying out due
work in more than 20% of the hours of work, in a period of 3 months, the Centre can change
the affected worker to the status of mandatory extended unpaid leave of absence. In case
the worker, because of compliance with duty or while performing the position receives a
compensation, the amount of the same will be discounted from the salary to which he/she
is entitled at the centre.
e) One day for the wedding of a relative up to the second degree of consanguinity or affinity.
f) To carry out trade union functions or the representation of staff in the legally established
terms.
g) To carry out prenatal screenings and techniques to prepare for labour by pregnant workers,
after the prior notice and justification for the need to develop them during working hours.
h) In order to favour conciliation between work life and family life, a pool of a maximum of 15
annual hours is created for each worker for:
• Attendance to medical appointments of the worker himself/herself, their minor sons

or daughters, the spouse, parents and relatives up to the first degree of consanguinity
or affinity, who cannot get along on their own, and whose need for accompaniment is
duly certified, provided attendance to these appointments cannot take place outside
working hours.
• Attendance to tutoring of minor children.
The use of these hours must be duly proved with the respective medical certificate or certificate
of the educational centre, as the case may be, and the parties will try to interfere the least possible
with school activities of pupils. Their simultaneous exercise can be limited for justified reasons
related to the operation of the company, when 2 or more workers request the use of these leaves.
With regard to whatever is not expressly regulated by this article, the provisions of article 37 of
the Workers’ Statute will apply.
Article 46. Unpaid leaves
All staff can request up to fifteen days of unpaid leave each year, which must be granted to him/
her if the leave is requested with a notice of at least fifteen days. If the request is made while
another worker is enjoying this type of leave, the Head of the Centre, depending on the needs of
the centre, will make a decision after hearing the legal representatives of workers.
Article 47. Leave for taking care of breastfed babies
In the cases of childbirth, adoption, guardianship for adoption purposes or foster care, according
to article 45.1d) of the Workers’ Statute, workers will be entitled to one hour of absence from
work, which can be divided into two fractions, for taking care of a breastfed baby until the baby
turns nine months. The duration of the leave will be proportionally increased in cases of multiple
birth, adoption, guardianship for adoption purposes or foster care.
Whoever voluntarily exercises this right can replace it for a reduction of his/her working hours
of half an hour for the same purpose, or accumulate it continuously in complete working days,
immediately after the end of the suspension period arising from childbirth, adoption, guardianship
for adoption purposes or foster care. The specification of that accumulation for the worker
requesting it will consist of a remunerated leave of 20 calendar days for the requesting worker.
This leave is an individual right of workers, and its exercise cannot be transferred to the other
parent, adoptive parent, guardian or foster carer. However, if two workers of the same company
exercise this right by the same individual, the company management can limit its simultaneous
exercise for justified reasons related to the operation of the company, which must be
communicated in writing.
When both parents, adoptive parents, guardians or foster carers exercise this right with the same
duration and regime, the period of enjoyment can be extended until the breastfed baby turns 12
months, with a proportional reduction of the salary from the date when the baby turns 9 months.
In case of birth of premature children, or children who for any cause must continue in hospital
after birth, workers will be entitled to be absent from work for one hour. Furthermore, they will
be entitled to reduce their working hours up to a maximum of 2 hours, with the proportional
reduction of salary.
The timetabling and the determination of the period of enjoyment of the leave for taking care of
breastfed babies will correspond to the worker, within his/her ordinary working hours, and he/
she must give notice to the employer fifteen days in advance, specifying the date on which he/
she will begin and end the leave for taking care of a breastfed baby.
CHAPTER IV
Training and professional promotion
Article 48. Training
When teachers attend improvement and update courses organised by the centre, enrolment,
travel and residence expenses will be in charge of the Centre.
Continuous training will be carried out in accordance with the provisions of the National
Agreement on Training for Employment for the area of private education or the agreement
replacing it, in force at each time.
The company will provide access to courses for contracted staff wishing to learn the language of
the Autonomous Community where the Centre is located.
Article 49. Remunerated leaves for training
The staff affected by this Collective Bargaining Agreement will be entitled to:
a) The enjoyment of remunerated leaves necessary to take official examinations,

provided they are not for pursuing a position in another educational centre, or a
preference for choosing a work shift if that is the regime established in the company,
when they regularly carry out studies for obtaining an academic or professional title.
b) The adaptation of ordinary working hours to attend professional training courses or

to the granting of the pertinent leave for training or professional improvement with a
reservation of the position.
CHAPTER V
Extended unpaid leaves of absence
Article 50. Mandatory extended unpaid leave of absence
Mandatory extended unpaid leaves of absence giving the right to keep the position and to
computation of seniority in the company while they are in force, will be granted after the prior
written communication to the Centre in the following cases:
1. Appointment or election for a public position which makes attendance to work impossible.
2. Disease, after the term of the first eighteen months for temporary disability has elapsed,
and for all the time the worker is in this situation, even when the company has stopped
contributions.
3. Exercise of trade union functions, within the scope of the province or within a higher
scope, provided the Trade Union Confederation to which the worker belongs has enough
legal representativeness.
4. The break of a school course for teachers who want to be dedicated to their professional
improvement after ten years of uninterrupted active professional service at the same
centre, provided the teacher reliably proves to the Head of the Centre the dedication
and professional improvement during the period of extended unpaid leave of absence. If
there is no proof, this right of the worker will become a voluntary extended unpaid leave
of absence with no reservation of position.
5. During the pregnancy of the female worker.
6. Any other legally established cause.

The worker in a mandatory extended unpaid leave of absence must incorporate himself/herself
within a maximum term of 30 calendar days from the end of the cause justifying the extended
unpaid leave of absence, after the prior written communication to the company.
People enjoying a mandatory extended unpaid leave of absence who, when the situation ends, do
not go back to their position within the established terms will be finally deregistered from the
Centre.
Article 51. Extended unpaid leave of absence for taking care of a child
Workers will be entitled to a period of extended unpaid leave of absence of not more than three
years, that can be counted for the purposes of seniority in the company to take care of each
child, both for natural and adopted children, or in cases of guardianship for adoption purposes or
permanent foster care, to be counted from the date of birth or, where applicable, the date of the
court decision or administrative resolution.
Successive children will entitle to a new period of extended unpaid leave of absence which, where
applicable, will end the one this person is enjoying. If two or more workers of the same company
generate this right by the same individual, the employer can limit its simultaneous exercise for
justified reasons related to the operation of the company.
During the first year, from the beginning of each situation of extended unpaid leave of absence,
the worker will be entitled to the reservation of his/her position. After the end of the same, and
up to the end of the extended unpaid leave of absence period, the reservation will be referred to
a position of the same occupational group or to an equivalent position.
In whatever is not mentioned in this article, the provisions for the cases of mandatory extended
unpaid leave of absence will be applicable.
Article 52. Extended unpaid leave of absence for taking care of a relative
Workers will be entitled to a period of extended unpaid leave of absence of not more than two
years to take care of a relative, up to the second degree of consanguinity or affinity, who for
reasons of age, accident, disease or disability cannot get along on his/her own and does not
perform a remunerated activity.
During this period, which can be counted for the purposes of seniority at the company, the worker
will be entitled to the reservation of his/her position.
Article 53. Voluntary extended unpaid leave of absence
The voluntary extended unpaid leave of absence is the one requested by the worker who at least
has a seniority of one year at the Centre.
It must be requested in writing at least 15 days in advance.

The voluntary extended unpaid leave of absence will be granted for a minimum of 4 months and
a maximum of 5 years. This right can only be exercised another time by the same worker if four
years have elapsed from the end of the previous extended unpaid leave of absence.
The worker in a voluntary extended unpaid leave of absence only keeps the preferential right to
work in the Centre again in vacancies of the same or a similar category that take place, provided
he/she has expressed in writing the wish to work again at the Centre before the period of extended
unpaid leave of absence expires. If it is not done this way, the worker will be finally deregistered
from the Centre.
If the granting of the voluntary extended unpaid leave of absence is motivated by the enjoyment
of a scholarship, study travel or taking part on improvement courses, related to the speciality of
the worker, the seniority at the company will be counted during the mentioned period of extended
unpaid leave of absence, together with the right to automatically return to the position, within a
maximum term of seven days.
The parties can mutually covenant the reservation of the position and the duration of the
extended unpaid leave of absence, where applicable.
Article 54. Extended unpaid leave of absence for victims of gender-based violence
An extended unpaid leave of absence for victims of gender-based violence is established with a
duration between 3 and 12 months and reservation of the position during the same.
To enjoy this extended unpaid leave of absence, it will be necessary to document the condition
of victim of gender-based violence, with the corresponding court decision or administrative
resolution, and also, the confidentiality of the situation must be guaranteed.
CHAPTER VI
Retirement
Article 55. Retirement modalities
The worker can follow any retirement modality contemplated in the legislation in force, complying
with the requirements established on the same.
Article 56. Mandatory retirement
In accordance with the provisions of Royal Decree-Law 28/2018, it is expressly agreed that the
fact that the worker turns the legal age for retirement established at each time by the Social
Security regulations will be a cause for termination of the employment contract due to mandatory
retirement, provided that the company carries out any of the following employment policies:
a) Employment of a new worker for each contract terminated for this reason.
b) Conversion of a temporary contract into a permanent contract for each contract

terminated for this reason.
c) Extension of working hours to work full-time for workers with a part-time contract, at
least 50%.
In all cases, the worker affected by the termination of the employment contract must comply
with the requirements established at each time by the Social Security regulations to be entitled
to 100% of the ordinary retirement pension under its contribution regime.
The mentioned employment measures will not be applicable in case of voluntary retirement.
Article 57. Accumulation of working hours in partial retirement
Workers who, meeting the legally established requirements, request access to partial retirement,
can do it by a previous agreement with the employer.
Also, by a previous agreement with the employer, workers in a situation of partial retirement or
who are going to access the same in accordance with the provisions of the previous paragraph,
can accumulate in one or several agreed periods, the remaining working time until reaching full
retirement, with no impairment of social and economic rights inherent to their labour relationship.
TITLE V.
Remuneration
CHAPTER I
General provisions
Article 58. Salary structure
Remuneration of the staff included within the scope of application of this Collective Bargaining
Agreement will consist, where applicable, of: the base salary, teaching productivity bonus,
professional development and improvement supplement (CPP) and dedication supplement.
The payment of the salary will be made monthly in arrears, on the first five days of the following
month. It will be preferably made by direct debit or in cash, bank cheque or any other form of
payment admitted by law.
The worker is entitled to receive advances on account of his/her work already made, and the
amount will not exceed 75% of his/her monthly salary.
Article 59. Internal functional mobility in the group/subgroup
Functional mobility in the group/subgroup will have no limitations other than the ones regarding
academic or professional qualifications required to exercise the labour service. This mobility
cannot imply a salary reduction.
Article 60. Functional mobility outside the occupational group
Functional mobility for performing functions, both higher and lower, not corresponding to the
professional group will only be possible if there are also technical or organisational reasons
justifying it, and for the time that is fundamental to comply with them. The employer must
communicate his/her decision and the reasons for the same to the workers’ representatives. The
rest of conditions will be the ones established by the legislation in force at each time.
Article 61. Functions at different educational levels
Remuneration of workers carrying out their work at different teaching levels will be established
in proportion to the number of hours worked at each level.
Article 62. Spanish staff at centres whose ownership is not Spanish and which are located in
Spain
Remuneration of staff with a Spanish nationality rendering their services at non Spanish centres
located in Spain must not be less than that of staff of the nationality owning the company and
who occupy an equivalent position, or less than the ones established in this Collective Bargaining
Agreement.
Article 63. Partial working hours
Workers contracted for carrying out less working hours than those established in this Collective
Bargaining Agreement will receive their remuneration in proportion to the total number of
contracted hours.
Article 64. Salaries
Salaries of staff included within the scope of application of this Collective Bargaining Agreement
are established in the salary tables for years 2021, 2022 and 2023, which are part of the same, as
Annexes III and IV.
CHAPTER II
Salary supplements
Artículo 65. Complemento temporal de los cargos de gobierno
Article 65. Temporary supplement for governance positions
Qualified teachers who are entrusted with the positions of Principal, Assistant Principal, Head
of Studies and Head of Department will receive, while carrying out their functions, temporary
bonuses established to that regard in the salary tables (annexes III and IV).
Article 66. Professional development and improvement supplement (CPP)
In order to stimulate the initiative of workers to improve their qualifications and the quality of
the services they render, and to constitute a stimulus for their own professional and economic
development, workers will accrue a supplement arising from the training and knowledge gained
each 5 year period, provided that the training is organised by the company or expressly authorised
by the same.
Workers will be entitled to receive the mentioned supplement, provided they prove the
performance in the five previous years of:
- 100 hours of training for teaching staff (Group I)

- 40 hours of training for supplementary services staff (Group II)
- 40 hours of training for administration staff (Group III)
- 15 hours of training for general services staff (Group IV)
These computations will include the training carried out by the worker for the development and
recycling of his position, and the 50 hours of training established in article 33 of this Collective
If the worker is the one providing the training, not receiving it, the receivers are professionals
of his/her company, and the course is organised by the company or expressly authorised by the
same, the hours given will be equal to 2 hours of received training.
The amount of the abovementioned supplement will be the value indicated in the corresponding
salary tables established in Annex III and Annex IV of this Collective Bargaining Agreement,
multiplied by the number of five-year periods of work at the company, provided the conditions
established in this article are proved. The payment will be effective in the payroll of the month
following the expiry of the corresponding period.
For teaching staff (Group I), the mentioned supplement cannot exceed 20% of the base salary
corresponding to each position, established in the salary tables of this Collective Bargaining
Agreement.
For supplementary services staff of Group II, the professional development supplement cannot
exceed 30% of the base salary corresponding to each position, established in the salary tables of
For the staff of Groups III and IV, the mentioned supplement cannot exceed 40% of the base salary
corresponding to each position, established in the salary tables of this Collective Bargaining
Agreement.
The company will be obliged to offer the training hours necessary for receiving the professional
development supplement, in accordance with the provisions of this article.
If after ¾ of the reference period (5 years), the company has not offered the mandatory training
hours, it must favour or authorize the performance of those hours, with respect in the rest of
matters to the provisions of this article.
In case of company non compliance in these previous cases, the worker will accrue this supplement
after five years, even if he/she has not performed the minimum number of hours necessary.
In case of periods of suspension of the employment contract counting for the purposes of
seniority in the company in accordance with the legislation in force, the training hours to be
performed will be reduced proportionally to the period elapsed in such situation.
Article 67. Computation of seniority
The initial date for the purposes of seniority in the company will be the one on which the worker
starts at the centre, discounting the periods of time in which he is not entitled to computation of
seniority.
For the worker voluntarily ceasing in the centre and re-entering the same, the date counted for
the beginning of seniority will be the one of his re-entry.
Article 68. Extra payments
Annually, workers included within the scope of this Collective Bargaining Agreement will receive,
as a periodical supplement with an expiry of more than one month, three extraordinary payments,
each of them equal to one month of the base salary, professional improvement supplement,
supplement to finish Baccalaureate and temporary supplement for governance positions, if any.
These payments will be effective before the 1st July and 22nd December and the third one within
the calendar year and corresponding to the same.
In mutual agreement between the Head of the Centre and the workers, the prorating of the three
extra payments in the twelve monthly payments can be agreed, if it has not been taking place to
date.
Article 69. Dedication supplement
Workers affected by this Collective Bargaining Agreement with working hours equal to or more
than 60% will receive a supplement called “dedication supplement”, which will be considered a
salary payment. Its amount will be the one corresponding to each position in the salary tables
included in Annexes III and IV. It will be received in 15 payments (if the tables of Annex III are
applied) or 14 payments (in case of application of tables of Annex IV).
Workers with part-time working hours less than 60% will receive this supplement proportionally
to the working hours performed.
Article 70. Proportionality to the time worked
Staff ceasing or entering the centre throughout the year will be paid the supplements with an
expiry of more than one month expressed in article 68, prorating their amount in proportion to
the time of service.
Article 71. Teaching productivity bonus
All teaching staff affected by this Collective Bargaining Agreement will be entitled to receive a
productivity salary bonus, which will be satisfied in 11 monthly payments. This bonus motivates
and compensates the quality of the teaching dedication inherent to their position and the
constant knowledge updating required by the same.
Article 72. Supplement to finish Baccalaureate
The teaching staff of companies affected by Annex III of this Collective Bargaining Agreement
rendering services in the last course of Baccalaureate will receive a supplement in compensation
to their dedication and responsibility in the final performance of the pupil, with the result of
the pupil obtaining the Baccalaureate Diploma, and the possibility of this pupil to acquire the
knowledge necessary to access higher studies.
This staff will receive as a supplement, and for the hours dedicated to this level, an amount
equal to 14% of the base salary, in accordance with the provisions of this Collective Bargaining
Agreement.
Article 73. Supplement for working hours on the night shift
The night shift working hours, in accordance with the provisions of the 5th paragraph of article 29
of this Collective Bargaining Agreement, will have a supplement of 25% on the base salary.
Article 74. Island status bonus
Workers of centres located in the Autonomous Communities of Balearic and Canary Islands, and
the municipalities of Ceuta and Melilla will continue receiving an amount that cannot be absorbed,
equal to the so-called disappeared residence and island status bonus, as the case may be.
Organisations signing this Collective Bargaining Agreement undertake to negotiate before the
corresponding autonomous bodies, so that the mentioned bonus is paid by the same.
CHAPTER III
Inapplicability of the Collective Bargaining Agreement
Artículo 75.
1. When at a centre there are economic, technical, organisational or productive causes in the
terms established in article 82.3 of the Consolidation of the Workers’ Statute Law, the working
conditions established in this Collective Bargaining Agreement, which affect subjects, in the
terms and according to the procedures determined by the regulations in force can be disapplied
at the time in which the mentioned causes take place.
2. When the inapplicability is exclusively limited to the payment of salary increases established
in the tables for each year, it will be understood there is a productive cause in the case of
educational centres which have suffered a loss of pupils equal to or more than 6% in the period
between the course 2018/2019 and the course 2020/2021, calculated on official enrolment data
provided to the competent education administration in each of these years, but in this case the
inapplicability will be limited to not paying the salary increases contemplated in 2021 tables,
applying the remuneration of the previous year, in accordance with the provisions of this section.
Also, for courses 2021/2022 and 2022/2023, it will be specifically understood that there is a
productive cause in case of centres that prove a loss of pupils equal to or more than 5% with
regard to the immediately previous course, in accordance with the criteria and procedures
established in this section, but in this case, the inapplicability will just be limited to not applying
the agreed salary increase for the years 2022 and 2023 respectively, applying the remuneration
of the previous year.
The affected employer, within a maximum of 30 days, to be counted from the publication in the
Spanish Official State Gazette of this Collective Bargaining Agreement, or from the date of
application of the established annual salary revisions, will begin a consultation period, for whose
purpose he/she will communicate to the legally determined workers’ representatives his/her
intention to follow the inapplicability contemplated in this article.
For that purpose, he/she will submit to those representatives the data of the enrolled pupils,
included in the organisation documents of the centre, or in any other type of official accreditation
document that the centre submits each academic course to the competent administration.
Negotiations of the consultation period must end within a maximum of 15 days from their
beginning, and their result will be communicated to the Collective Bargaining Agreement Joint
Committee. In case of disagreement, the discrepancy can be subject to the Joint Committee.
The decision of the Joint Committee will be adopted within itself and within 7 days to be counted
from the one in which the discrepancy is referred to it.
The procedure will begin after the request of a party referred to the Joint Committee, attaching
the documentation established in this section, indicating the reason for the discrepancy and the
claim intended.
The Committee will check compliance with the established requirements; if there is no compliance,
it will address the requesting party for the purposes of this party completing its request within
2 days, with the warning that if it does not do so, it will be considered that this party has waived
its claim, and no further action will be taken. If deficiencies are remedied, the term to resolve will
start counting from the date in which the request was completed.
A communication indicating the beginning of the procedure will be immediately sent to the other
party, so that it can lodge relevant pleadings within two days.
The Joint Committee will analyse if the circumstances of the requested inapplicability take
place, according to the provisions of this section. If this is so, it will consider the inapplicability
conforming. The resolution of the Committee will be as effective as agreements reached in the
consultation period, and can only be appealed in accordance with the Workers’ Statute.
In case of disagreement, the Joint Committee can submit the discrepancy to arbitration; for that
purpose, each of the parties of the Joint Committee will propose a list of two arbitrators. From
the resulting list of four arbitrators, each one will rule out the name of the arbitrator deemed fit
by successive votes, whose order will be decided by draw, until only one arbitrator is left.
Once the arbitrator is appointed, the petition will be formalised, sending the request and the
documentation, and the maximum term in which the award is to be entered will be established.
The arbitrator can require the appearance of the parties, or request supplementary
documentation.
The award must be well founded, it will check the provided data, after whose analysis, it will
resolve accordingly. It will be entered and communicated to the requesting parties, within the
term established in accordance with the provisions of article 82.3 of the Workers’ Statute.
The arbitration award will be binding and immediately enforceable.
TITLE VI.
Healthcare
regime
CHAPTER I
Seguridad e Higiene en el Trabajo
Article 76. Occupational risk prevention
For all matters affecting occupational health and safety, the provisions contained in Law 31/1995,
8th November on Occupational Risk Prevention and concordant regulations will be applicable.
For these purposes, the companies and workers subject to this Collective Bargaining Agreement
must address the application of the previous paragraph in accordance with the criteria and
general statements established in the mentioned Law.
Prevention Delegates:
Prevention Delegates are workers’ representatives with specific functions with regard to
occupational risk prevention.
As for their competences and powers, the provisions of article 36 of Law 31/1995 will
apply.
The provisions of article 37 of Prevention Law 31/1995 will be applicable to Prevention

Delegates, in their capacity as workers’ representatives.
Prevention Delegates will be appointed by and among the workers’ representatives,

within the scope of the representation bodies contemplated in the regulations referred
to in article 34 of Law 31/1995.
In companies of up to 30 workers, the Prevention Delegate will be the Staff Representative.

In companies from 31 to 49 workers, there will be a Prevention Delegate, who will be
chosen by and among Staff Representatives.
In companies of 50 or more workers, Prevention Delegates will be appointed by and among

workers’ representatives, in accordance with the scale established in article 35, number 2,
of Law 31/1995.
Health and Safety Committee:
In companies or work centres with 50 or more workers, a Health and Safety Committee
will be constituted, consisting of, as established in article 38 of the mentioned Law,
Prevention Delegates of the one part, and the employer and/or its representatives, in the
same number as Prevention Delegates, of the other.
The Health and Safety Committee will have the competences and powers established in
article 39 of Law 31/1995.
The hour credit of the Prevention Delegates will be the one corresponding to them as workers’
representatives in this specific matter, and also the one necessary for developing these roles:
a) The one corresponding to the meetings of the Health and Safety Committee.
b) The one corresponding to the meetings called by the employer on occupational risk
prevention.
c) The one to accompany technicians in preventive evaluations.
d) The one to accompany Labour and Social Security Inspection in the visits to the work
centre.
e) The one arising from the visit to the work centre to know circumstances resulting in a
damage to the health of workers.
f) The one to train them.
Article 77. Occupational diseases
The Joint Committee will manage before the National Social Security Institute (INSS) the creation
of a specialised service for occupational diseases, for their cataloguing and attention, including
the following diseases:
- Chronic neurological diseases

- Otolaryngologic pathologies
- Chronic infectious contagious diseases
- Chronic allergies
Article 78. Health surveillance
The employer will comply with the provisions to this regard, in terms of risks inherent to work, in
accordance with the provisions of Law 31/1995, 8th November on Occupational Risk Prevention
or of the regulations in force.
Article 79. Plan on health and safety signs at work
Where necessary, the employer must adopt the specific measures, in accordance with the
provisions of RD 485/1997, 14th April, on minimum provisions about health and safety signs at
work or regulations amending it.
Article 80. Sectoral Joint Body for Promoting Health and Safety at Work in the Area of
Government-Regulated Education with no State-Funded or Subsidised Level.
The constitution of a specific body for promoting health and safety at work is agreed, joint
and with a state scope, in the area of Private Government-Regulated Education with no State-
Funded or Subsidised Level, which will develop programmes in order to disclose and inform
about professional risks existing in the sector, and about preventive rights and obligations of
employers and workers and the promotion of preventive actions.
This body will assume all powers in the Spanish Workplace Health and Safety Strategy 2015-
2020, and development provisions, where applicable, and will perform the actions, planning,
visits, projects, reports, etc. that are necessary, together with an annual assessment to analyse
preventive effects of programmes.
The body is called “Sectoral Joint Body for Promoting Health and Safety at Work in the Area of
Private Government-Regulated Education with no State-Funded Level”.
The venue of the Sectoral Joint Body for Promoting Health and Safety at Work in the Area of
Private Government-Regulated Education with no State-Funded Level is established at the
registered office of ACADE (Spanish Association of Independent Private Education Schools).
The Joint Body consists of the organisations negotiating this Collective Bargaining Agreement,
and must have at least one representative for each organisation, with the same number of
components on the workers’ and employers’ parts.
At the first meeting taking part, a Chairman and a Secretary will be appointed from its members,
and the Chairman will always be a representative of the employers and the Secretary will be a
representative of the trade unions.
The representatives mentioned in the previous paragraph can attend meetings accompanied by
the advisers they deem necessary.
The members of the Joint Body will be appointed and replaced, where applicable, of the one part
by the different employer organisations making up this body, and of the other, by the different
trade unions making up this body. Its members will exercise their representational mandate for a
period of four years, and they can be re-elected for periods of the same duration, except for the
Chairman, whose mandate will last one year, according to the previous provisions.
Article 81. Protection for victims of gender-based violence
The Heads of Centres will provide workers who are victims of gender-based violence and who
request it, with the exercise of labour rights contemplated in Organic Law 1/2004, 28th December
on Comprehensive Measures to Protect Against Gender-based Violence, such as the reduction
or reorganisation of their working hours, geographical mobility, change in work centre and expiry
of the employment contract, in the legally established terms.
CHAPTER II
Social improvements
Article 82. Free education
Children of staff affected by this Collective Bargaining Agreement rendering their services full-
time will be entitled to a free place in government-regulated education given at the centre where
the worker renders his/her services, provided the number of pupils in this situation does not
exceed 20% of the number of pupils enrolled for the corresponding course.
Children of workers in a situation of mandatory extended unpaid leave of absence, except for
the ones included in section 1) of article 50, and orphans, are entitled to request and obtain a free
place. If due to the special characteristics of the centre, the worker cannot exercise the mentioned
right, he/she can address the Joint Committee of the Collective Bargaining Agreement, which
after studying the case, will facilitate as far as possible the location of the pupil at another centre
whose characteristics allow this exercise.
Article 83. Dining and transportation rates
Staff that is not affected by article 35 can use dining and transportation services paying 50% of
whatever is established for pupils, provided the needs, facilities and means of the Centre allow it
to the discretion of the Head of the Centre.
CHAPTER III
Trade Union Rights
Article 84. Trade Union Rights
Collective representation rights, trade union rights and meeting rights of company workers will
be governed by the provisions of Title II of the Workers’ Statute and the rest of regulations in
force to that regard.
To facilitate trade union activity at the company, province, region, autonomous community or state
level, trade unions can promote the accumulation of trade union hours in delegates or members
of the Workers’ Committee, by assignment of enough hour credit of members or delegates
belonging to the same trade union in one or several companies. The hour credit available each
month cannot be transferred.
Each Trade Union Confederation affected by this Collective Bargaining Agreement can negotiate
with employer organisations signing the same, in the relevant scope, the accumulation of trade
union hours corresponding to the academic level in which the accumulation of trade union hours
take place. Each period of accumulation of trade union hours will not exceed three months.
After the request of the workers affiliated to Trade Union Confederations, the centres can
discount on workers’ payrolls the amount of the corresponding trade union fees. The worker
interested in the performance of such operation will send to the management of the centre a
document expressing: his/her wish for the discount to be made, a current account and the entity
to which that amount must be transferred. Centres will carry out these operations until the
contrary is stated to them by a new written communication.
The right to a remunerated leave of workers designated named by a trade union negotiating
this Collective Bargaining Agreement is established, so that they take part in official meetings
of its negotiating table, and of its Joint Committee, provided those meetings are statutory, and
correspond to the negotiating scopes of this Collective Bargaining Agreement.
The presence of workers will be accepted, together with their trade union representatives,
proportionally to the trade union representation in the table, with a maximum of two workers for
each organisation.
TITLE VII.
Misconducts,
penalties,
infringements
CHAPTER I
Misconducts
Article 85. Types
For staff affected by this Collective Bargaining Agreement, there are three types of
misconducts: minor, serious and very serious.
Minor misconducts are the following:
•• Three unjustified delays at work within thirty days.

•• Considering the class finished before its ending time with no justified reason, up to two
times within thirty days.
•• Not processing a leave in due time, when being absent from work for a justified reason,
unless the impossibility to do so is evident.
•• Negligence with regard to delivery of grades on agreed dates, and in controlling attendance
and discipline of pupils. The second time this misconduct takes place is considered a
serious misconduct.
Serious misconducts are the following:
•• More than three and less than ten unjustified delays within thirty days.
•• More than one and less than three unjustified absences from work within ninety days.
•• Not meeting agreed annual programmes.
•• Showing a repeated passiveness and lack of interest with pupils with regard to information
of subjects or in educational training, in spite of written remarks made for that purpose.
•• Public rows with work colleagues at the centre, undervaluing the image of an educator
before pupils.
•• Seriously disrespecting the pupil or his/her relatives.
•• Recurrence in minor misconducts within sixty days.
Very serious misconducts are the following:
•• More than nine unjustified delays within thirty days.
•• More than two unjustified absences from work within ninety days.
•• Unjustified and recurrent abandonment of the teaching function.
•• Serious lacks of respect and physical and verbal abuses to any member of the educational
community of the Centre.
•• Serious non compliance with educational obligations, in accordance with the legislation
in force.
•• Recurrence in serious misconducts if they are committed within six months of the first
infringement.
Article 86. Internal regulations
Internal regulations can determine and typify situations, deeds or omissions not established in
Article 87. Statute of limitations
Infringements by workers will be statute-barred after the following terms: minor misconducts
after ten days, serious misconducts after fifteen days and very serious misconducts after fifty
days from the date on which the company is aware of their commission, and in all cases, after six
months of their commission.
Article 88. Cancellation
If workers do not commit misconducts, this will determine the cancellation of analogous
misconducts that may appear on their personal record, after the following terms: minor
misconducts after three months, serious misconducts after six months and very serious
misconducts after twelve months.
CHAPTER II
Penalties
Article 89. Types
Corresponding to minor misconducts: verbal warning; in case of recurrence, written warning.

Corresponding to serious misconducts: written warning, with Staff Delegates or Workers’
Committee being aware if the worker so wishes. In case of recurrence, suspension of employment
and salary from five to fifteen days, with indication in the personal record.
Corresponding to very serious misconducts:
- Suspension of employment and salary from sixteen to thirty days.

- Dismissal.
In both cases, with the prior communication to Staff Delegates or Workers’ Committee, if any.
Article 90. Formalities
Penalties arising from serious misconducts and very serious misconducts must be communicated
to the worker in writing, stating the date and the facts motivating them.
Penalties that may be imposed on the labour order are understood notwithstanding criminal,
civil, administrative or other liabilities that may be required from the worker.
Article 91. Reduction
The Head of the Centre, taking into account the circumstances of the fact and the subsequent
behaviour of the worker, can reduce penalties arising from minor misconducts, serious
misconducts and very serious misconducts, in accordance with the legislation in force.
Article 92. Personal record
Teaching centres will take note on personal records of their employees of serious penalties
imposed, with the possibility of also taking note of warnings and recurrence in minor misconducts.
Article 93. Employer infringements
Labour infringements of employers are actions or omissions contrary to legal provisions on labour
matters. Those infringements will be known and subject to penalty from labour authorities.
FIRST TRANSITORY PROVISION
While this Collective Bargaining Agreement is in force, the Joint Committee will study and
propose, where applicable, to the Negotiating Committee, the necessary adaptations to adequate
salaries to the annual Minimum Interprofessional Salary approved by the Government until the
publication of the next Collective Bargaining Agreement, in order to guarantee that no position
will be remunerated under the Minimum Interprofessional Salary corresponding to each year.
Second Transitory Provision
Decisions not to apply the Collective Bargaining Agreement replaced by this Collective Bargaining
Agreement, processed in accordance with the procedure included in article 82.3 of the Workers’
Statute, which have taken place before the publication in the Spanish Official State Gazette of
this Collective Bargaining Agreement will remain on their own terms.
The non application of 2021 salary tables of the Collective Bargaining Agreement replaced by this
one as a result of the productive cause contemplated in number 2 of article 75 of this Collective
Bargaining Agreement, agreed with the workers’ representation will remain on its own terms.
FIRST ADDITIONAL PROVISION

The signatories of the Collective Bargaining Agreement undertake to constitute a Work Technical
Committee, which will meet periodically and which will consist of the signatories of the Collective
Bargaining Agreement. That Committee will be constituted within the first month from the
publication of the Collective Bargaining Agreement in the Spanish Official State Gazette, and
will meet whenever necessary after the proposal of any of the parties signing the Collective
Bargaining Agreement. Conclusions will be transferred to the Negotiating Committee.
The subjects to be treated by the Committee will at least be:

•• Working hours
•• Occupational classification
•• Revision of Title VII
•• Revision of the regulation of Temporary Disability
•• Adaptations that are necessary due to the requirements established by legislation in
force
Second Additional Provision. Adhesion to ASAC
The parties negotiating this Collective Bargaining Agreement adhere to the Agreement for the
Autonomous Resolution of Labour Conflicts (ASAC in Spanish), and to its Application Regulation,
and they will bind all companies and all represented workers, with the Joint Committee of this
Collective Bargaining Agreement being the first to act.
FIRST FINAL PROVISION
Organisations signing this Collective Bargaining Agreement formally undertake to resume the
work of the Restructuring Table, addressing, analysing and presenting to the different Public
Administrations, State, Autonomous and Local, the unique and difficult situation of the private
educational sector with no state-funded or subsidised level, and the measures to be adopted to
solve such status.
Second Final Provision. Comprehensiveness, absorption and acquired rights
Conditions agreed in this Collective Bargaining Agreement are an indivisible unit.
Agreed economic improvements can be absorbed by the ones that can be established by a legal
provision and by the voluntary ones paid by Centres when this Collective Bargaining Agreement
enters into force.
Total remuneration which, when this Collective Bargaining Agreement enters into force, is
received by the staff affected by the same can in no case be reduced by the application of the
rules established in it. The former supplement for the Spanish course COU (preparatory course
for university entrance examinations) is incompatible with the salary supplement established in
article 72 of this Collective Bargaining Agreement or, where applicable, in Annex IV.
With regard to the rest of situations, annual and as a whole, the most beneficial conditions
enjoyed by workers individually and collectively will be respected.
In the extraordinary case that a company affected by Annex III of this Collective Bargaining
Agreement pays the supplement to finish Baccalaureate in the two courses of that level, the
percentage applicable to affected workers would consist of 7% of their gross salary, always
respecting proportionality with regard to hours established for that level.
Third Final Provision. Civil liability insurance
Centres must contract a civil liability insurance covering their employees in the development and
compliance with their obligations.
Fourth Final Provision. Temporary Employment Agencies Staff
Organisations negotiating this Collective Bargaining Agreement agree the equality with regard
to the base salary between workers contracted by a temporary employment agency and the
workers of the user teaching company.
Fifth Final Provision. Non-Sexist Language
The possibility that the use of non-sexist forms of expression, guaranteeing the presence
of women on equal terms, can imply an additional difficulty with regard to the reading and
understanding of this Collective Bargaining Agreement, makes the signatories of this text
state that all expressions defining an activity or condition, such as the one of worker, employer,
delegate, affiliate, etc. are used in a sense including people of both genders, except in cases in
which by operation of law they correspond to women.
Sixth Final Provision. Equality Plan
Companies with more than 50 workers must adopt measures to avoid any type of labour
discrimination between men and women, measures that must be negotiated and, where applicable,
agreed with legal representatives of workers in the way determined in labour legislation and with
the scope and content established in Organic Law 3/2007, 22nd March on Effective Equality of Men
and Women, Royal Decree 6/2019, 1st March on Urgent Measures to Guarantee Equal Treatment
and Opportunities Between Men and Women in Employment and Occupation, Royal Decree
901/2020, 13th October Regulating Equality Plans and their Registration and Amending Royal
Decree 713/2010, 28th May on Registration and Deposit of Collective Bargaining Agreements,
and Royal Decree 902/2020, 13th October, on Equal Remuneration of Men and Women.
ANNEX I.
Definition of
positions and
temporary
management
positions
GROUP I. TEACHING STAFF
a) Senior teacher / Head of a workshop or laboratory. It is the teacher who, meeting conditions
and academic qualifications required by legislation, exercises its educational activity for
the proper development of programmes, both in the classroom and in the workshop or
laboratory, within the pedagogical and didactic framework established by the Centre, in
accordance with the legislation in force.
b) Associate teachers, assistant teachers or auxiliary teachers. Teachers who, appointed

by the Centre, cooperate with the senior teacher in the development of the programmes,
under the guidelines of the senior teacher.
c) Workshop or laboratory associate teacher. Teachers who, appointed by the Centre,

cooperate with the senior teacher in the performance and application of programmes
that must be developed in the workshop or laboratory, under the guidelines of the senior
teacher.
d) Infant educator. Professional who, meeting the qualifications and/or capacity required
by law, performs activity in the level of infant education of the centre, favouring
comprehensive education of pupils.
e) Instructor. Professional who assists the teacher in teaching including subjects that are
not part of official programmes.
SUBGROUP A: (level I and II): Specialised staff.- It is the one exercising a specialised or guidance
function, whether directly on pupils or in general in Centres.
SUBGROUP B: Support Staff:
- Extracurricular activities teacher. Staff developing activities outside the official

curriculum (educational, sport, cultural or analogous) with one or several pupil groups.
- Supervising teacher. The person who, with suitable qualifications, cooperates in the
comprehensive education of pupils and takes care of order and facilities, carrying out
support tasks entrusted to him/her.
a) Administration or Secretariat Head. Staff in charge of administrative management and/

or centre secretariat for which he/she will be accountable before the Head of the Centre.
b) Head of Business Unit. Staff who, reporting to the Administration or Secretariat Head,
are in charge of managing an Administrative Section or Department.
c) Officer. Staff carrying out accounting or management functions requiring initiative and
responsibility.
d) Assistant or telephone operator. This category includes staff carrying out administrative,
bureaucratic or library functions under the leadership of their immediate hierarchical
superior, answering the telephone, performing reception functions and the rest of
services of the Centre.
e) Supervisor (only Annex IV). Staff in charge of acquiring all types of objects, furniture,
groceries, fuel and the rest of elements necessary for the operation of the centre and its
services.
f) Apprentice / Applicant (only Annex IV). Workers in the first level of a profession before
becoming officers.
a) Concierge. Staff in charge of the needs of the Centre and of receiving visits, and in charge
of the preservation of the different facilities of the Centre, organising the messenger
service and assistants.
b) Housekeeping. Staff taking care of the coordination of the cleaning, kitchen and dining
room staff if there are no heads of the same, distributing the service so that the different
facilities of the Centre are better maintained, and being responsible, where applicable,
for the household items, keys, underwear, tools and miscellaneous domestic material.
c) Head of Kitchen. The person directing all staff of the same, who is responsible for
flavouring food and takes care of its service in due conditions.
d) Cook. He/she is in charge of preparing food and he/she is responsible for its good
condition and presentation, together with the cleanliness of facilities, and cooking
utensils.
e) Officer. Staff who, with the practice of the corresponding functions, exercise them
perfectly, carrying out general work and even work requiring special endeavour and
delicacy.
f) Driver. Person who, with the driving licence of the corresponding class, is entrusted with
driving vehicles and the maintenance of their normal operation.
g) Warden. The warden takes care of the order and composure of pupils for a better treatment
and preservation of the facilities of the Centre. He/she also cares for the surveillance and
entertainment of pupils, in non government-regulated teaching actions.
h) Porter and Concierge. Carries out the following tasks:
- Cleaning, care and maintenance of the area entrusted to him/her.

- Surveillance of the facilities and people entering or going out of them, taking care
that order is not altered.
- Timely opening and closing of doors for access to the property and buildings of which
the Centre consists.
- Being in charge of deliveries and warnings, timely delivering them to their addressees.
- Turning lights on/off.
- Care and normal operation of meters, heating boilers and other common and
equivalent equipment.
- Surveillance of premises and running errands, etc.
i) General Services Employee. Carries out one or several of these functions:
- Surveillance of buildings and enclosed ground, during the day or night, replacing
porters where applicable, in the opening and closing of doors. Where necessary, this
employee will take care of order and composure of residents during the night.
- Care, repair and preservation of gardens and elements of the real estate.
- Any of the functions of dining room service, cleaning, sewing, washing, ironing, etc.
- Performance of activities which are not a trade in themselves.
- Assistance in cleaning both the kitchen and dining room, and the rest of facilities of
the centre.
- Running errands, distributing and other works not requiring initiative and responsibility.
j) Kitchen Assistant (only Annex IV). Person who, under the orders of the cook, helps him/
her in his/her functions.
k) Kitchen Helper (only Annex IV). Staff assisting in cleaning both the kitchen and dining
room, and the rest of facilities of the centre.
l) Errand Runner (only Annex IV). Person running errands, distributing and other works not
requiring initiative and responsibility.
DEFINITION OF TEMPORARY MANAGEMENT POSITIONS:
a) Principal. The Principal is entrusted by the Head of the Centre with the management,
guidance and supervision of educational activities in all their aspects and others entrusted
to him/her.
b) Assistant Principal. In charge of assisting and, where applicable, replacing the Principal in
the performance of the Principal’s functions.
c) Head of Studies. Staff who, meeting the conditions and academic qualifications required
by legislation, are in charge of the coordination, compliance with schedules, order and
discipline of pupils and teachers of the Centre.
d) Head of Department. Teacher who, in Centres whose teaching type so requires, directs
and coordinates research, programming and teaching of the disciplines corresponding to
his/her Department.
ANNEX II.
Interpretation of
working hours
of teaching staff
Academic activity:
Time not more than sixty minutes, during which the teacher carries out academic activities that
may consist of oral explanation, performance of written tests or exercises and questions to
pupils.
Supplementary activity:
Supplementary teaching activities will be all those that, carried out in the Centre, are related to
teaching, such as time while classes are prepared at the Centre, examinations time, programming,
meetings, surveillance of break times, re-examinations, preparing laboratory work, and the rest
of support activities, interviews of pupils’ parents with teachers, and others of an analogous
nature. Also, free hours between classes pursuant to the schedule established by the Centre.
However, Centres can use the teacher during that free time for tasks similar to those of a librarian,
classification of plates, slides, ordering of laboratory material and justified replacement of
another Teacher.
All full-time teaching staff affected by this Collective Bargaining Agreement will employ one
weekly hour for guidance to pupils on educational tasks established by the Head of the Centre.
ANNEX III.
Salary tables
Salary tables from 1st September 2021
GROUP I: TEACHING STAFF
Product. Temp. Supp. Dedication

Infant Education Base (15) TOTAL C.P.P.(15)
(11) Position (15) Supp. (15)
Principal 1.411,60 € 63,70 € 258,33 € 108,05 € 27.370,35 € 69,42 €
Assistant Principal 1.411,61 € 63,70 € 248,50 € 108,05 € 27.223,12 € 66,85 €
Senior Teacher 1.411,60 € 63,70 € 108,05 € 23.495,43 € 48,59 €
Infant Educator 940,18 € 53,43 € 108,05 € 16.311,19 € 45,43 €
Instructor 937,89 € 43,49 € 108,05 € 16.167,48 € 42,28 €
Primary Education /
First Cycle of Product. Temp. Supp. Dedication
Compulsory Secondary Base (15) TOTAL C.P.P.(15)
Education (ESO)
Principal 1.411,60 € 63,70 € 258,33 € 108,05 € 27.370,35 € 69,42 €
Head of Studies 1.411,60 € 63,70 € 215,08 € 108,05 € 26.721,61 € 65,86 €
Head of Department 1.411,60 € 63,70 € 191,32 € 108,05 € 26.365,19 € 64,09 €
Senior Teacher 1.411,60 € 63,70 € 108,05 € 23.495,43 € 48,59 €
Associate Teachers,
Assistant or Auxiliary 1.133,02 € 51,83 € 108,05 € 19.186,15 € 39,7 €
Teachers
Instructor 1.030,32 € 47,42 € 108,05 € 17.597,08 € 39,7 €
Second Cycle of
Compulsory Secondary Product. Temp. Supp. Dedication
Base (15) TOTAL C.P.P.(15)
Education (ESO) / (11) Position (15) Supp. (15)
Baccalaureate
Principal 1.484,79 € 69,00 € 376,25 € 108,05 € 30.295,34 € 91,27 €
Head of Studies 1.484,80 € 69,00 € 317,94 € 108,05 € 29.420,82 € 84,98 €
Senior Teacher / Head

of a Workshop or 1.484,79 € 69,00 € 108,05 € 24.651,59 € 60,87€
Laboratory
Associate Teachers,
Teachers
Auxiliary Teachers 1.378,16 € 64,95 € 108,05 € 23.007,50 € 50,03 €
Instructor 1.266,73 € 60,74 € 108,05 € 21.289,77 € 48,92 €

Intermediate Product. Temp. Supp. Dedication

Training Courses (11) Position (15) Supp. (15)
Principal 1.401,11 € 64,93 € 304,62 € 57,06 € 27.920,84 € 70,89 €
Head of Studies 1.401,11 € 63,50 € 260,70 € 108,05 € 27.246,31 € 67,51 €

of a Workshop or 1.401,11 € 63,50 € 108,05 € 23.335,77 € 46,65 €
Laboratory
Associate Teachers,
Teachers
Instructor 1.027,54 € 40,48 € 108,05 € 17.478,99 € 37,77 €
Higher Training Product. Temp. Supp. Dedication

Courses (11) Position (15) Supp. (15)
Principal 1.454,32 € 68,30 € 366,84 € 108,05 € 29.689,45 € 87,85 €
Head of Studies 1.454,33 € 68,30 € 310,76 € 108,05 € 28.848,42 € 84,33 €

of a Workshop or 1.454,32 € 68,30 € 108,05 € 24.186,83 € 58,61 €
Laboratory
Associate Teachers,
Teachers
Instructor 1.241,57 € 58,57 € 108,05 € 20.888,45 € 47,15 €
GROUP II: SUPPLEMENTARY SERVICES STAFF
SUBGROUP A:
Temp. Supp. Dedication
Specialised Staff Base (15) TOTAL C.P.P.(15)
Position (15) Supp. (15)
Level I 1.418,44 € 108,05 € 22.897,33 € 60,87 €
Level II 1.346,84 € 108,05 € 21.823,36 € 48,57 €
SUBGROUP B:
Support Staff Base (15) TOTAL C.P.P.(15)
Extracurricular
792,62 € 108,05 € 13.510,00 € 39,56 €
Activities Teacher
Supervising Teacher 792,62 € 108,05 € 13.510,00 € 39,56 €


Administration or
1.013,95 € 108,05 € 16.830,02 € 49,27 €
Secretariat Head
Head of Business Area 925,23 € 108,05 € 15.499,20 € 45,37 €
Officer 794,18 € 108,05 € 13.533,35 € 41,54 €
Assistant or Telephone
792,62 € 108,05 € 13.510,00 € 41,54 €
Operator

Concierge/
837,32 € 108,05 € 14.180,57 € 41,54 €
Housekeeping
Head of Kitchen/
794,18 € 108,05 € 13.533,35 € 41,54 €
Officer
Cook 792,62 € 108,05 € 13.510,00 € 41,54 €
Warden/ Porter and

792,62 € 108,05 € 13.510,00 € 41,54 €
Concierge
General Services
792,62 € 108,05 € 13.510,00 € 41,54 €
Employee
Salary Tables 2022

Principal 1.439,83 € 64,98 € 263,49 € 110,21 € 27.917,75 € 78,80 €
Senior Teacher 1.439,83 € 64,98 € 110,21 € 23.965,34 € 49,56€
Infant Educator 958,99 € 54,50 € 110,21 € 16.637,42 € 46,34€
Instructor 956,65 € 44,36 € 110,21 € 16.490,83 € 43,13 €
Primary Education /
Education (ESO)
Principal 1.439,83 € 64,98 € 263,49 € 110,21 € 27.917,75 € 70,80 €
Head of Studies 1.439,83 € 64,98 € 219,38 € 110,21 € 27.256,04 € 57,18 €
Senior Teacher 1.439,83 € 64,98 € 110,21 € 23.965,34 € 49,56 €
Associate Teachers,
Teachers
Instructor 1.050,92 € 48,37 € 110,21 € 17.949,02 € 39,85 €
Second Cycle of
Baccalaureate
Principal 1.514,49 € 70,38 € 383,78 € 110,21 € 30.901,25 € 93,9 €
Head of Studies 1.514,50 € 70,38 € 324,30 € 110,21 € 30.009,24 € 86,68 €
Senior Teacher 1.514,49 € 70,38 € 110,21 € 25.144,62 € 62,9 €
Associate Teachers,
Teachers
Workshop or
Laboratory Associate 1.405,72 € 66,25 € 110,21 € 23.467,65 € 51,03 €
Teacher
Instructor 1.292,06 € 61,95 € 110,21 € 21.715,56 € 49,90 €


Principal 1.429,13 € 66,23 € 310,71 € 110,21 € 28.479,26 € 72,31 €
Head of Studies 1.429,13 € 64,77 € 265,92 € 110,21 € 27.791,24 € 68,86 €

of a Workshop or 1.429,13 € 64,77 € 110,21 € 23.802,49 € 47,58 €
Laboratory
Associate Teachers,
Teachers
Instructor 1.048,09 € 41,29 € 110,21 € 17.828,57 € 38,52 €

Principal 1.483,41 € 69,67 € 374,18 € 110,21 € 30.283,24 € 89,61 €
Head of Studies 1.483,42 € 69,67 € 316,98 € 110,21 € 29.425,39 € 85,00 €

of a Workshop or 1.483,41 € 69,67 € 110,21 € 24.670,57 € 59,78 €
Laboratory
Associate Teachers,
Teachers
Instructor 1.266,40 € 59,74 € 110,21 € 21.306,22 € 48,09 €
SUBGROUP A:
Specialised Staff Base (15) TOTAL C.P.P.(15)
Level I 1.446,81 € 110,21 € 23.355,28 € 62,09 €
Level II 1.373,78 € 110,21 € 22.259,83 € 49,54 €
SUBGROUP B: Temp. Supp. Dedication

Support Staff Position (15) Supp. (15)
Extracurricular
823,13 € 110,21 € 14.000,00 € 40,36 €
Activities Teacher


Administration or
1.034,23 € 110,21 € 17.166,62 € 50,25 €
Secretariat Head
Officer 823,13 € 110,21 € 14.000,00 € 42,37 €
Assistant or
823,13 € 110,21 € 14.000,00 € 42,37 €
Telephone Operator

Concierge/
854,07 € 110,21 € 14.464,18 € 42,37 €
Housekeeping
Head of Kitchen/
823,13 € 110,21 € 14.000,00 € 42,37 €
Officer
Cook 823,13 € 110,21 € 14.000,00 € 42,37 €
Warden/ Porter and

823,13 € 110,21 € 14.000,00 € 42,37 €
Concierge
General Services
823,13 € 110,21 € 14.000,00 € 42,37 €
Employee
Salary Tables 2023

Principal 1.468,63 € 66,27 € 268,76 € 112,41 € 28.476,11 € 72,22 €
Senior Teacher 1.468,63 € 66,27 € 112,41 € 24.444,65 € 50,55 €
Infant Educator 978,17 € 55,59 € 112,41 € 16.970,16 € 47,27 €
Instructor 975,78 € 45,25 € 112,41 € 16.820,64 € 43,99 €
Primary Education /
Education (ESO)
Principal 1.468,63 € 66,27 € 268,76 € 112,41 € 28.476,11 € 72,22 €
Head of Studies 1.468,63 € 66,27 € 223,77 € 112,41 € 27.801,16 € 68,52 €
Senior Teacher 1.468,63 € 66,27 € 112,41 € 24.444,65 € 50,55 €
Associate Teachers,
Teachers
Instructor 1.071,94 € 49,34 € 112,41 € 18.308,00 € 40,65 €
Second Cycle of
Baccalaureate
Principal 1.544,78 € 71,79 € 391,45 € 112,41 € 31.519,28 € 94,96 €
Head of Studies 1.544,79 € 71,79 € 330,78 € 112,41 € 30.609,42 € 88,41 €
Senior Teacher 1.544,78 € 71,79 € 112,41 € 25.647,51 € 63,33 €
Associate Teachers,
Teachers
Workshop or
Laboratory Associate 1.433,83 € 67,57 € 112,41 € 23.937,01 € 52,5 €
Teacher
Instructor 1.317,91 € 63,19 € 112,41 € 22.149,87 € 50,90 €

Principal 1.457,71 € 67,55 € 316,93 € 112,41 € 29.048,85 € 73,75 €
Head of Studies 1.457,71 € 66,06 € 271,24 € 112,41 € 28.347,07 € 70,23 €

of a Workshop or 1.457,71 € 66,06 € 112,41 € 24.278,54 € 48,53 €
Laboratory
Associate Teachers,
Teachers
Instructor 1.069,05 € 42,11 € 112,41 € 18.185,14 € 39,29 €

Principal 1.513,08 € 71,06 € 381,66 € 112,41 € 30.888,90 € 91,40 €
Head of Studies 1.513,09 € 71,06 € 323,32 € 112,41 € 30.013,90 € 86,70 €

of a Workshop or 1.513,08 € 71,06 € 112,41 € 25.163,98 € 60,97 €
Laboratory
Associate Teachers,
Assistant or Auxiliary 1.404,87 € 66,12 € 112,41 € 23.486,48 € 50,21€
Teachers
Instructor 1.291,73 € 60,93 € 112,41 € 21.732,34 € 49,05 €
SUBGROUP A: Temp. Supp. Dedication

Specialised Staff Position (15) Supp. (15)
Level I 1.475,75 € 112,41 € 23.822,39 € 63,33 €
Level II 1.401,26 € 112,41 € 22.705,03 € 50,33 €
SUBGROUP B: Temp. Supp. Dedication

Support Staff Position (15) Supp. (15)
Extracurricular
824,64 € 112,41 € 14.055,81 € 41,16 €
Activities Teacher


Administration or
1.054,92 € 112,41 € 17.509,95 € 51,26 €
Secretariat Head
Officer 826,26 € 112,41 € 14.080,10 € 43,22 €
Assistant or
824,64 € 112,41 € 14.055,81 € 43,22 €
Telephone Operator

Concierge/
871,15 € 112,41 € 14.753,46 € 43,22 €
Housekeeping
Head of Kitchen/
826,26 € 112,41 € 14.080,10 € 43,22 €
Officer
Cook 824,64 € 112,41 € 14.055,81 € 43,22 €
Warden/ Porter and

824,64 € 112,41 € 14.055,81 € 43,22 €
Concierge
General Services
824,64 € 112,41 € 14.055,81 € 43,22 €
Employee
ANNEX IV
Salary tables of centres that were regulated by Annex IV of the IX Collective Bargaining
Agreement of Non State-Funded Private Education
These centres, contemplated by Annex IV of the VI National Collective Bargaining Agreement of

General Regime Teaching Centres with no State-Funded or Subsidised Level will be governed by
the salary tables detailed below.
In all cases, amounts delivered on account by companies can be absorbed with regard to all
increases, and any other voluntary economic improvements applied by the same.
Articles 58, 68, 70, 71 and 72 and Annex III of this Collective Bargaining Agreement will not be
applicable to the centres and workers contemplated by this Annex.
To this regard, the following Baccalaureate supplement is established for educational centres
contemplated by this Annex IV:
Teaching staff rendering services in Baccalaureate will receive a supplement for their dedication
and responsibility in the performance of the pupil, giving way to the Baccalaureate Diploma being
obtained, and making it possible to acquire, where applicable, the knowledge necessary to gain
access to higher studies.
This staff will receive the supplement indicated in salary tables corresponding to this Annex in
each of the 14 payments, for the teacher working full-time in this educational level.
From the date when this Collective Bargaining Agreement enters into force, the previous
occupational category of Workshop or Laboratory Manager becomes the Head of Workshop or
Laboratory included in Group I.
From the date when this Collective Bargaining Agreement enters into force, the previous
occupational category of Aggregate Teacher becomes Associate Teacher, Assistant Teacher or
Auxiliary Teacher, included in Group I.
ANNEX IV
Salary tables from 1st September 2021 to 31st December 20211
Temp. Supp. Dedication CPP /

Infant Education Base C.P.P. TOTAL
Position Supp. Position
of a Workshop or 1.585,87 € 87,96 € 55,99 € 23.433,57 €
Laboratory
Infant Educator 1.094,56 € 70,88 € 55,99 € 16.316,06 €
Instructor 1.094,56 € 70,88 € 48,69 € 16.316,06 €
Primary Education /
1st and 2nd Course Temp. Supp. Dedication CPP /
Compulsory Secondary Base C.P.P. TOTAL
Education (ESO)
of a Workshop or 1.585,87 € 87,96 € 55,99 € 23.433,57 €
Laboratory
Associate Teachers,
Assistant or Auxiliary 1.297,49 € 77,93 € 45,11 € 19.255,97 €
Teachers
Instructor 1.190,64 € 74,23 € 45,11 € 17.708,08 €
3rd and 4th Course

Compulsory Temp. Supp. Dedication CPP /
Secondary Education Base C.P.P. TOTAL
(ESO) / Baccalaureate
of a Workshop or 1.696,14 € 91,78 € 71,24 € 25.030,77 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Laboratory Associate 1.608,51 € 88,73 € 59,37 € 23.761,39 €
Teacher
Instructor 1.464,89 € 83,74 € 59,37 € 21.680,77 €
Baccalaureate Supple-
ment: for teachers
working full-time in this 107,51 €
level in each of the 14
payments
Intermediate Temp. Supp. Dedication CPP /

Base C.P.P. TOTAL
Training Courses Position Supp. Position
of a Workshop or 1.603,04 € 88,56 € 57,06 € 23.682,39 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teache
Instructor 1.229,50 € 75,58 € 46,14 € 18.271,08 €
Higher Training Temp. Supp. Dedication CPP /

Base C.P.P. TOTAL
Courses Position Supp. Position
of a Workshop or 1.669,01 € 85,07 € 71,55 € 24.557,01 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teache
Instructor 1.429,15 € 77,56 € 57,57 € 21.093,89 €
Subgroup A:
Specialised staff from Levels I and II. The salary of this staff will be equal to that of Senior
Teachers of the teaching level in which they develop their work.
SUBGRUPO B: Temp. Supp. Dedication CPP /

Base C.P.P. TOTAL
Personal de Apoyo Position Supp. Position
Supervising Teacher 901,57 € 63,43 € 63,43 € 13.510,00 €
Extracurricular
901,57 € 63,43 € 63,43 € 13.510,00 €
Activities Teacher

Base C.P.P. TOTAL
Administration or Se-
1.198,35 € 74,49 € 56,55 € 17.819,77 €
cretariat Head
Head of Business Area 1.009,19 € 67,92 € 48,30 € 15.079,65 €
Officer 962,81 € 66,31 € 47,75 € 14.407,66 €
Assistant or
902,86 € 62,14 € 47,75 € 13.510,00 €
Telephone Operator
Head of Supplies 1.103,29 € 71,19 € 52,16 € 16.442,82 €
Apprentice /
912,60 € 52,40 € 29,19 € 13.510,00 €
Candidate

Base C.P.P. TOTAL
Concierge or
1.009,02 € 67,90 € 47,75 € 15.076,95 €
Housekeeping
Head of Kitchen,
962,81 € 66,31 € 47,75 € 14.407,66 €
Officer
Cook 917,72 € 64,75 € 47,75 € 13.754,57 €
Warden, Porter,
901,56 € 63,44 € 47,75 € 13.510,00 €
Concierge
General Services 62,14 € 47,75 € 13.510,00 €
902,86 €
Employee
Kitchen Helper or
926,01 € 38,99 € 29,13 € 13.510,00 €
Errand Runner
TEMPORARY MANAGEMENT POSITIONS

Principal 1.585,87 € 303,23 € 87,96 € 55,99 € 20,67 € 27.678,81 €
Assistant Principal 1.585,87 € 280,63 € 87,96 € 55,99 € 18,20 € 27.362,35 €
Head of Studies 1.585,87 € 252,48 € 87,96 € 55,99 € 17,20 € 26.968,31 €
Head of Department 1.585,87 € 224,55 € 87,96 € 55,99 € 15,30 € 26.577,25 €
Primary Education /
First Cycle of Temp. Supp. Dedication CPP /
Education (ESO)
Principal 1.585,87 € 303,23 € 87,96 € 55,99 € 20,67 € 27.678,81 €
Head of Studies 1.585,87 € 252,48 € 87,96 € 55,99 € 17,20 € 26.968,31 €
Second Cycle of
Compulsory Secondary Temp. Supp. Dedication CPP /
Education (ESO) / Base C.P.P. TOTAL
Baccalaureate
Principal 1.696,14 € 456,48 € 91,78 € 71,24 € 30,55 € 31.421,44 €
Head of Studies 1.696,14 € 401,14 € 91,78 € 71,24 € 26,82 € 30.646,71 €
Intermediate Training Temp. Supp. Dedication CPP /

Base C.P.P. TOTAL
Principal 1.603,04 € 357,58 € 88,56 € 57,06 € 25,52 € 28.688,57 €
Head of Studies 1.603,04 € 306,01 € 88,56 € 57,06 € 21,84 € 27.966,56 €

Base C.P.P. TOTAL
Principal 1.669,01 € 423,04 € 91,78 € 71,55 € 30,72 € 30.573,53 €
Head of Studies 1.669,01 € 355,37 € 91,78 € 71,55 € 26,07 € 29.626,14 €
ANNEX IV
Salary Tables 2022

Senior Teacher /
Head of a Workshop or 1.617,58 € 89,72 € 57,11 € 23.902,24 €
Laboratory
Infant Educator 1.116,45 € 72,29 € 57,11 € 16.642,39 €
Instructor 1.116,45 € 72,29 € 49,66 € 16.642,39 €
Primary Education / 1st

and 2nd Course Compul- Temp. Supp. Dedication CPP /
sory Secondary Educa-
Base C.P.P. TOTAL
tion (ESO)
Senior Teacher /
Laboratory
Associate Teachers, As-
sistant or Auxiliary 1.323,44 € 79,49 € 46,01 € 19.641,09 €
Teachers
Instructor 1.214,45 € 75,71 € 46,01 € 18.062,24 €
3rd and 4th Course

Baccalaureate
Senior Teacher /
Laboratory
Associate Teachers, As-
sistant or Auxiliary 1.640,68 € 90,51 € 60,55 € 24.236,62 €
Teachers
Workshop or
Teacher
Instructor 1.494,19 € 85,41 € 60,55 € 22.114,38 €
ment: for teachers
payments

Base C.P.P. TOTAL
of a Workshop or 1.635,10 € 90,33 € 58,20 € 24.156,03 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teache
Instructor 1.254,09 € 77,09 € 47,06 € 18.636,50 €

Base C.P.P. TOTAL
of a Workshop or 1.702,39 € 86,77 € 72,98 € 25.048,15 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teache
Instructor 1.457,73 € 79,11 € 58,72 € 21.515,77 €

SUBGROUP A:
Specialised staff from Levels I and II. The salary of this staff will be equal to that
of Senior Teachers of the teaching level in which they develop their work.o
SUBGROUP B: Temp. Supp. Dedication CPP /

Base C.P.P. TOTAL
Support staff Position Supp. Position
Extracurricular
935,30 € 64,70 € 48,70 € 14.000,00 €
Activities Teacher

Base C.P.P. TOTAL
Administration or
1.222,32 € 75,98 € 57,68 € 18.176,16 €
Secretariat Head
Officer 982,06 € 67,64 € 48,70 € 14.695,81 €
Assistant or
936,62 € 63,38 € 48,70 € 14.000,00 €
Telephone Operator
Head of Supplies 1.125,36 € 72,62 € 53,20 € 16.771,67 €
Apprentice /
946,55 € 53,45 € 29,78 € 14.000,00 €
Candidate

Base C.P.P. TOTAL
Concierge or
1.029,20 € 69,26 € 48,70 € 15.378,49 €
Housekeeping
Head of Kitchen,
982,06 € 67,64 € 48,70 € 14.695,81 €
Officer
Cook 936,08 € 66,04 € 48,70 € 14.029,66 €
Warden, Porter,
935,29 € 64,71 € 48,70 € 14.000,00 €
Concierge
General Services 63,38 € 48,70 € 14.000,00 €
936,62 €
Employee
Kitchen Helper or
960,23 € 39,77 € 29,71 € 14.000,00 €
Errand Runner

Principal 1.617,58 € 309,30 € 89,72 € 57,11 € 21,08 € 28.232,38 €
Head of Studies 1.617,58 € 257,53 € 89,72 € 57,11 € 17,55 € 27.507,67 €
Primary Education /
Base C.P.P. TOTAL
Compulsory Secondary Position Supp. Position
Education (ESO)
Principal 1.617,58 € 309,30 € 89,72 € 57,11 € 21,08 € 28.232,38 €
Head of Studies 1.617,58 € 257,53 € 89,72 € 57,11 € 17,55 € 27.507,67 €
Second Cycle of
Base C.P.P. TOTAL
Education (ESO) / Position Supp. Position
Baccalaureate
Principal 1.730,06 € 465,61 € 93,61 € 72,67 € 31,16 € 32.049,86 €
Head of Studies 1.730,06 € 409,16 € 93,61 € 72,67 € 27,35 € 31.259,64 €

Base C.P.P. TOTAL
Principal 1.635,10 € 364,74 € 90,33 € 58,20 € 26,03 € 29.262,34 €
Head of Studies 1.635,10 € 312,13 € 90,33 € 58,20 € 22,28 € 28.525,89 €

Base C.P.P. TOTAL
Principal 1.702,39 € 431,50 € 93,61 € 72,98 € 31,34 € 31.185,00 €
Head of Studies 1.702,39 € 362,48 € 93,61 € 72,98 € 26,59 € 30.218,67 €
Salary Tables 2023

of a Workshop or 1.649,94 € 91,51 € 58,25 € 24.380,29 €
Laboratory
Infant Educator 1.138,78 € 73,74 € 58,25 € 16.975,23 €
Instructor 1.138,78 € 73,74 € 50,66 € 16.975,23 €
Primary Education /
Education (ESO)
of a Workshop or 1.649,94 € 91,51 € 58,25 € 24.380,29 €
Laboratory
Associate Teachers,
Teachers
Instructor 1.238,74 € 77,23 € 46,93 € 18.423,48 €
3rd and 4th Course

Baccalaureate
of a Workshop or 1.764,66 € 95,48 € 74,12 € 26.042,02 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teacher
Instructor 1.524,07 € 87,12 € 61,77 € 22.556,67 €
ment: for teachers
payments

Base C.P.P. TOTAL
of a Workshop or 1.667,80 € 92,14 € 59,37 € 24.639,15 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teache
Instructor 1.279,17 € 78,63 € 48,01 € 19.009,23 €

Base C.P.P. TOTAL
of a Workshop or 1.736,43 € 88,50 € 74,44 € 25.549,11 €
Laboratory
Associate Teachers,
Teachers
Workshop or
Teache
Instructor 1.486,89 € 80,69 € 59,90 € 21.946,09 €

SUBGROUP A:
Specialised staff from Levels I and II. The salary of this staff will be equal to that of Senior
Teachers of the teaching level in which they develop their work.
SUBGROUP B: Temp. Supp. Dedication CPP /

Base C.P.P. TOTAL
Support staff Position Supp. Position
Extracurricular
938,00 € 65,99 € 49,67 € 14.055,80 €
Activities Teacher

Base C.P.P. TOTAL
Administration or Se-
1.246,76 € 77,50 € 58,83 € 18.539,68 €
cretariat Head
Officer 1.001,71 € 68,99 € 49,67 € 14.989,73 €
Assistant or
939,34 € 64,65 € 49,67 € 14.055,80 €
Telephone Operator
Head of Supplies 1.147,87 € 74,07 € 54,27 € 17.107,11 €
Apprentice /
949,46 € 54,52 € 30,37 € 14.055,80 €
Candidate

Base C.P.P. TOTAL
Concierge or
Housekeeping
1.049,79 € 70,65 € 49,67 € 15.686,06 €
Head of Kitchen,
Officer 1.001,71 € 68,99 € 49,67 € 14.989,73 €
Cook 954,80 € 67,36 € 49,67 € 14.310,25 €

Warden, Porter,
Concierge 937,99 € 66,00 € 49,67 € 14.055,80 €
General Services
939,34 € 64,65 € 49,67 € 14.055,80 €
Employee
Kitchen Helper or
Errand Runner 963,42 € 40,56 € 30,31 € 14.055,80 €

Principal 1.649,94 € 315,48 € 91,51 € 58,25 € 21,50 € 28.797,03 €
Head of Studies 1.649,94 € 262,68 € 91,51 € 58,25 € 17,90 € 28.057,83 €
Primary Education /
Base C.P.P. TOTAL
Compulsory Secondary Position Supp. Position
Education (ESO)
Principal 1.649,94 € 315,48 € 91,51 € 58,25 € 21,50 € 28.797,03 €
Head of Studies 1.649,94 € 262,68 € 91,51 € 58,25 € 17,90 € 28.057,83 €
Second Cycle of
Base C.P.P. TOTAL
Education (ESO) / Position Supp. Position
Baccalaureate
Principal 1.764,66 € 474,92 € 95,48 € 74,12 € 31,79 € 32.690,86 €
Head of Studies 1.764,66 € 417,34 € 95,48 € 74,12 € 27,90 € 31.884,83 €

Base C.P.P. TOTAL
Principal 1.667,80 € 372,03 € 92,14 € 59,37 € 26,55 € 29.847,59 €
Head of Studies 1.667,80 € 318,38 € 92,14 € 59,37 € 22,73 € 29.096,41 €

Base C.P.P. TOTAL
Principal 1.736,43 € 440,13 € 95,48 € 74,44 € 31,97 € 31.808,70 €
Head of Studies 1.736,43 € 369,73 € 95,48 € 74,44 € 27,12 € 30.823,04 €

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XI NATIONAL COLLECTIVE BARGAINING

AGREEMENT FOR GENERAL REGIME PRIVATE

Article 5. Collective Bargaining Agreements with a more limited scope

Article 7. Reporting and revision of the Collective Bargaining Agreement

Article 9. Venue and operation

Resolutions will be adopted by a qualified majority, and in terms of the official

Article 12. Occupational classification

Occupational classification is based on the existence of occupational groups, each of them

GROUP I. TEACHING STAFF

- Senior teacher / Head of a workshop or laboratory.

GROUP II. SUPPLEMENTARY SERVICES STAFF

SUBGROUP A: Specialised staff:

- LEVEL I. It includes, among others, the following positions:

-LEVEL II. It includes, among others, the following positions:

SUBGROUP B: Support staff:

- Extracurricular activities teacher

GROUP III: ADMINISTRATION STAFF

- Administration or secretariat head

GROUP IV: GENERAL SERVICES STAFF

Article 13. Temporary management positions

Temporary management positions, among others, are the following:

Article 14. General provisions

Article 15. Automatic conversion into permanent contracts

Article 16. Replacement contracts

Article 17. Work or service contract

Article 18. Fixed-term contract

Article 19. Training contract for achieving professional practice

Article 20. Work-related vocational training contract

Article 21. Part-time contract

Notwithstanding the supplementary hours covenant, in part-time contracts with an indefinite

Article 22. Replacement contract

Article 23. Contracting people with disabilities

Article 24. Permanent staff

Article 25. Probation period

a) 3 months for group I

Article 26. Vacancies

a) Vacancies of the Administration or Secretariat Head will be freely appointed by the

b) Vacancies of Heads of Business Units will be covered by two alternate shifts:

- Seniority, after the prior suitability test among Officers.

Article 27. Cessations

Teaching staff: One month.

Article 28. Teaching staff

Article 29. Non teaching staff

Article 30. Additional working hours for temporary positions

Article 31. Weekly break and break between working hours

Article 32. Overtime

Article 33. Annual computation and irregular distribution by the centre

- School hours: 1,089 hours.

b) Qualified staff for supplementary services: 1,396 hours.

Article 34. Mere attendance hours

Article 35. Dining room surveillance and transport

Regardless of the working hours:

Article 36. Working hours on the night shift

Article 37. Continuous working hours during school holidays periods

Article 39. Work schedule

Article 40. Common regulation

Article 41. Holidays of non teaching staff

Article 42. Holidays of teaching staff

Article 43. Temporary disability

Article 45. Leaves

b) b) Three days in case of a surgical operation requiring a hospital stay, or of a serious

• Attendance to medical appointments of the worker himself/herself, their minor sons

• Attendance to tutoring of minor children.