Used Optimist California

Third Negotiating Session Meeting Parks was awarded the management of Waterworld water park U.S. California Final 2010 salary tables

MADRID, Jan. 28 (EUROPA PRESS) -


United Parks, through its U.S. subsidiary has been awarded the management contract park acuático Waterworld California, uno de los parques de referencia y más importantes del norte de California, informó este viernes la compañía.

Con este nuevo contrato, del que no se ha especificado su cuantía, el grupo Parques Reunidos supera los 70 parques de ocio, principalmente, parques temáticos, de atracciones, zoológicos, acuáticos y centros de entretenimiento familiar, ubicados fundamentalmente en Europa y EE.UU.

Actualmente, Parques Reunidos es el mayor gestor de parques de ocio de Europa y el tercero a nivel mundial, con parques ubicados en 10 países.

El presidente de Parques Reunidos, Richard T. Golding, mostró su satisfacción dicho contrato de management, as noted, "demonstrates the confidence of financial investors and public institutions in Parks Meeting as managing partner for its investments and projects."

participation for Golding Park Meeting in such investments or leisure park projects ensures "maximum profitability, supported by continued successful management of over 70 theme parks, which no other operator can offer."

Waterworld California, owned by CNL Lifestyle Properties, located less than 30 minutes from the city of San Francisco, is one of the reference water parks in Northern California and collects more than 30 water rides and slides art.

the past five years, United Parks has acquired more than 50 theme parks in Spain, the United States, Belgium, Norway, Denmark, France, Italy, Germany and the UK.

Among its latest acquisitions include a family amusement park, Dutch Wonderland, located in Lancaster, Pennsylvania (USA) who bought last November and the Movie Park Germany, in Düsseldorf, Europe's largest theme park dedicated to film, which it acquired in May 2010.

Ontario Immunization Records Template

already know the final IPC 2010, is a 3% , so we can prepare the final salary table 2010, this year, if there is a difference with the increase of 2.5% that we implemented earlier this year by agreement This difference is paid as on other occasions, along with the payroll.

2010: It is applied on the final table of 2009, and this year, the actual CPI, ensuring in any case a 2.5%. Therefore, to date January 1, 2010 shall apply the salary increase guaranteed. Once you know the real CPI in 2010, and it be more than 2.5, the difference shall apply retroactively from January 1 2010.

Here is the final table, along with the amount of the difference or delays that we must pay, remember that they are raw values.

93.26 0.68

			Breakdown
GROUPS		Annual Salary	Salary	Proportional	Salary	Time Salary	Salary Time	Pay
GROUP 1		2010	Monthly	Bonuses	months Time	Vacation	Pay Extra	Delays
GROUP 2		22,888.64	1525.91	381.48	9.47	0.86	2.58	111.11
GROUP 3		19,210.57	1280.70	320.18	7.95	0.72	2.17
GROUP 4	A	17987.42	1199.16	299.79	7.44		2,03	87,32
	B	16.763,03	1.117,54	279,38	6,93	0,63	1,89	81,37
	C	15.652,16	1.043,48	260,87	6,47	0,59	1,77	75,98
	D	14.452,19	963,48	240,87	5,98	0,54	1,63 70.16

Vba Fire Red Game Save

The company seeks wage freeze

finally has begun negotiating the collective agreement, after the constitution of the table, which took place on 9 December. The representation of workers had previously given the company the platform to progress you can see in this blog.

representation of the company, formed by María Teresa González Román, Marcos and Carlos Muñoz Beatriz Mínguez, has a comprehensive response, which included the claim that they have expressed to freeze wages for la vigencia del convenio.

En general, la empresa rechaza negociar todas las propuestas que comporten un incremento de la masa salarial, justificándose en la situación económica actual. En cambio, se acepta, en este momento de manera genérica, hablar del plan de igualdad y derechos vinculados a éste y a la conciliación de la vida personal y laboral.

Las representaciones sindicales de CCOO y de UGT, hemos rebatido punto por punto los argumentos restrictivos de la empresa y hemos expresado nuestra voluntad de considerar todos los temas abiertos y, por tanto, con posibilidad de acuerdo.

Hemos solicitado información económica de la situación de la empresa y hemos expuesto que los acuerdos Interconfederal CEOE, CEPYME, CCOO and UGT are not talking about a wage freeze, but increases modulated and with reference to the wage revision clauses relating to changes in the actual CPI.

Next week we will continue the joint work of UGT and CCOO in developing the platform for one or two weeks to continue negotiations with the company.

'll keep you posted on this blog through which you can send us your thoughts.

Bulletin in PDF format

Removing A Hologram From A License

PLATFORM

EFFECT.
2 years.


WAGE INCREASE 2011: guaranteeing wage increase of 2011 real CPI plus 1 point in any case at least 3%.

Year 2012: ensuring the CPI rising real wages in 2012 over 1 point in any case at least 3%.

DAY. Reduction
day working one day per year during the term of the agreement. Working an average of 8 am daily. 1762h
221 days Year 2011 Year 2012 1754h
220 days


A HOLIDAY day for each year of the agreement. Bonuses


Mainstreaming: Hazard Plus, Plus for night, Plus Holiday Plus and language.
Improve the value of overtime.

reassignment and promotion.
Reclassification of those categories to which the qualification and the work being carried their proper level.
Upgrades to higher levels or professional groups, linked to time spent in the company. TEMPORARY DISABILITY

.
complement to 100% of wages in sickness or accident does not work.

PERMITS AND LEAVE.
increase in one day all paid leave (birth, hospitalization own affairs, etc.). Incorporate
paid leave for medical visits and accompanying themselves up to second-degree relatives
unpaid leave of one week for those family situations that require adequate care.
incorporate a period of job reservation in the case of unpaid leave and training.

DEATH AND DISABILITY INSURANCE
Recruited by the company of a policy to cover the contingencies of death, partial disability, total or absolute workers. TRAINING


Participation in the development and monitoring of the training plan of the company as well as the allocation of Individual Training Leave (PIF).
Equal opportunity for access to courses and voluntary if given outside working hours. Use of internal trainers
when the qualification is required for the delivery of courses for company employees.

FAMILY AND WORK LIFE BALANCE
improving maternity and paternity legally established minimum benefits. Creating a nursery
company, financed by it. OCCUPATIONAL HEALTH

. Special
preventive monitoring of those colleagues whose work exposed to biological hazards with the addition of the necessary preventive measures. Preventive Project
alcoholism and other addictive behaviors in the workplace. DISCIPLINARY


lessen the potential impact of the current sanctions regime.