Collective agreement for the labor staff of Alhama de Granada published

The Territorial Delegation of Employment, Enterprise and Self-Employment in Granada, of the Regional Government of Andalusia, has ordered the registration and publication of the collective agreement for the labor personnel of the City Council of Alhama de Granada, with agreement code KU74PA74. The full text is published in the Official Gazette of the Province of Granada no. 187, dated September 28, 2026, with official reference BOP-GRA-2026-187001 and file number 2026048694. The agreement establishes the working day, vacations, equality plan, training, and professional career for the entire municipal labor workforce.

The resolution, signed in Granada on September 9, 2026, by the territorial delegate José Javier Martín Cañizares, orders the registration of the agreement in the Registry of the Territorial Delegation and provides for its publication in the provincial gazette. The text was approved in the minutes of the negotiation table meeting held on July 22, 2026, and submitted to the Delegation via the REGCON electronic registry on August 26, 2026, in accordance with Article 90 of the Recast Text of the Workers’ Statute Law and Royal Decree 713/2010, of May 28, on the registration and deposit of collective agreements.

The agreement applies to all labor personnel of the City Council of Alhama de Granada, including permanent, non-permanent indefinite, and fixed-term staff, as well as those hired under the Agricultural Promotion Employment Program (PFEA). Interns, personnel hired under labor insertion plans, and student-workers from Employment Training Workshops and Workshop Schools are excluded.

Validity and monitoring commission

The text shall enter into force the day following its publication and shall remain in effect for two years from its approval, being tacitly extended year by year unless denounced by any of the parties with at least one month’s notice. In any case, it shall remain in effect until the approval of a new agreement.

A unitary and parity-based Monitoring Commission is established for civil service and labor personnel, responsible for the interpretation and oversight of the agreement. It will be composed of delegates for civil service and labor personnel, one representative from each signing union, and representatives of the Corporation, with the Mayor’s Office or Delegated Council Office of Personnel in the Presidency and the municipal Secretariat. It may meet and adopt agreements via electronic means.

Working day, vacations and reconciliation

• Ordinary working day: the same as established for the civil servants of the State Civil Administration, with a general schedule from Monday to Friday (excluding holidays) from 8:00 to 15:00 hours, based on a weekly total of 35 hours.
• Fixed core hours of mandatory presence from 9:00 to 14:00 hours, with flexible slots from 7:30 to 9:00, from 14:00 to 15:30, and from 16:00 to 20:00 hours.
• Vacations: 22 working days per year, plus those corresponding to seniority, to be enjoyed preferably between June and September.
• Personal days: 6 for all staff, plus those derived from seniority.
• One-hour reduction during Christmas and Holy Week schedules and during the summer schedule, between June 16 and September 15.
• One-hour daily reduction for municipal employees over 60 years of age.
• Teleworking one day a week for compatible positions, to be developed through regulations.

The vacation calendar for the general working day must be prepared before May 31 of each year and approved by the Local Government Board.

Equality, training, and professional career

Chapter III develops the equality plan, in compliance with the seventh additional provision of Royal Legislative Decree 5/2015, of October 30. Minimum measures include the use of non-sexist language, a tendency toward parity in selection boards, and paid leave for employees in a state of gestation from the first day of the 37th week of pregnancy, which is moved forward to the 35th week in the case of multiple gestations.

Regarding training, labor personnel shall have the right to complete at least one official course per year, with reimbursement for travel within Andalusia and 100% of the tuition for the first course. Limits are set at 40 annual hours for professional development courses and 80 annual hours for functional area qualification courses. Internal promotion and professional career are linked to suitability for the position and service needs.

Remuneration and disciplinary regime

The agreement equates the remuneration structure of labor personnel to that of civil servants, with basic remuneration set in the General State Budget Law and two extraordinary payments per year. Tourism Office personnel will receive 25 euros in productivity pay for each Saturday, Sunday, or holiday worked full-time, and the Maintenance Chief will have availability for up to 50 additional monthly hours.

The probationary period is set at 15 days. Very serious offenses expire after three years, serious offenses after two years, and minor offenses after six months; sanctions expire after three years, two years, and one year, respectively. The agreement also provides for the establishment of the Health and Safety Committee within three months following its entry into force.

The text regulates the working conditions of the entire municipal workforce of Alhama de Granada for the coming years and provides the City Council with a single framework for selection, promotion, and work organization, with pay equity between civil service and contractual staff as its central axis.

Source: Official Gazette of the Province of Granada, no. 187, September 28, 2026, Autonomous Administration, page 4 (official reference: BOP-GRA-2026-187001).