The collective agreement for Serveis Mediambientals de la Selva Nora 2026-2030 has been published

The Official Gazette of the Province of Girona publishes this October 8, 2026, the registration and publication of the collective labor agreement of the company Serveis Mediambientals de la Selva Nora, S.A., for the Tossa de Mar workplace, for the years 2026-2030. The resolution, signed on September 30, 2026, by the director of the Territorial Services of the Department of Enterprise and Labor in Girona, Pau Rich Sanglas, orders the registration in the registry of agreements and its official publication with agreement code no. 17100411012020. The text affects the street cleaning, beaches, waste collection, and recycling center staff of the municipality.

The agreement was signed on July 27, 2026, by the representatives of the company and the representatives of the workers, and is framed within articles 90.2 and 90.3 of the Workers’ Statute (Royal Legislative Decree 2/2015) and Royal Decree 713/2010 on the registration and deposit of agreements. The resolution also invokes Decree 162/2026, of September 8, on the restructuring of the Department of Enterprise and Labor.

The agreement comes into force on January 1, 2026, and has a duration of five years, until December 31, 2030, with automatic extension if not denounced. As a company of the institutional public sector, remuneration is subject to the limits of the general state budget laws.

Scope and organization of work

The agreement applies to all personnel assigned to waste and rubble collection and transport services, street and beach cleaning, recycling center management, and administration within the municipal district of Tossa de Mar. The professional classification is structured into three groups:

• B. Middle management: supervisor/foreman.
• C. Administrative: administrative assistant (m/f) and auxiliary administrative assistant (m/f).
• D. Operatives: first-class driver, second-class driver, team leader, laborer, mechanic/driver, and clean point operative.

The weekly working day is 36.5 hours from Monday to Sunday, with eight shift models (5-2 and 6-1) and monthly supplements depending on the rest days. Permanent seasonal production staff are guaranteed a minimum of five months of work per year, and pool staff, two months.

Economic conditions and bonuses

The salary tables are attached in Annex I and apply from January 1, 2026. Annual increases are linked to the General State Budget Law. The main supplements are:

• Seniority: 5% of the base salary per three-year period, up to a maximum of three periods (15%), and thereafter 7% per five-year period up to 29%.
• Night shift bonus: 25% of the base salary for hours worked between 22:00 and 6:00.
• Toxicity, hardship, and danger bonus: 20% of the base salary for all categories except administrative staff.
• Availability bonus, activity bonus, transport bonus, and shift variation bonus, according to the tables.
• Per diems: up to 40 euros for overnight stays, 14 euros for one main meal, 28 euros for two, and 0.26 euros per kilometer with a private vehicle.

Four extraordinary payments are foreseen (March, summer, September, and Christmas); the March payment is equivalent to 85% of a normal payment, and the September payment is of an identical amount for all categories.

Working day, leave and social benefits

Staff have 35 calendar days of annual vacation and paid leave for marriage (16 days), death of relatives up to the second degree (3 days, extendable to 7 with travel outside Catalonia), surgical intervention (5 days), or change of residence (2 days), among others. Those who complete 25 years at the Tossa de Mar center obtain seven days of paid leave.

Regarding health and prevention, the company schedules an annual medical check-up and may perform alcohol and drug detection tests. It also subscribes to a life and accident insurance policy with capitals of 12,000 euros for death by occupational accident, 15,000 euros for total permanent disability, and 18,000 euros for absolute permanent disability. The social aid fund has a maximum annual amount of 3,000 euros.

Equality, digital disconnection and disciplinary regime

The text incorporates equality and non-discrimination measures for LGBTI people, in accordance with Law 4/2023 and Royal Decree 1026/2024, and a digital disconnection protocol. The Joint Commission, composed of between one and three representatives from each party, is responsible for the interpretation and monitoring of the agreement. Regarding disciplinary matters and personnel subrogation, the agreement refers to the general collective agreement for the public sanitation, street cleaning, and waste sector.

The publication provides formal coverage for an agreement that directly affects the cleaning and waste staff of Tossa de Mar for five years, with increases linked to the State budgets and a deployment of bonuses, leave, and social guarantees that fix the labor conditions of the municipal service until 2030.

Fuente: Official Gazette of the Province of Girona, no. 194, October 8, 2026, Autonomous administration, pp. 1-22 (official reference: BOP-2026_0_194_8528).