major hotel chains and catering companies tend to be unionized as both their managers and union representatives tend to be very day for the content of collective agreements and other legal documents defining the rights and obligations of workers and employers. However, it is evident that things are not like most SMEs in the hospitality industry. It is a fact that if the vast majority of hospitality companies they had peqeñas strictly comply with the agreements, they would close down, so the most logical and common is that between employer and employee to establish a partnership agreement, or what we normally call for you today and tomorrow for me, you give me I give you.
But this system does not always work and some on both sides are unhappy. Who has not felt at one time confused when an employee has requested a paid leave because of the death of a relative or caulquier similar circumstance?
Let interted help dispel any such doubts with the following information.
In the first instance labor relations are governed by employment contracts. Above are the collective bargaining contracts, each province tends to have its own collective agreement, and is also common for large emmpresas have established their own convention. Above is the ALEH conventions. (State-wide labor agreement for the hotel.) ALEH Above is the status of employees is concerned, and on top of the pyramid as a last resort we have laws and jurisprundencia.
The following is a copy of the convention hotel in the province of Alicante. If interested in the conventions of other provinces, they can certainly find in the web of associations catering to each of them. We also publish the ALEH
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