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Structure Organització

Working Hours

• The usual working hours are 40 hours per week, between 1764 and 1768 hours per year, depending on the national, regional and local holidays in the calendar, set by management annually. These hours are lower than those set by the agreement for offices and offices in Catalonia, which we are governed by.

Working hours

• Both the time of entry and exit is flexible between 8:00 and 19:30 as long as the day for which you are hired is fulfilled.
• Friday afternoons are not worked if desired, and are free for everyone.
• People who work less than 40 hours a week will establish their schedule in accordance with the instructions of management, reaching an agreement with their superior.
• Daily work record, according to Royal Decree-Law 8/2019 of March 8, remember: Staff with children under 12 years of age can work 1 single afternoon, instead of two.
• The obligation to complete the IMP-168 form (Worker Schedules)
• The essential use of e-days, which allows the variations in the entry, exit and vacation times of each worker to be recorded in accordance with the time flexibility contemplated in the IDIAPJGol.

Holidays

• The number of days off each year will depend on the total annual working hours and the mandatory days off of the IDIAPJGol, which will be detailed in the e-days program in the “Personal Dashboard” tab and in the “Notice Board” section.
• Holidays are reported by calendar years. Anyone who is not at the company on January 1st will only be entitled to the proportional part of the holiday days that correspond to them.
• The acceptance or not of the holidays will depend on the needs of the department. During school holiday periods, priority will be given to workers with school-age children.
• 5 days can be carried over to the following year.
  The rest must be spent before December 31st.

Leave Management

• It is mandatory that when you are on leave you must send us the medical leave statement, the confirmation statements and the discharge statement as soon as you have them.
• We do NOT need the original document, a legible reproduction (photographed with a mobile phone or scanned) is enough.
• You can send it by email to: personal@idiapjgol.info.

Leave

• The worker, with prior notice and justification, may be absent from work, with the right to remuneration for the following reasons: marriage, birth of children, transfer of habitual residence (according to the ET and the  pplicable agreement).
• Access to unpaid leave.

Teleworking

• Working from home is permitted with the permission of the superior, or if the situation requires it

Staff training is considered a fundamental tool for adequate adjustment to the workplace and professional and personal development, this is guaranteed through the Training Plan, where the training actions to be developed are determined based on the needs detected in each area and/or workplace.

Training needs are determined by the requests of staff, both workers and managers. Training is mostly voluntary.

The organization has several channels, such as:

• IDIAPJGol website
• Infogol
• Twitter
• Emails
• HR notifications for hired personnel
• Broadcasting of calls
• Notice boards

See Equality PlanVeure 

– The Occupational Risk Prevention service of the IDIAPJGol is joint with the ICS service and other research institutes.

– The IDIAPJGol has a series of annexes to the reception manual, in order to complete the information on occupational risks, such as:

• Annex II – Instructions for action in the event of an emergency.
• Annex III – Preventive measures for work in offices.
• Annex IV – Road Safety.
• Annex V – Protection of pregnant workers.
• Annex VII – General health questionnaire for newly hired personnel.
• Annex VIII – Consent for the initial health examination.

In the event of a work accident, you must:

• Go to or call anyone in the Personnel Department (Laia Alvaro, David Merino, Sandra Illan), they will direct you to the ICS medical assistance and/or give you an Assistance Statement to go to the Mutual Insurance Company.
• Remember that you will not be attended to if the assistance statement is not signed or stamped by the management of IDIAPJGol.
• Remember that any accident on the way to or from work is considered an accident at work.
• Collaborate in the analysis of the events that occurred and in the proposal of corrective measures to improve working conditions.

IDIAPJGol is a company that promotes working conditions that prevent sexual harassment and harassment based on sex, through certain actions, among which we highlight awareness, sensitization, training, detection mechanisms, sanctions and procedures for filing complaints and denunciations, as well as the appointment of a person responsible for these issues.

We are committed to guaranteeing confidentiality in the event of a case of sexual and/or gender-based harassment as well as protection from possible retaliation.

Sexual harassment prevention protocol
Annex 1 – Request for intervention
Annex 2 -Informed consent document
Annex 3 – Internal Investigation Committee Report