N6817126QT002 - Questions and Answers.pdf
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- Attached to
- NAVSTA Rota Galley Scullery and Potshed Services
- Solicitation number
- N6817126QT002
About this file
This is a Questions and Answers document for federal contract N6817126QT002, dated 25 February 2026, addressing inquiries regarding a hospitality services contract in Spain.
The document clarifies that the successful awardee must comply with all Spanish labor laws, including mandatory subrogation of personnel under Spain's Hostelry Master Collective Labor Agreement (ALEH V). There are currently nine contractor personnel performing the work, though quoters are responsible for proposing staffing levels that meet Statement of Work requirements and technical capability criteria. Surge meal requirements are outlined in Paragraph 4.3.2 of the Statement of Work. In response to pricing and staffing inquiries, the government provided employment information for nine current employees: three Manager/Supervisor positions (full-time, employed since 08/1993, 08/1993, and 07/2003) and six Hostelry Cleaner positions (all full-time, employed since 06/1994, 07/2000, 12/2014, 05/2023, 12/2024, and 01/2026). The awardee bears full responsibility for complying with Spanish labor laws regarding employee transition, including respecting all economic, social, trade union, and personal rights and obligations held by existing employees.
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Other files
| File | Type | Posted |
|---|---|---|
| N6817126QT0020002.pdf | ||
| N6817126QT0020001.pdf | ||
| Solicitation - N6817126QT002.pdf | ||
| RFQ Attachment 1_Past Performance Information Sheet.pdf |
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N6817126QT002 - Questions and Answers 25 February 2026
Q1. Do we have to subrogate the personnel? If affirmative are we allowed to know the costs?
A1. The successful awardee is responsible for complying with all Spanish labor laws, including any applicable laws that may require subrogation. Please see the answer to Question 4 for additional information regarding current employees covered under Spain’s Hostelry Master Collective Labor Agreement.
Q2. How many persons are executing this work at this moment?
A2. There are nine (9) contractor personnel. The current number of personnel performing the requirement is for informational purposes only, and does not constitute a required minimum or maximum. Quoters are responsible for proposing staffing levels that conform to the requirements of the Statement of Work and the technical capability criteria.
Q3. Are there peaks that more staff is needed, like Christmas, Thanksgiving etc.?
A3. The Government requirement for surge meals is outlined under Paragraph 4.3.2 of the Statement of Work.
Q4. As cited in specification paragraph 2. “Applicable Documents” (Page #4), the contractor will be responsible for complying, among others, Kingdom of Spain requirements contained in “V State–Level Labor Agreement for the Hospitality Sector (ALEH V)”.
Chapter XII of this regulation includes “guarantees for change of employer”, which include the subrogation of personnel. Article 61, “Staff Assignment”, specifically establishes the following in this regard:
“In order to guarantee the principle of job security for workers and the subrogation of employer’s rights and responsibilities in the employment relationships of their staff, the employees of the transferring company will be assigned to the receiving company that will perform the service. The receiving company will respect the economic, social, trade union, and personal rights and obligations that the employees enjoyed in the transferring company…”
Having all of this into consideration and in order to prepare our price proposal, given that the obligation to hire all the staff of the former contractor falls on the new awardee of the contract, it is essential that the Government provide us with a list of workers assigned to this contract including: type of contract (indefinite, temporary, full time or partial), seniority in the company, category, professional group, annual gross salary and applicable collective bargain agreement. We would also need to know if any employees are on early or partial retirement.
A4. For informational purposes only, please find additional employment information below :
Employee Category Work Schedule Employment Start (Seniority) Manager / Supervisor Full-time 08/1993 Manager / Supervisor Full-time 08/1993 Manager / Supervisor Full-time 07/2003 Hostelry Cleaner Full-time 06/1994 Hostelry Cleaner Full-time 07/2000
N6817126QT002 - Questions and Answers 25 February 2026
Hostelry Cleaner Full-time 12/2014 Hostelry Cleaner Full-time 05/2023 Hostelry Cleaner Full-time 12/2024 Hostelry Cleaner Full-time 01/2026
The awardee is responsible for compliance with all Spanish labor laws, including any applicable laws that may require subrogation.
File details come from the government source that posted it. Updated .