The 2019-2020 draft sector agreement for Joint Committee 105 (non-ferrous metals) has been concluded

Author: Leen Lafourt
Date:

On 5 July 2019, the social partners of this joint committee concluded a draft sector agreement for 2019-2020. This agreement respects the maximum negotiating envelope of 1.1 % in 2019 and 2020 as prescribed by the R.D. of 19 April 2019.

Below, you will find a brief overview of the main subjects of the sector agreement. A detailed analysis can be found in our sector information.

Provisions with an impact on wages

Budget

On 1 May 2019 , basic hourly wages and shift and production premiums, which are not expressed in percentage terms, will increase by 1.1 %, unless the employer opts for an alternative use of the transferable envelope of 1.1 % of the wage bill before 15 July 2019.

The allocation of this envelope from 1 May must be determined at company level in joint consultation by 15 July 2019 at the latest.

The envelope is calculated and allocated in accordance with the guidelines, recommendations and procedure included in the appendix to the Collective Labour Agreement of 5 July 2019 (reg. no. 152.950). This procedure, which is different for companies with or without trade union delegation, is described in detail in our sector information.

Alternative use of eco vouchers

By 15 July 2019 at the latest, eco vouchers can be converted into another and equivalent benefit of unlimited duration.

The alternative allocation is based on the amount of € 250 per employee and per year (all costs and employer’s charges included).

Negotiations will take place in the same way as for the 1.1 % wage envelope.

If negotiations do not lead to a result by 15 July 2019, your manual workers will retain their right to eco vouchers.

Increase of the guaranteed minimum wage

On 1 May 2019, the guaranteed minimum wage increases by:

  • 1.1 %
  • and the index of 2.07 %.

Consequently, as from 1 May 2019, the gross monthly wage will be € 2,070.49 (all production premiums included) or € 12.57 gross per hour (38 hours/week).

Wage regression for young persons

Wage regression for young persons entering the labour market and who are under the age of 21 is not being reintroduced.

Result related benefits (ROCE)

As from the calendar year 2020 (or the shifted financial year starting in 2020), the scale for the variable bonus will be adjusted as follows, according to the collective results of the company: all brackets greater than or equal to 5 % will be increased by 0.1 %, the brackets greater than or equal to 15 % by 0.2%.

As a result, as from the calendar year 2020 (or the shifted financial year), the benefit to be granted varies according to the following scale:

Profitability of the company, expressed in ROCE

Size of the benefit expressed as a percentage of the individual gross wage of the manual worker earned during the reference period

Less than 5 %

0 %

More than or equal to 5 % but less than 7.5 %

1.3 %

More than or equal to 7.5 % but less than 12.5 %

1.6 %

More than or equal to 12.5 % but less than 15 %

2.0 %

More than or equal to 15 % but less than 17.5 %

2.7 %

More than or equal to 17.5 % but less than 20 %

3.4 %

More than or equal to 20 %

4.0 %

Travel expenses

From 1 July 2019, the bicycle allowance will be calculated at 150 % of the monthly railcard price.

As from 1 July 2019, the contribution of the employer in the costs of private transport will be increased by 1.1 %.

Additional allowance in case of temporary unemployment

For 2019-2020, the numerator will only be restarted if the individual manual worker has not been unemployed for economic reasons in a continuous period of 9 months.

From 1 May 2019, the additional allowance will increase by 1,1 %:

Economic reasons or technical disorder

Duration

Day shift

Shift work

Until the 18th day

€ 8.44

€ 10.07

From the 19th day until the 36th day

€ 11.47

€ 14.10

From the 37th day until the 54th day

€ 14.67

€ 18.17

From the 55th day

€ 17.72

€ 22.21

Bad weather, closure due to annual holidays and temporary force majeure: € 6.17 for each day of unemployment for which the National Employment Office grants full unemployment benefit with a maximum of 4 weeks per case.

Compensation for dismissal on closure of the company

Indexation on 1 May 2019 and 1 May 2020 of:

  • the compensation for dismissal on closure of the company;
  • the compensation in the event of suspension of the employment contract on closure of the company for annual leave for the days of suspension for manual workers who are not entitled to unemployment benefits for failure to meet the conditions for admission;
  • the compensation in the event of unemployment due to technical disruption, bad weather or economic reasons in the event of suspension of the employment contract of manual workers who are not entitled to unemployment benefits because they do not meet the eligibility conditions as stipulated in the unemployment regulations.

Compensation expressed as a percentage of the wage is automatically increased by the wage indexation and adjustment.

Job security
 

The CLA on job security of 12 June 2017 (reg. no. 140.033) is extended until 30 June 2021.

Training

Risk groups

The provisions concerning the risk groups will be extended within the legal framework from 1 January 2019 until 30 June 2021.

The contribution for employment and training of risk groups remains fixed at 0.10 %.

Training efforts

In order to achieve the interprofessional training objective within the framework of the law on feasible and flexible work, the sector increases the training effort of each company:

  • to an average of 4 days of training per full-time equivalent per year in 2019-2020;
  • and to an average of 5 days of training per full-time equivalent per year from 2021.

Temporary agency workers

Manual workers who have worked for at least 6 consecutive months as temporary agency workers in the company enjoy equal treatment in terms of training.

Scheme of unemployment with corporate allowance (RCC/SWT)

For the period from 1 January 2019 until 30 June 2021, the manual workers of this JC are entitled to:

  • RCC/SWT from the age of 59 after an occupational history of 33 years of which 20 years in a work schedule involving night work or at least 5 (7) years during the last 10 (15) calendar years;
  • RCC/SWT from the age of 59 after an occupational history of 35 years of which at least 5 (7) years during the last 10 (15) calendar years;
  • RCC/SWT from the age of 59 years after an occupational history of 40 years.

Time credit and wind-down time jobs

Half-time and full-time time credit with motive

The right to half-time and full-time time credit is extended to:

  • 51 months for the motive of care;
  • 36 months for the motive of training.

Wind-down time job from the age of 50 after an occupational history of 28 years

Manual workers in this sector of at least 50 years of age with an occupational history of 28 years are entitled to a 1/5 reduction of working time.

Wind-down time job with benefits

Until 31 December 2020, manual workers with a long occupational history or strenuous profession are entitled to:

  • a 1/5 wind-down time job with benefits as from the age of 55;
  • a half-time wind-down time job with benefits as from the age of 57.

Incentive bonuses

Manual workers who meet the conditions of the Flemish Region can make use of the system of incentive bonuses for:

  • care credit;
  • training credit;
  • companies in difficulties or undergoing restructuring.

Labour organisation

Individual overtime credit

Provided that a company collective agreement is concluded, the individual overtime credit is increased from 100 hours to a maximum of 360 hours/calendar year.

Leave of absence

Following the death of his child or of his spouse, the manual worker is entitled to 5 days of leave of absence. Leave of absence can be taken up freely during the period starting with the day before the death and ending 30 days after the death.

Career leave

As of 1 January 2019, every manual worker is entitled to:

  • 1 extra-legal day of leave/year from the age of 55;
  • 2 extra-legal days of leave/year from the age of 58;
  • 3 extra-legal days of leave/year from the age of 60.

More information
 

This sector agreement will only become final after publication on the website of the FPS Employment, Labour and Social Dialogue. We will keep you informed.
 Source: Draft sector agreement 2019-2020, valid from 1 January 2019 until 31 December 2020 (JC 105).