JC 315.01 (aviation industry) has concluded a draft sector agreement for the period 2019-2020. This agreement of 02 July 2019 respects the maximum negotiating envelope of 1.1% in 2019-2020 in accordance with the RD of 19 April 2019 implementing article 7 § 1 of the Act of 26 July 1996 on the promotion of employment and the preventive safeguarding of competitiveness.
Below, you will find a brief overview of the main subjects of this sector agreement. A detailed analysis will be included in our sector information.
Applying the wage margin
Companies may implement the aforementioned increase in an alternative manner via a ‘wage envelope’. The following principles apply to the implementation:
- Free recurring implementation
- Double agreement between the employer and all the employees' organisations represented on the negotiations at company level and the possible exception to the timing and the concrete implementation as from 1 July 2019.
- In the form of a CBA?
- Timing: by 30 September 2019 unless extended by the parties at company level
- Fall-back position: in the absence of a CBA by 30 September 2019: increase of all real wages, with the exception of the flat-rate bonuses, by 1.1% as from 1 July 2019.
Increase of the sectoral minimum wages and annual purchasing power premium by 1.1% as from 01.07.2019.
Measures applicable from 1 January 2020. The drawing up of a new sectoral CBA applicable subject to existing provisions at company level is planned.
- For public transport, CBA No. 19/9 will be applied
- For private transport: reimbursement of 60% (CBA 19/9)
For the bicycle allowance: general increase to € 0.24 per kilometre travelled by bicycle.
Trade union bonus
Increase in the employer's contribution from € 100 to € 110 per worker and per unemployed person who benefits from the system of unemployment with a company supplement.
- Confirmation of the growth path provided for in the 2017-2018 sector agreement.
- Extension of training objectives to an average of 3 days per FTE in 2019 and 4 days per FTE in 2020.
- By 2021: an average of 5 training days per FTE per year.
System of unemployment with company supplement (RCC/SWT)
Subscribe to all NLC framework collective bargaining agreements at sectoral level on RCC/SWT, including the provision on the possibility of exemption from availability.
- RCC/SWT long career at the age of 59 from 1/1/2019 to 30/06/2019 after an occupational history of 40 years
- RCC/SWT at the age of 59 years from 1/1/2019 to 30/06/2019 after an occupational history of 33 years and 20 years of night work
- RCC/SWT at the age of 59 years from 1/1/2019 to 30/06/2019 after an occupational history of 33 in a strenuous profession
At sector level, all RCC/SWT systems require a 10-year seniority condition within the company at the time of termination of the employment contract, without prejudice to more favourable conditions existing at company level.
Time credit and end-of-career jobs
- Opening-up of the right to time credit with a motive up to a maximum of 51 months - half-time/full-time
- Maintain the access age for end-of-career jobs (long careers and strenuous professions) for 2019-2020 by subscribing at sector level to the NLC framework agreement:
- 55 years for the reduction by 1/5th
- 57 years for the reduction to a half-time job
1 day of career leave in 2019 and 1 day of career leave in 2020 under the following conditions:
- As from the age of 55
- 1 day = 7.6 hours
- Pro rata in the event of part-time work
A sectoral CBA will be drawn up that will increase the quota of voluntary overtime from 120 to 200 hours per year provided that it is confirmed by a CBA at company level.
Social peace Clause
Social peace is guaranteed for the period 2019-2020 for all items covered by this agreement, including the purchasing power chapter.
The sector agreement will only become final upon publication on the website of the FPS Employment Labour and Social Dialogue. We will keep you informed.
Source: Draft sector agreement 2019-2020 (JC 315.01) – 02.07.2019