Also JC 142.02 (recovery of rags) has concluded its national agreement 2019-2020

On 26 June 2019, the social partners of this joint committee concluded their 2019-2020 sector agreement. This agreement observes the maximum envelope for negotiation 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 documentation.

Provisions with an impact on wages

Wage increase

As from 1 July 2019:

• all sectoral minimum hourly wages go up by 1.1 %;
• all effective gross hourly earnings go up by 1.1 %.

Additional allowance in case of temporary unemployment

From 1 January 2019, the additional allowances in the event of temporary unemployment shall be increased by 0.5 EUR per day to 5.5 EUR per day of unemployment.

As from 1 January 2020, the additional allowances in the event of temporary unemployment will be further increased by 0.5 EUR per day to 6 EUR per day of unemployment.

The additional allowance is payable by the Fund

Travel expenses

As from 1 July 2019, the bicycle allowance will increase from 1.20 EUR to 1.40 EUR /per day actually worked.

Job security

An employer who intends to engage in redundancies for economic or technical reasons must observe the notification and consultation procedures provided.

In companies without a works council or trade union delegation, an employer who intends to engage in redundancies for economic or technical reasons must provide the regional trade unions at least one month in advance with the following information:

• the reason;
• the number of workers involved;
• the list of departments and posts affected;
• the date(s) of the intended redundancy/redundancies.

Before taking a final decision, the employer must consult the regional trade unions. During this consultation, all measures are examined to avoid redundancies.

In the event of a dispute concerning compliance with the above provisions, the trade union may instruct the chairman of the JsC to carry out an investigation. If it is indeed established that the employer has proceeded to redundancies in violation of these provisions, the redundant worker is entitled to a one-off flat-rate compensation of 1,250 EUR.

The employer must also pay this flat-rate compensation to the "Social Security Fund for companies recovering rags".

Scheme of unemployment with corporate allowance (RCC/SWT)

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

• RCC/SWT from the age of 59 years after an occupational history of 40 years;
• 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;
• RCC/SWT from the age of 59 after an occupational history of 33 years in an arduous occupation;
• RCC/SWT from the age of 59 after an occupational history of 35 years in an arduous occupation;
• RCC/SWT from the age of 58 for workers with serious physical problems and after an occupational history of at least 35 years (only for the period 2019-2020).

The payment of the additional allowance is borne in full by the welfare fund.

Manual workers can ask to be exempted from the obligation of adapted availability.

Time credit and end-of-career jobs

Half-time and full-time time credit with motive

As of 01 September 2019, 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.

End-of-career jobs with benefits

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

• a 1/5 end-of career job with benefits as from the age of 55;
• a half-time end-of career 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 incentives for:

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

Seniority days

From 1 July 2019 manual workers will receive:

• 1 paid day leave of absence as from 10 years of seniority in the company,
• a 2nd paid day leave of absence as from 15 years of seniority in the company,
• a 3rd paid day leave of absence from 20 years of seniority in the company.

The employer can recover the costs from the Social Security Fund.

 

Source: CBA of 26 June 2019 containing the national agreement (reg. No. 152.833), valid from 1 January 2019 to 31 December 2020 (unless otherwise stipulated).