JC 111 (metal, machinery and electrical construction) was the first to conclude a draft sectoral agreement for the period 2019-2020. This agreement of 23 May 2019 respects the maximum negotiating envelope of 1.1% in 2019-2020 in accordance with the RD of 24 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, we give you a brief overview of the most important subjects mentioned in this sector agreement. A detailed analysis will be included in our sectoral information.
Provisions with an impact on wages
Applying the wage margin (1.1%)
By analogy with the period 2017-2018, in 2019-2020 enterprises will be able to redefine the available wage margin in an alternative manner using a so-called transferable ‘wage envelope’ of 1.1%.
The procedure for enterprise level negotiations differs for enterprises with or without trade union delegation.
The negotiations should lead to an agreement by 30 September 2019. This period can be extended at enterprise level.
The social partners make the following recommendations with regard to the use of the wage envelope:
- absolute priority will be given to the harmonisation of wage and working conditions between blue-collar and white-collar workers where there is still a difference;
- The spending of the wage envelope may under no circumstances lead to an aggravation of the differences between the wage and working conditions of the white-collar workers and those of the blue-collar workers or an addition of new differences.
In the absence of an arrangement applied at enterprise level, the gross hourly scale wages will be increased by 1.1% on 1 July 2019.
Increasing the minimum wages
On 1 July 2019, the minimum wages will be increased by 1.1 %.
In addition, a growth path is also being worked out:
- Commitment to increase the national minimum wage by indexation and the available wage margin in the next sectoral agreements until 2026.
- The finalisation or entry into force of this commitment should take into account the outcome of the ongoing inter-professional discussions on the minimum wage and, where appropriate, be in line with the results of these discussions.
Eco vouchers can be converted into another benefit before 30 September 2019.
The social partners are continuing to work towards a collective labour agreement (CLA) that allows for a nationally harmonised end-of-year bonus scheme for blue-collar and white-collar workers, so that the level of the end-of-year bonus can also be determined uniformly in the long term.
Mobility (as from 01/01/2020)
Adjustments on the basis of CLA 19/9:
- From 1 July 2019, the employer's contribution to common public transport will increase from 64% to 70%;
- From 1 July 2020, the minimum distance of 5 km will be abolished.
Own means of transport
Contribution of 0,06 EUR/commuting km with
- at least 1,50 EUR (or 1,80 EUR if the distance is > 10 km)/working day;
- a maximum of 6,50 EUR/working day.
A bicycle allowance of 0.15 EUR/commuting km with a maximum of 6 EUR/working day is granted.
Extension of the job security clause
A joint sectoral project on sustainable employability will be worked out with the aim of achieving this:
- providing content and financial support to employers and employees to meet the challenges of longer careers;
- safeguarding and sharing the accumulated knowledge in this regard;
- developing or stimulating joint involvement on the theme.
Social Security Fund
Additional allowance in case of temporary unemployment
As from 1 July 2019, the additional allowance of the Social Security Fund in the event of temporary unemployment shall be increased to 12.07 EUR for a full allowance and to 6.03 EUR for a half allowance.
Additional allowance in the event of illness
As from 1 July 2019, the additional allowance in the event of illness will increase to 93.27 EUR.
Additional RCC/SWT allowance and older unemployed persons
The additional allowance of 80.11 EUR is indexed by 2%.
Additional allowance in case of full unemployment
The additional allowance for full unemployment of 6.03 EUR is indexed by 2%.
Introduction of a childcare allowance
For the period from 01.01.2020 to 31.12.2022, a childcare allowance will be introduced:
- of 15 EUR/month and 180 EUR/year per employee and per child;
- for children under the age of 3.
This contribution will be evaluated at the end of 2021.
- Confirmation of the growth path for the interprofessional objective of an average of 5 days of training/year;
- In the context of lifelong learning, the right to individual training is extended from 8 to 16 hours;
- The contribution via the training funds may not be covered by a training clause;
Scheme of unemployment with corporate allowance (SWT/RCC)
The sectoral social partners agree to sign at the sectoral level all CLAs on SWT concluded in the National Labour Council until 31/12/2020, including the provisions relating to the possibility of exemption from availability:
- SWT strenuous professions with 33 years of occupational history;
- SWT strenuous professions with 35 years of occupational history;
- SWT long career (40 years);
- exemption from modified availability at the request of the employee from the age of 62 or an occupational history of 42 years.
Wind-down time jobs and time credit
- The right to full-time and half-time time credit with motive was extended to 51 months or 36 months (motive: training).
- Confirmation of the right to Flemish premiums (incentive bonuses)
Wind-down time jobs
- Wind-down time jobs without allowances remain possible from the age of 50 after an occupational history of 28 years.
- Extension of the wind-down time jobs for long careers or strenuous professions from the age of 55 (4/5th employment) and from the age of 57 (half-time).
This sectoral agreement will only become final after publication on the website of FPS Employment, Labour and Social Dialogue. We will keep you informed.
Source: Draft sectoral agreement 2019 - 2020 Metal construction (JC 111.01-02) - 23.05.2019