JSC 140.03 has also concluded a protocol agreement now. Based on this agreement, you should take into account a wage increase of 0.4% as from 1 January 2022, the provision of a one-off gift voucher of €40 as well as a corona premium of €250.
Below we give you a brief overview of the most important subjects mentioned in this protocol agreement. As soon as the final CLA is available, we will add a detailed analysis to our sector information.
Provisions with an impact on wages
Allocation of the wage margin (0.4%)
On 1 January 2022, the actual wages, scales and seniority premium of the driving staff, non-driving staff and garage staff will increase by 0.4%.
One-off gift voucher
Provision of a one-off gift voucher of €40 (or an equivalent alternative if the employer already provides for a gift voucher).
As for the modalities, the social partners refer to the CLA of 17 October 2019 (registration number 155.361) concerning the provision of a gift voucher in 2019.
Workers employed on 30 November 2021 will also receive a corona premium of €250. To be entitled to this premium, workers must have worked at least 175 days during the reference period from 1 March 2020 to 31 May 2021.
Part-time workers will receive a pro rata premium.
Exception: Employers who have already granted a higher or equivalent corona premium in 2021 will be exempt. If you have granted less than €250, you will have to grant an additional premium up to €250.
Introduction of a bicycle allowance of €0.24/km as from 1 January 2022.
Stand-by compensation payment for garage staff
The garage staff receives a stand-by compensation allowance of €1,5295/hour.
When a call is made on the worker and he actually works, he receives his normal wage and this time is considered working time.
A working group will be set up to deal with the following themes:
- for non-driving staff: elaboration of a cold and freeze premium;
- for driving staff: development of a job classification, by 30 June 2022 at the latest, that abolishes the 2 lowest wage scales. This new job classification will enter into force on 1 January 2023;
- definition of the concept of ‘shift work’ and discussion of a shift premium;
- development of a broader list of days treated as time worked to determine the length of service (CLA of 27 January 2005, registration number 74.050).
Social Fund for Transport and Logistics (SFTL)
The contribution to the Social Fund will be reduced by 0.15 % to 7.85 %.
End-of-career jobs and time credit
All CLAs concluded within the National Labour Council (NLC) are fully implemented at sector level. This means that workers with long careers, a heavy occupation or who are employed in a company in difficulty or undergoing restructuring can (again) benefit from a 1/5 or half-time end-of-career job with benefits from the age of 55. The possibility of taking time credit with motive is also extended to 36 months for training and 51 months for a care motive.
More information can be found in our Infoflash of 27 July 2021: Benefits for an 'end of career' time credit before the age of 60: reintroduction!.
Scheme of unemployment with company supplement (RCC/SWT)
The sectoral social partners agree to sign all CLAs on RCC/SWT concluded in the NLC at sector level:
- RCC/SWT from 58 years with an occupational history of at least 35 years for some older disabled workers and workers with serious physical problems;
- RCC/SWT from 60 years for workers with an occupational career of at least 33 years of which 20 years in a scheme of night work or for at least 5 (7) years during the last 10 (15) calendar years before the end of the employment contract in a heavy occupation or who have worked in the construction industry and are incapable to work;
- RCC/SWT from the age of 60 for workers with an occupational career of 40 years as a wage earner.
You can read more in our Infoflash of 6 September 2021: ‘Which schemes of unemployment with corporate allowance will still be accessible in the following years?’
Extension and revision of CLAs
Furthermore, a number of CLAs are being extended, amended or abolished. Some examples:
- Extension of the CLA for at-risk groups and permanent training;
- Abolition of the CLA skills pass;
- Update of the CLA meal vouchers and eco vouchers, including the possibility to convert eco vouchers;
- Update CLA driving licence;
- CLA to introduce weekend shifts;
- Extension of the CLA on high flexibility for an indefinite period.
Image of the sector
The sectoral social partners plead for a fair transport sector, in which market wages and correct prices are paid, as well as for safe and comfortable parking facilities.
This is only a protocol agreement that still has to be submitted to the social partners' supporters. When signed, it will be published on the website of the FPS Employment, Labour and Social Dialogue. Only then will the points stated above become definitive. As always, we will keep you fully updated via our sector information.
Source: 2021-2022 Protocol agreement: JC 140.03 (road transport and contract haulage)