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On 26 June 2019, the social partners of this joint committee concluded their 2019-2020 sector agreement. This agreement applies to all employers and non-manual workers (whose positions are included in the job classification) from the chemical industry, unless otherwise stated below.
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. Free negotiations are possible for the companies covered by the agreement in accordance with the Royal Decree of 19 April 2019. In the case of companies not covered by the agreement, the social partners themselves have agreed on the arrangements.
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.
The gross minimum experience-related wages will increase:
These increases are not directive for the negotiations in the companies covered by the agreement.
On 1 January 2020, there shall be a 1.1% increase in the gross monthly wages and the shift bonuses (insofar as they are expressed in terms of lump sum amounts) effectively paid in companies that are not bound by a CLA as regards the possible increase in purchasing power for the period 2019-2020.
Any increases in the gross monthly wage and/or other benefits (other than wage indexation or increases in corporate scales) can be deducted from this. Any increases resulting from the increase in the sectoral minimum amounts may also be taken into account.
These provisions cannot be used as an example or precedent for negotiations with companies covered by the agreement.
The 1.1% gross increase shall be individual and recurrent by 1 January 2020 at the latest.
The sales representatives of this JC are entitled to an end-of-year bonus equal to 100% of the gross wage of December (= fixed wage + average of the commissions of the last 12 months, if any), capped to 2,129.47 EUR.
As from the calendar year 2019 and for the end-of-year bonus payable in 2020, this cap will be increased by 1.1% gross.
A worker who, from the age of 55, switches from a continuous regime or a fixed night shift to a day job (on the understanding that this might be an end-of-career job from the age of 58), shall temporarily and partially retain his shift bonus, according to the following terms and conditions:
Seniority in the company in a continuous regime or a fixed night shift
Partly retained shift bonus
10 years of seniority
During 2 months: 50 %
Subsequent month: 25 %
20 years of seniority
During 4 months: 50 %
Subsequent 2 months: 25 %
30 years of seniority
During 6 months: 50 %
Subsequent 3 months: 25 %
As from 1 July 2019, the additional unemployment allowance shall be 11 EUR/day of partial unemployment.
Remark: The provisions relating to RCC/SWT apply to all workers who are bound to their employer under an employment contract for non-manual workers.
For the period from 1 January 2019 to 30 June 2021, the manual workers of this JC are entitled to:
For the period from 1 January 2019 to 31 December 2020 (if possible extended to 30 June 2021), there is also a right to RCC/SWT for disabled workers and workers with serious physical problems:
Remark: The provisions relating to time credit shall apply to all workers who are bound to their employer under an employment contract for non-manual workers.
For workers with 5 years of seniority in the company, the right to half-time and full-time time credit is extended to:
For full-time workers working in shifts, the company can, taking into account the good organisation of work, determine the concrete terms for the application of the 1/5th time credit.
Manual workers with an occupational history of at least 28 years who want to reduce their career by 1 day or 2 half days/week (within the framework of the right of older workers to end-of-career jobs without benefits) can do so from the age of 50.
If a worker switches from time credit to a form of RCC/SWT, the additional allowance shall be calculated on the basis of a full-time wage. This additional allowance shall be prorated in proportion to the periods of full-time and part-time employment over the entire occupational history of the worker.
Remark: The 4 points above are valid for the period from 1 January 2019 to 30 June 2021.
For the period from 1 January 2019 to 31 December 2020 (as soon as possible extended to 30 June 2021), workers with a long occupational history or arduous profession are entitled to:
The system of regional incentives is extended from 1 July 2019 to 30 June 2021.
The inter-professional objective of an average of 5 days of training per full-time equivalent per year (within the framework of feasible and workable work) is concretised by the sectoral training effort of an average of 4 days per year per full-time equivalent. All companies must contribute to this.
The financing of 0.20 % on gross wages is extended.
The contribution to the Social Security Fund for the 2019 service year increases from 50 EUR to 55 EUR per worker.
For the service year 2020, this amount shall be further increased to 60 EUR per worker.
The Social Security Fund is empowered to send employment certificates.
This national agreement is valid from 1 January 2019 until 31 December 2020, unless otherwise specified.
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: CBA concluded on 26 June 2019 in the Joint Committee for the non-manual workers from the chemical industry regarding the National Agreement 2019-2020.
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