JC 209: Draft agreement 2021-2022

Author: Jonas Verplanken (Legal Expert)
Date:

A sector agreement has been concluded in JC 209 for non-manual workers in the metal manufacturing industry. Based on this agreement, you should take into account a salary increase of 0.4% and the possibility of granting a corona premium.

Provisions with an impact on salaries

*Mind that the provisions relating to the company's budget for the increase of salaries, the corona premium and the retroactive premium are, in principle, limited to scaled and scalable non-manual workers. This scope can be extended at company level via a specific procedure.

  • Company's budget for the increase of salaries for 2022: The companies in this sector can allocate the available salary margin via a transferable budget for the increase of salaries of 0.4% of the wage bill. A procedure will be implemented for the allocation of this budget at company level. To this end, an agreement will have to be reached by 15 January 2022. In the absence of an arrangement applied at company level, the effective gross monthly salaries will be increased by 0.4% from 1 January 2022. Classic purchasing power exceptions.

 

  • Sector retroactive premium 2021: gross fixed premium of 200 EUR.
    • For workers employed in the company on 30/11/2021.
    • Requirement of minimum 60 effective working days in 2021. Pro-rated application of the 60 effective working days for hires in 2021.
    • Pro-rated number of months employed in 2021 and pro-rated working regime for part-time workers on 30/11/2021.
    • Payment in December 2021.
    • The retroactive premium is included in the calculation basis for the single and double holiday pay.
    • If necessary, the retroactive premium can be replaced by an equivalent benefit in accordance with the same procedure as the procedure applicable for the company's budget for the increase of salaries for 2022.

 

  • Corona premium.
    • Basic premium 300 EUR.
    • For all companies, except 
      • companies suffering operating losses in the fiscal years 2019 and 2020 and with a decrease in gross margin of at least 10% in the fiscal year 2020 compared to the average gross margin in the fiscal years 2018 and 2019.
      • companies making an application via a derogation procedure with the approval of the trade union delegation and submitting it to the joint committee.
    • Variable part for companies with operating profits in fiscal year 2020:
      • + 200 EUR if the gross margin in 2020 is equal to or greater than in 2018-2019
      • + 100 EUR if the gross margin in 2020 is up to 10% lower than in 2018-2019
    • Condition: be employed in the company on 30/11/2021.
    • Requirement of at least 60 effective working days in 2021 (pro-rated for new hires in the course of 2021)
    • Pro-rated for the number of months employed in 2021 and pro-rated according to the working regime for part-time workers on 30/11/2021.
    • Payable in December 2021.
    • Derogation is possible through an opt-out clause with a company-specific benefit.
    • Deduction of corona premiums already granted after 8 June 2021.

 

  • Minimum salary
    • Growth path for the sector guaranteed minimum monthly salary:
      • 1/1/2022: + 80 EUR
      • 1/1/2023: + 80 EUR
      • 1/1/2024: + 80 EUR
    • The sector minimum salaries that are higher than the sector guaranteed minimum monthly salary are increased by 0.4% as of 1/1/2022.
    • The increases of the sector guaranteed minimum monthly salary are offset against future available salary margins.
    • Commitment to increase the national minimum salary by indexation and the remaining balance of the available salary margin in the next sector agreements until 2024.

Mobility

  • Adjustments as of 1/1/2022:
    • Improvement in employer's contribution to means of transport other than bicycle and public transport: increase of basic amount from 0.06 to 0.075 EUR/km. (max. 8.18 EUR/day)
    • Improved bicycle allowance: increase from 0.15 to 0.18 EUR/km (max. 7.20 EUR/day)
    • Recommendation to companies to use the third-party payment system

End-of-career

  • RCC/SWT: extension of existing provisions until 30/6/2023
  • End-of-career jobs and time credit: end-of-career jobs for long careers and arduous occupations from the age of 55 until 30/6/2023. Motivated time credit for an indefinite period.
  • Career leave: 2nd day of career leave from the age of 58 from 2022.
  • Sector project on sustainable employability: finalisation by the end of 2022.

Occupational welfare fund

  • New allowance for end-of-career jobs from the age of 58:
    • Career reduction to a half-time job: 75 EUR
    • Career reduction to a 4/5th part-time job: 30 EUR
  • Improvement of the allowance in the event of career changes/end-of-career jobs

Training

  • Increase of the transferable individual training entitlement from 16h to 24h as of 2022.
  • Extension of the existing training clause provision: training courses that are financially supported by the sector training funds are excluded from the application of the training clause.

Various topics

  • Extension of the job security clause
  • Coordination of existing provisions on temporary agency work and temporary work
  • Temporary unemployment: introduction of a supplementary allowance for temporary unemployment due to force majeure with an equal allowance as for non-manual workers. Increase of supplementary allowance for temporary unemployment by 2.21%
  • Modification of the condition 'under the same roof' in the event of leave of absence for a funeral or marriage.
  • Risk groups: extension of provisions and monitoring of transition projects
  • Eco vouchers: possibility of converting these to an alternative. Addition of days of prophylactic leave, foster parent leave, and adoption leave for days that are treated as days actually worked.
  • Youth salaries: Non applicable within the sector.
  • Further discussions on: harmonisation, future vision of social dialogue, the right to disconnect, teleworking, means of communication for staff representatives, social peace and compliance with the agreements.

More information

As soon as this text is converted into a sector CBA, you can find an analysis in the sector information for this sector.

 

Source: Draft sector agreement 2021-2022 for non-manual workers in the metal manufacturing industry (JC 209)

 

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