JC 224 (employees of the non-ferrous metal industry) has concluded a draft sector agreement

Author: Leen Lafourt
Date:

On 27 June 2019, the social partners of this joint committee concluded a draft sector agreement for 2019-2020. This draft agreement observes the maximum envelope for negotiation of 1.1% in 2019 and 2020 as prescribed by the R.D. of 19 April 2019.

The provisions below apply to the employees of the JC for non-ferrous metals. By ‘employees’ we mean the male and female workers as referred to in the CLA of 17 December 2001 on the job classification for employees.

Below, you will find a brief overview of the main subjects of this draft sector agreement. A detailed analysis will be included in our sector information.

Purchasing power

Wage increase of 1,1 %

On 1 May 2019, the effective gross monthly wages will increase by 1.1%, except for companies where the available margin of 1.1% is allocated in an alternative way by means of a company envelope.

The allocation of this envelope must be determined at company level in joint consultation by 31 July 2019 at the latest. If not, the effective gross monthly wages will be increased by 1.1 % on 1 May 2019.

Result related benefits (ROCE)

From the calendar year 2020 (or the shifted financial year starting in 2020), the scale for calculating the benefit to be granted (CLA of 16 April 2008) linked to the collective results of the company (variable bonus) is adjusted as follows:

  • all brackets greater than or equal to 5 % are increased by 0,1 %
  • all brackets greater than or equal to 15 % are increased by 0,2 %

Eco-vouchers

Eco-vouchers that are still awarded can be converted into another and equivalent benefit for an indefinite period.

The alternative allocation is based on the amount of EUR 250 per employee and per year (inclusive of costs and employer’s charges).

The talks must produce results by 31 July 2019 at the latest, otherwise the eco-vouchers must be awarded.

Increase of the sectoral minimum wage and the sectoral wage scale

On 1 May 2019, the guaranteed minimum wage and the sectoral wage scale will increase by 1.1%.

Wage degression for young employees

The wage degression is not reintroduced.

Mobility

The social partners recommend that employers use the third party payer scheme for public transport reimbursement if possible.

As from 1 July 2019, the private transport contribution will be increased by 1.1 %.

If the employee uses his bicycle for his home-to-work travel, the employer's contribution is calculated at 150 % of the monthly train ticket price.

Job security

The existing job security clause is extended until 30 June 2021.

System of unemployment with company supplement (RCC/SWT)

The following systems of unemployment with company supplement exist in the sector for the period from 1 January 2019 to 30 June 2021:

  • RCC/SWT from the age of 59 with 33 years of career of which 20 years of night work or heavy work;
  • RCC/SWT from the age of 59 with 35 years of career – heavy work;
  • RCC/SWT from the age of 59 years with 40 years of career.

Time credit and end-of-career jobs

Half-time and full-time time credit with motive

Until 30 June 2021, the employees of this sector are entitled to:

  • 51 months of full-time or half-time time credit for care motives;
  • 36 months of full-time or half-time time credit for training motives.

End-of-career job from 50 years after 28 years of career (until 30 June 2021)

Employees in this sector with a career of 28 years are entitled to a 1/5 end-of-career job without benefits from the age of 50.

End-of career job - long career or heavy profession (2019 -2020)

In implementation of CLA no. 137, employees with a long career or heavy profession can benefit from an end-of-career job with benefits starting from:

- 55 years if they reduce their work by 1/5,

- 57 years if they reduce their work to a half-time job.

Flemish incentives

Until 30 June 2021, employees in this sector can make use of the incentives for care credit, training credit and for companies in difficulty or restructuring.

Permanent training

In order to achieve the interprofessional training objective within the framework of the law on feasible and flexible work, the sector increases the training effort of each company:

  • to an average of 4 days of training per full-time equivalent per year in 2019-2020;
  • And to an average of 5 days of training per full-time equivalent per year from 2021.

Leave of absence

In the event of the death of a child or the spouse of the employee, the latter has the right to 5 days of leave of absence, to be taken as from the day before the death.

Career leave

As of 1 January 2019, every employee is entitled to:

1 extra-legal day of leave/year

From 55 years

2 extra-legal days of leave/year

From 58 years

3 extra-legal days of leave/year

From 60 years

Duration

Unless otherwise specified above, this draft sector agreement shall apply from 1 January 2019 to 31 December 2020.

More information

This protocol agreement will only become final after publication on the website of the FPS Employment, Labour and Social Dialogue. We will keep you informed.

 

Source: Collective labour agreement of 27 June 2019: 2019-2020 draft agreement in the Joint Committee for employees in the non-ferrous metals industry