There is a draft agreement 2019-2020 in the joint subcommittee 149.02 (for bodywork).

On 23 May 2019, the social partners of the joint subcommittee (JsC) 149.02 for bodywork concluded a draft protocol agreement. As stipulated in the Royal Decree of 24 April 2019 implementing Article 7 § 1 of the Law of 26 July 1996 on the promotion of employment and on the preventative safeguarding of competitiveness, this agreement complies with the maximum negotiating envelope of 1.1% in 2019 and 2020.

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

Provisions with an impact on wages

Index mechanism

The existing index mechanism is maintained.

Allocation of the wage margin (1.1%)

On 01 July 2019, the sectoral wages will increase by 1.1%.

Effective wages will also increase by 1.1% on 01 July 2019, except when the company has allocated the available margin in an alternative way through a company envelope.

In the event of conversion, a double agreement is required.

In companies with a trade union delegation this implies:

• that the employer and all the organisations represented in the trade union delegation must first agree to start the company negotiations;
• that an agreement is required on the practical allocation of the margin as from 01 July 2019.

This double agreement is also required in companies without a trade union delegation, but in that case with all the organisations represented in the JC.

The negotiations should lead to an agreement by 30 September 2019.

In the absence of a CBA by 30 September 2019, wages will increase by 1.1% on 1 July 2019.

No wage digressively for young persons

The social partners undertake not to re-introduce the wage digressively for young persons (with the exception of student workers).

Year-end bonus

With effect from 01 January 2020:

• the three-month seniority requirement for entitlement to an end-of-year bonus is abolished;
• absences due to prophylactic leave, adoption leave, foster parent leave, 3 months' leave for providing medical assistance and palliative leave are treated as actual days worked.

Mobility (as from 01/10/2019)

The employer's contribution to the costs of public transport will increase to 80%.

In addition, there is the mandatory introduction of the third party payment scheme, i.e. a full refund of public transport as from 1 October 2019.

Feasible work and inflow

Sector model feasible work

As from 01 July 2019, the sector model feasible work will be further developed:

• Mentorship training:    4 days under Flemish training leave/paid educational leave; as from 01 July 2019 and 30 June 2021: 1 return moment with a premium credit of EUR 100 (full day) or EUR 50 (half day).
• Each manual worker is entitled to a career interview with his employer at least once every 5 years of employment.

Premium credit for new manual workers

The employer who, from 1 July 2019 to 30 June 2021, hires a new manual worker in the sector with an employment contract for an indefinite period is entitled to a premium credit of 100 EUR per training day.

Career leave

With effect from 01 January 2020: 1 extra day career leave as from the age of 55.

Seniority leave

From 1 July 2019: seniority leave granted in the calendar year in which the seniority is reached.

Short leave in the event of decease

4 days of short leave in the event of the decease of a resident family member, to be taken up from the day of the decease until 5 days after the funeral.

Social Security Fund

On 1 July 2019, all additional allowances will be indexed by 4.11 %.

Contribution to career counselling

As from 1 July 2019 until 30 June 2021, the career voucher(s) ordered by the manual worker at the VDAB will be fully refunded.

For manual workers who are not entitled to career vouchers, there is a contribution of maximum 80 EUR per 6-year period.

Childcare contribution

From 1 January 2019 until 31 December 2021, a contribution of 3 EUR per day per child, with a maximum of 300 EUR per year per child, will be paid for:

• children up to the age of 3;
• care recognised by the Kind&Gezin/l'Office de la Naissance et de l'Enfance.

The contribution is based on a tax certificate.

Additional allowance for wind-down jobs

The additional allowance for wind-down jobs is extended for the period from 1 July 2019 to 30 June 2021:

• from the age of 60 for everyone;
• from the age of 55 for a career reduction by 1/5th;.
• from the age of 57 for a career reduction by 1/2th;.

Part-time wind-down jobs from the age of 58

From 1 July 2019 until 30 June 2021, a gross monthly allowance will be granted to compensate for the difference between the gross wage after the career change and the gross wage for the normal work.

The contribution is capped at 160 EUR gross/month for:

• a transition to an alternative position;
• an appointment as mentor in the context of a sponsorship programme;
• a work schedule in shifts or a night-time work schedule to a daytime work schedule.

Additional reimbursement for older sick persons

As from 1 July 2019, the additional allowance for older sick persons will increase to 8 EUR.

Training

• Commitment to strive for a growth path;
• Effort commitment that training and education (but also its preparation) will take place during working hours.

System of unemployment with corporate allowance (RCC/SWT)

The sectoral social partners sign all CBAs on RCC/SWT concluded in the NLC (until 30 June 2021), including the provisions on the possibility of exemption from availability (until 31 December 2022):

• RCC/SWT long career 59 years subject to 40 years of occupational history;
• RCC/SWT from the age of 59 years, subject to 33 years of occupational history and 20 years of night work;
• RCC/SWT subject to 33 years of occupational history in a strenuous occupation;
• RCC/SWT subject to 35 years of occupational history in a strenuous occupation:

Wind-down jobs and time credit

Employees with a long career or strenuous occupation are entitled to:

• 1/5th wind-down job with benefits as from the age of 55;
• half-time wind-down job with benefits as from the age of 57;

The system of Flemish incentives is extended.

Outplacement

Collectivisation from 01 July 2019 to 30 June 2021

• 1,300 EUR borne by the Social Security Fund and 500 EUR borne by the employer;
• No collectivisation if 4 weeks' severance pay is used;
• Not in case of dismissal due to medical force majeure.

More information

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 protocol agreement 2019 – 2020 Bodywork Sector – 23/05/2019