JC 149.04 (metal trade) has concluded a draft sector agreement for the period 2019-2020. This agreement of 3 June 2019 respects the maximum negotiating envelope of 1.1% in 2019-2020 in accordance with the RD of 24 April 2019 implementing article 7 § 1 of the Act of 26 July 1996 on the promotion of employment and the preventive safeguarding of competitiveness.
Below, we give you a brief overview of the most important subjects mentioned in this sector agreement. A detailed analysis will be included in our sectoral information.
Applying the wage margin
- Increase of the scale wages on 1 July 2019 by 1.1% of the wage bill
- Increase of 1.1% in actual wages on 1 July 2019, except for companies where the margin is applied by means of an alternative negotiating envelope.
- Recurring free allocation from 1 July 2019
- Companies with trade union delegation: subject to a double agreement (CLA) between the employer and all the organisations represented in the trade union delegation concerning:
- the start of negotiations at company level
- practical allocation from 1 July 2019
- Companies without trade union delegation: subject to a double agreement (CLA) between the employer and all the organisations represented in the JC
- Timing: for 30 September 2019
- If no CLA by 30 September 2019: 1.1% increase in all wages as of 1 July 2019
- Increase of the separation premium to € 18.50 as from 1 July 2019, except for companies with a more favourable system
- Declaration of commitment: degressive wages for young people are not reinstated, except for student workers.
- No schooling clause for free training by Educam for which the employer has received a bonus as well as mandatory legal or regulatory training
Social Security Fund
- Indexation of additional allowances by 4.11% on 1 July 2019
- Introduction of a contribution to childcare costs from 1 January 2019 until 31 December 2021
- Extension of the additional allowance for wind-down time jobs from the age of 60 for all and from the age of 55 for a reduction of working time by 1/5 and from the age of 57 for a half-time reduction under the conditions of CLA 137, from 1 July 2019 until 30 June 2021
- Extension of the additional allowance for soft end-of-career jobs from 1 July 2020 until 30 June 2022
- Conversion of the additional allowance in the event of illness into a daily amount of € 2.34 as from 1 July 2019.
Scheme of unemployment with corporate allowance (SWT/RCC)
Subscribe at sectoral level to all National Labour Council Framework CLAs on SWT/RCC, including the possibility of exemption from availability, until 31 December 2021 (with respect to the exemption from availability until 31 December 2022):
- SWT/RCC long career at the age of 59 years subject to 40 years of occupational history
- SWT/RCC at the age of 59 years subject to 33 years of occupational history and 20 years of night work
- SWT/RCC at the age of 59 years subject to 33 years of occupational history in a strenuous profession
- SWT/RCC at the age of 59 years subject to 35 years of occupational history in a strenuous profession
Time credit and wind-down time jobs
- Extension of the right to part-time/full-time time credit with motive up to 51 months on grounds of a company CLA, from 1 July 2019 until 30 June 2021
- Subscribe at sectoral level to the National Labour Council Framework CLA: maintenance at 55 years of age of the reduction of working time by 1/5 and at 57 years of age for the half-time reduction in the case of a long career and strenuous professions until 31 December 2020
- Extension of the Flemish time credit incentive bonuses.
Arrival of new employees in the sector
- Improve measures to attract new employees to the sector
- Extension of the 4+1 days of training
- The employer who, from 1 July 2019 until 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, per training day
- Improve measures to attract new employees to the sector for bottleneck professions
- Update of the list of bottleneck professions via the Educam jobs observatory in connection with incentive measures
- Mentorship training
- 4 days as part of paid educational leave or ‘Vlaams OpleidingsVerlof‘
- 1 return moment with a premium credit of € 100 for a full day and € 50 for half a day, from 1 July 2019 until 30 June 2021
- Further development of a sectoral feasible work model, with Educam as a promoter, from 1 July 2019, for an indefinite period
- Introduction of 1 additional day of leave after 10 years of seniority, in addition to the existing day of leave after 15 years of seniority, as from 1 January 2019, for an indefinite period
- Granting of a 3rd day of career leave at age 60, as from 1 January 2019, for an indefinite period
- Adaptation of the CLA standby: at the employee's request, entitlement to an 11-hour rest period between a call and the start of his normal working hours, as from 1 July 2019, for an indefinite period.
- Improvement of short leave in the event of decease: short leave can be taken from the day of decease up to 30 days after this day, as from 1 July 2019, for an indefinite period
- Conclude a sectoral non-discrimination CLA before 30 September 2019
- Small flexibility: extension of the scope to drivers and extension of the CLA until 30 June 2021
- High flexibility: development of a sectoral framework for bicycle repairers through a procedure and modalities defined in our sectoral information.
- Voluntary overtime and internal limit
- By means of a company CLA approved by all the trade union organisations represented in the trade union delegation (or, failing that, by all the trade union organisations represented in the joint committee), for service technicians:
- The amount of voluntary overtime may be increased from 120 hours to a maximum of 300 hours per calendar year
- The amount of voluntary overtime hours not taken into account for the internal limit is increased from 25 to 60 hours
- The internal limit can be increased from 143 to 383 hours
- On the condition that:
- The CLA is concluded before 31 December 2019
- There is a right of return for the employee
From 1 July 2019 until 30 June 2021, € 1,300 will be paid by the Social Security Fund and € 500 by the employer. A quality control will be carried out by Educam. However, this collectivisation will not take place if 4 weeks' pay in lieu of notice must be allocated for outplacement or in the event of termination for reasons of medical force majeure.
- Removing of the 3-month seniority requirement when granting the year-end bonus
- Periods of prophylactic leave, adoption leave, foster parent leave, 3 months of medical assistance leave per reference period/per employee and palliative leave are treated as time worked from 1 January 2020, for an indefinite period.
The sectoral agreement will only become final upon publication on the website of the FPS Employment Labour and Social Dialogue. We will be sure to keep you informed.
Source: Draft sector agreement 2019-2020 (JC 149.04) – 03.06.2019