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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.
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.
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:
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.
On 1 May 2019, the guaranteed minimum wage and the sectoral wage scale will increase by 1.1%.
The wage degression is not reintroduced.
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.
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:
Until 30 June 2021, the employees of this sector are entitled to:
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.
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.
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.
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:
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.
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
Unless otherwise specified above, this draft sector agreement shall apply from 1 January 2019 to 31 December 2020.
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
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