Sectoral agreement 2019-2020 for joint industrial committee 207
The social dialogue in Belgium is organized on 3 levels: inter-sectoral/federal, sectoral and company level. At the end of April of this year, the wage norm and several employment measures which serve as the basis for the negotiations on a sectoral level, have been determined on a federal and inter-sectoral level.
Within JIC 207 these negotiations have been finalized, which at the end of the month of June resulted in a sectoral agreement for the years 2019-2020 (valid from 01.01.2019 until 31.12.2020). We would like to provide you hereby with an overview of the most important decisions for the upcoming two years in your sector of industry.
Companies that do not conclude collective labour agreements concerning wages on a company level (= non-conventionalized companies), have to increase the effectively paid salaries and shift premiums by 1,1% on January 1, 2020 for employees whose function is included in the function classification. If a salary increase already has been granted on a company level, it will need to be set off against the 1,1% salary increase as provided for in the sectoral agreement.
The gross minimum experience wages were increased by € 20,7996 on 01.07.2019 and will be increased by € 13,8664 as of 01.01.2020.
The increase of the wages according to the index mechanism applicable in the sector or according to fixed company rates remains applicable apart from the 1,1% salary increase.
Companies that are bound by a collective labour agreement concerning wages on a company level (= conventionalized companies) are free to negotiate on that level how the 1,1% maximum increase of purchasing power will be implemented as provided for by the intersectoral agreement.
The maximum amount of the year-end premium for sales representatives will be increased by 1,1% up to € 2.152,89 (current amount € 2.129,47).
3.Unemployment scheme with company allowance and time credit
As far as the unemployment scheme with company allowance and time credit are concerned, the sector has updated its regulations according to the decisions taken on the level of the National Labour Council.
The sector provides a special arrangement for the soft landing positions (career wind-down) for employees who work fully continuous or in a fixed night shift. As of the age of 55 and with consent of the employer, they can switch to a day job, yet temporarily and partially retain their shift premium.
The sector provides training on an average of 4 days a year per full-time equivalent and expects an active contribution from all companies in the sector.