Renewal agreement for the National Collective Bargaining Agreement for the Metalworking Industry – new developments

On February 5, 2021, the signatories to the National Collective Bargaining Agreement for Metalworkers in Industry (Federmeccanica, Assistal, Fim-Cisl, Fiom-Cgil, and Uilm-Uil) reached an agreement on contract renewal.

The new contract starts on February 5, 2021, and is valid until June 30, 2024.

There are many new developments, the most important of which is the new classification system for employees, which will be structured as follows from June 1, 2021:

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General declarations are defined on the basis of 9 levels included in 4 fields

of professionalism, referring to the role actually performed by the worker within the company organization.

It should be noted that, for the purposes of classification into the legal categories of blue-collar worker and white-collar worker, account is taken of the prevalence of manual or operational activities in the performance of the role, regardless of the level of employment.

As of June 1, 2021, level 1 will be eliminated.

Employees already in service on May 31, 2021, and classified at this level will be reclassified to the new D1 level as of that date. Employees already in service on May 31, 2021, affected by the above reclassification, will retain their length of service accrued up to that date for all contractual purposes, and periods of activity already carried out in accordance with the provisions on professional mobility will be considered useful for the purposes of reclassification into the new professional levels.

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The tabular increases absorb both individual increases granted after January 1, 2017 (provided they have not been granted with an express non-absorbability clause) and fixed collective increases established at company level after that date, with the exception of amounts related to the nature of the service (by way of example but not limited to: allowances and surcharges for overtime, night work, holiday work, or shift work).

Below are some of the additional new features in brief:

Supplementary Pension Scheme: probationary employees may also enroll in the Cometa Fund; for new members who join after February 5, 2021, and are under the age of 35, the company contribution from June 1, 2022, will be equal to 2.2% of the minimum contractual amount;

Flexible benefits: the contractual welfare system is confirmed, and its rules become structural: starting in June of each year, companies will activate welfare tools for the benefit of workers at a maximum cost of €200.00, to be used from June 1 to May 31 of the following year;

Agile Working: by the date of drafting of the National Collective Labor Agreement, the Parties, following the widespread use of agile working as a result of the measures to contain the Covid-19 pandemic, in confirming the principle of equal treatment of workers in agile mode compared to those who work on site, agree to entrust a Joint Commission with defining the regulatory framework, privacy protection, the right to training, the right to disconnect, and trade union rights;

Metasalute supplementary healthcare: healthcare coverage will be extended to retirees who have been enrolled in the Fund continuously for at least two years prior to retirement; due to the Covid-19 emergency, the Metasalute Fund provides for the possibility of one-off payments and allowances following hospitalizations/intensive care related to the pandemic flu syndrome.

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