Renewal Agreement for the National Collective Bargaining Agreement for the Metalworking Industry – Updates

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

The new contract takes effect on February 5, 2021, and remains in effect through June 30, 2024.

There are many changes, the most significant of which is the new classification system for employees, which, effective June 1, 2021, will be structured as follows:

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The general declarations are defined based on 9 levels across 4 fields

related to professional competence, as they pertain to the role actually performed by the employee within the company’s organizational structure.

It is specified that, for the purposes of classification into the legal categories of blue-collar and white-collar workers, the predominant nature of manual or operational activities in the performance of the role is taken into account, regardless of the employee’s pay grade.

Effective June 1, 2021, Level 1 will be eliminated.

Employees already on the payroll as of May 31, 2021, and classified at that level will be reclassified to the new D1 level effective as of that date. Employees already on the payroll as of May 31, 2021, who are affected by the aforementioned reclassification, will retain the length of service already accrued as of that date for all contractual purposes; furthermore, periods of service already completed in accordance with the provisions on professional mobility will be considered valid for the purposes of reclassification into the new professional levels.

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The scheduled increases absorb both individual raises granted after January 1, 2017 (provided they were not granted with an express clause stating they cannot be absorbed) and fixed collective increases established at the company level after that date, with the exception of amounts linked to the nature of the work (including, but not limited to: allowances and premium pay for overtime, night work, work on holidays, or shift work).

Here are some of the other new features at a glance:

Supplemental Pension Plan: Employees on probation may also enroll in the Cometa Fund; for new enrollees who joined after February 5, 2021, and are under 35 years of age, the employer’s contribution effective June 1, 2022, will be equal to 2.2% of the minimum contractual wages;

Flexible benefits: The contractual welfare system is confirmed, and its provisions become permanent: starting in June of each year, companies will make welfare benefits available to employees at a maximum cost of 200.00 euros, to be used from June 1 through May 31 of the following year;

Remote Work: By the date of drafting of the National Collective Bargaining Agreement, the Parties—in light of the widespread adoption of flexible work resulting from measures to contain the COVID-19 pandemic—agree, while reaffirming the principle of equal treatment for workers in flexible work arrangements compared to those working on-site, to entrust a Joint Commission with defining the regulatory framework, ensuring privacy protection, the right to training, the right to disconnect, and union rights;

Metasalute Supplemental Health Care: Health care coverage is extended to retirees who were continuously enrolled in the Fund for at least two years prior to retirement; in response to the COVID-19 emergency, the Metasalute Fund provides for the possibility of a one-time payment and benefits following hospitalizations or intensive care related to the pandemic influenza syndrome.

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