Renewal Agreement for the National Collective Bargaining Agreement for the Metalworking Industry – Updates
- May 19, 2021
- Reading time: 6 min
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 contract.
The new contract takes effect on February 5, 2021, and remains in force until 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:
<Scarica la Circolare per vedere la tabella>
The general classifications are defined based on 9 levels across 4 fields
professional competence, as it relates to the role actually performed by the employee within the company.
It is specified that, for the purposes of classification into the legal categories of blue-collar and white-collar workers, the primary focus is on whether the role involves predominantly manual or operational tasks, regardless of the employee’s job level.
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 staff as of May 31, 2021, affected by the aforementioned reclassification, retain their seniority 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.
<Scarica la Circolare per vedere le tabelle>
The scheduled increases absorb both individual raises granted after January 1, 2017 (provided they were not granted with an express non-absorbability clause) 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 premiums for overtime, night work, holiday work, or shift work).
Here is a brief overview of some of the other new features:
Supplementary Pension Plan: Employees on probation may also enroll in the Cometa Fund; for new members 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 wage;
Flexible benefits: The contractual welfare system is confirmed, and its provisions become permanent: starting in June of each year, companies will provide welfare benefits to employees up to a maximum cost of €200.00, 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 use of agile work resulting from measures to contain the COVID-19 pandemic, while confirming the principle of equal treatment for workers in agile work arrangements compared to those working 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 Supplemental Health Care: Healthcare coverage is extended to retirees who have been 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 indemnity following hospitalizations or intensive care related to the pandemic influenza syndrome.
Want to learn more?
Sign up at studiopiceci.it to continue reading these exclusive posts.