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On Feb. 5, 2021, the draft agreement for the renewal of the National Collective Labor Agreement (CCNL) for metalworkers and plant installation was signed by Federmeccanica and Assistal with Fiom-CGIL, Fim-CISL and Uilm-UIL.
In fact, the previous collective bargaining agreement of Nov. 26, 2016, was found to have expired on Dec. 31, 2019, operating on an ultra-active basis from Jan. 1, 2020 until the date the agreement under discussion was signed.
The agreement, the assumption of which was approved on Feb. 6, 2021, takes effect from the date of stipulation and will expire on June 30, 2024.
The classification of personnel
The main change is the introduction of a new personnel classification system, which reforms and replaces the previous one introduced back in 1973.
This reform was necessary in order to adapt those professional figures, which have transformed and evolved over the years, to the rapid growth of digitization and innovation related to the so-called "Industry 4.0."
Effective as of June 1, 2021 the classification of personnel will be seen to be divided into 9 levels, which in turn are divided into 4 fields of role responsibility as follows:
- operational roles: livv. D1 and D2;
- technical and scientific roles: livv. C1, C2, C3;
- Specialist and management roles: livv. B1, B2 and B3;
- Change management and innovation roles: level A1.
Accordingly, by May 31, 2021, companies will be required to reclassify their workers, following the comparison table below:
|Current categories||New levels|
Category 1 workers in force as of May 31, 2021 will be reclassified into the D1 level as of June 1, 2021, resulting in the demise of this category.
The increase in the tabular minimums
Without prejudice to the adjustment of contractual minimums according to the dynamics and trends of the IPCA (Consumer Price Index) in June each year, additional salary increases on the minimum economic treatment (so-called TEM) are provided, also starting June 1, 2021 and for the following three years.
The increase in minimums will be paid in four tranches:
- June 2021: first 25 euros;
- June 2022: additional 25 euros;
- June 2023: another 27 euros;
- June 2024: last share of 35 euros.
These increases will therefore determine the minimums as shown in the table:
|DAL 1.6.2021||From 1.6.2022||From 1.6.2023||From 1.6.2024|
It is understood that the Contracting Parties, according to understandings, will meet in June of each year to define the share of minimum economic treatment resulting from the dynamics of the HICP "net of imported energies," and if the adjustment is greater than the above increases, the minimum wage rates will be adjusted to the resulting amount.
It turns out, however, that it is necessary to clarify that increases in the tabular minimums absorb individual increases recognized after January 1, 2017, unless they were granted with an express non-absorption clause, as well as collective fixed increases agreed upon in the company after the same date, with the exception of amounts related to the modalities of performance (e.g., overtime, night and holiday or shift allowances/increases).
Vocational apprenticeship and the percentualization regime
The percentualization regime prevails over the subgrading regime (applied previously).
The percentages provided will be 85 percent, 90 percent and 95 percent of the salary of the grade level, subject to the 3-period training period stipulated in the CCNL.
Supplementary pension plan
Effective June 1, 2022 for workers under the age of 35 who join ex novo to the COMETA fund, the employer contribution will be 2.2 percent of the contractual minimums.
The agreement establishes the extension of MetaSalute health care to retired workers, in a manner to be determined by the Fund's Board of Directors. The amount to be paid will be paid in full by the retiree.
The renewal agreement implements and strengthens the protection of women victims of gender-based violence: paid leave, which can be taken on an hourly or daily basis over 3 years, aimed at enabling them to follow a path of protection, increases from 3 to 6 months.
Contractual rights are also strengthened to facilitate agile work, flexible working hours, solidarity leave, training, and voluntary relocation.
Occupational health and safety
Significant role in health and safety is given to the National Commission, which is given far greater powers and scope to promote prevention and develop safety guidelines, with greater involvement of RSUs as well.
A timely analysis of near misses, near misses, occupational diseases and dangerous situations at the company level is also introduced, as well as the activation of training breaks (15-20 paid minutes) in agreement with RSUs.
It is stipulated that by the time the CCNL is drafted, a special commission will define the regulatory framework of the institute. While correct as a forecast, the same seems ineffective, given how the implementation of smart working policies (never as last year and this year has such an institute been able to express its potential) are more profitably implemented by individual business realities, as an intimate expression of the work organization.
No change is made to the value of contractual welfare available to workers, which remains, therefore, at €200.00 annually (it should be noted that, due to the principle of contractual ultractivity, this amount was also to be paid in the year 2020).
In addition to confirming every employee's subjective right to 24 hours of training in three years (already introduced in 2016), the framework remains essentially unchanged, me some mechanisms are introduced to encourage the use of the planned hours and the provision of training services, financed by a one-time company contribution of 1.5 euros per employee to be paid in July 2021.
The three-year 24 hours, totally borne by the company, can be used by drawing up company projects with the involvement of the RSU or by joining territorial or sectoral projects.
More specifically, the CCNL provides:
- The possibility of using the 24 training hours within 6 months after the end of the three-year term of the CCNL;
- workers affected by a continuous absence of 6 months or more or by maternity leave of 5 months is reserved the right to exercise the right to use the training hours from the date of their return to work;
- the right to training is also extended to fixed-term workers with contracts of not less than 9 months.
The size threshold for forming the training committee in companies also increases from 1,000 to 500 employees.
Lastly, it is necessary to specify how, on a transitional basis, workers who, in whole or in part, have not used the 24 hours of training pertaining to the three-year period 2017 - 2019, will be able to use them by December 31, 2021 (with forfeiture in case of non-use).
In the area of contract succession, the agreement provides for the so-called "social clause," namely:
- A reporting requirement, to be made 30 days prior to the date of termination by the outgoing company, in favor of the territorial Rsu and Oo.Ss. and to the successor company, containing the list of contract workers their working hours, their classification and duties;
- Within five days of receipt of the above notice, a joint examination will be exercisable upon request, which shall be deemed concluded within 15 days of the first meeting;
In this comparison, both the performance and/or activities of the outgoing company and the employment needs of the incoming one will be evaluated, with the incoming company being obliged, in the case of a contract change on equal terms, to hire the staff of the outgoing one.
In case of changes in the contract specifications that will be reflected in the contracted activity, the parties will take steps to harmonize the new requirements with the maintenance of employment levels.
With April 2021 paychecks, companies will give employees a special form that will allow non-member workers to accept, or reject, the union's request to pay a one-time contribution fee of €35.00, for the renewal.
The worker must return the form by May 15, 2021, and companies will make the withholding in June 2021.