The new collective agreement

 

On 7 February 2022, a new National Collective Bargaining Agreement for the Metallurgy sector was signed by the social partners at national level; this new CC will apply from 1 January 2024.

Its aim is to simplify and modernise the current collective agreement system:

  • Simplify, because today there are:
    • 76 Territorial Collective Agreements for non-managerial staff (including Mayenne, Sarthe, Ille et Vilaine, Cotes d’Armor and Rhône)
    • 1 National Agreement for engineers and managers
    • 1 National Agreement for Steelworkers

 

  • Modernise, because the current branch agreements are based on very old texts (signed in the 1970s) which have not been revised since, even though the industry has undergone major changes: emergence of new technologies, new relationship with work, changes in job qualification levels, etc.

 

The introduction of this new text will bring its share of changes:

  • The creation of a single, objective classification for all jobs in the industry,
  • The introduction of a specific social protection scheme extended to non-managers, which includes obligations on employers to provide cover for major risks, such as death, incapacity and invalidity,
  • Simplification, security and compliance of all provisions relating to working time and work organisation: new minimum framework for dressing/undressing time, on-call time, stand-in shifts, etc., and addition of new flexibilities.
  • Modernisation of texts relating to health at work, working conditions and QWL: formalisation of a health and safety policy, social dialogue conducted by the CSE or its health and safety committee, creation of a general certificate of professional competence (CCPM) in safety, etc.
  • Simplification and modernisation of provisions relating to individual employment relations: new definition of seniority, overhaul and modernisation of additional leave, new notice periods, etc.
  • Simplification and modernisation of pay arrangements: introduction of a hierarchical minimum wage scale, adjustment of the calculation of the seniority bonus, additional pay for night work and public holidays, .etc.
  • A reaffirmation of the role of social dialogue in the company: career paths for incumbents, ways and means of social dialogue, harmonisation and securing of the distribution of staff in electoral colleges, etc.

In short, a major project on which Groupe AIM’s HR teams are working.

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