On 5 February 2021 was renewed the CCNL for the engineering industry, and with it the agreements on the welfare CCNL metalworking industry. This renewal is valid from 2021, and will be until 2024.
In this article we see the innovations that have been introduced, the deadlines, the procedures, the rights and duties of the parties involved.
Welfare CCNL metalworking industry: what is it
This is an agreement signed by the social partners which provides for employers who apply this type of contract to pay an annual amount in flexible benefits to their employees.
To simplify, employers applying the CCNL for the engineering industry must, by 1 June of each year, make these welfare tools available to their employees from 2021 to 2024.
Employees can use it by May 31 of the following year.
Welfare Metalmeccanica 2021-2024: the news
Since 2021, the CCNL Metalmeccanica has been planning several innovations.
In the first place we find the salary increase of the contractual minimums. This means an increase starting from 100€ for the third level, up to 120€ for the fifth level. For all levels, the contractual minima will be adjusted to the Harmonised Consumer Price Index for European Countries (HICP).
In addition to the increase in wages, there are other new elements; the CCNL in force since 2021 seeks to focus more on digital literacy and employee training.
In addition, the current CCNL provides for a new system of classification of workers, based on different criteria of professionalism. The classification is divided into 9 levels of classification, included in four areas of role responsibility.
Now let’s see who has the right to welfare metalworkers.
Who is entitled to the 2023 metal welfare?
Since the renewal of 2021, the metalworking welfare concerns only workers organized in the Collective Agreement Metalworking Industry sector with the following contracts:
- Permanent contract: that is, all those who have an active contract on 1 June 2023 or who will be hired by 31 December, provided they have passed the probationary period and are not on paid or indemnified leave.
- Fixed-term contract: those who have completed at least 3 months, even non-consecutive, of service (1 January-31 December).
- Contract in administration: in this case, the company that provides the welfare will not be able to allocate it directly to the worker but will have to communicate to the Agency for Labor which welfare has chosen and the month in which it will pay.
Even with the contract of administration, the worker must meet the above requirements (fixed-term relationship with at least 3 months of seniority, not on unpaid leave and having passed the probationary period).
- Contract of apprenticeship.
Excluded from the welfare are those who are not employees, such as employees with VAT, trainees, etc.
The value of 200 euro must also be recognised for the same amount for part-time and temporary workers.
Finally, it must be paid only once a year in case of multiple employment relationships of the employee in the same company.
Welfare metalworkers: deadlines and procedures for companies
The disbursement procedures should be agreed with the company’s trade union representatives and with the unitary representatives. This way you can identify the benefits that best meet the needs of employees.
As mentioned in the introduction, the CCNL metalworking industry provides for the obligation on the part of employers to provide from 1 June. the welfare tools.
In the following paragraphs we see the amount established and the modalities of disbursement.
What is the amount and how is the welfare metalworkers
The 2021-2024 renewal of the Contract of the Metalworking Industry sector confirmed what was foreseen in the CCNL of 26 November 2016.
The value of the welfare goods and services that companies must make available to employees, by 1 June each year, is € 200 per year.
As for the choice of goods and services offered to be provided, usually we point to fringe benefits in the strict sense: vouchers, shopping vouchers, food vouchers, etc.
Among other categories there are:
- assistance to family members;
- subscriptions to the media;
- educational opportunities for children;
- subsidised loans, etc.
We talked in detail about the services and goods that can be included in welfare in the article dedicated to the differences between fringe benefits and corporate welfare.
These benefits are in addition to supplementary insurance, supplementary health care and paid parental leave (3 days per year for sick children aged 3 years or less).
This is not a monetary bonus paid in payroll: welfare is not paid in cash and therefore is not counted in the paycheck, but is considered as a package of additional goods and services.
It is defined as a Flexible Benefit with an amount of 200 euros per year. This value cannot be converted into money and is intended to be used for the purchase of goods and services aimed at improving the personal and family life of employees. Emphasis is placed on services for educational, educational, leisure, social, health or religious purposes.
To find out more about the provision of the welfare CCNL metalmeccanica industry or to get a first free consultation on the welfare plans for your company, contact us without obligation!