New amendments to the SYNTEC agreement were extended at the beginning of May, and must therefore be applied in all companies applying this agreement.
These amendments implement a modernized version of this agreement at national level.
It is worth analyzing the main changes brought about by the implementation of these texts.
– An updated collective agreement
The text of the collective bargaining agreement has been revised in its entirety by the social partners, with the aim of simplifying it and making it easier to read.
The new collective agreement now comprises 69 articles divided into thirteen chapters.
The text has been reorganized to make it easier to understand.
The text has also been reworded to clarify its interpretation.
A glossary has been included to make it easier to understand the structure of the text.
– New notice periods for termination of the trial period at the employer’s initiative
New provisions coming into force in this new version of the SYNTEC agreement provide for new notice periods in the event of termination of the trial period by the employer, capped at 6 weeks when the employee has between 6 and 8 months’ seniority.
– Recalculation of retirement indemnities
The calculation of severance pay on retirement has been harmonized with that of severance pay.
From now on, the remuneration elements to be taken into account will be the same for calculating these two allowances.
– Changes to fixed-price agreements
The new version of the Agreement broadens the scope for using fixed-price agreements.
As a result, it is now permitted under the collective bargaining agreement to enter into lump-sum agreements with position 2.3 managers.
Previously, only position 3 managers could enter into this type of agreement.
Please note: employees on a fixed day rate must be paid 100% extra for days worked on Sundays and public holidays.
– Implementation of a telecommuting agreement
The social partners of the Syntec agreement have also adopted an amendment concerning telecommuting, which has been growing steadily in recent years.
The new agreement sets two objectives for employees who work in this way:
– Establish a framework for the latter and for companies that implement hybrid work ;
– To ensure the protection of these employees and the continuity of the company’s activity.
For example, this agreement provides for the fixing of teleworking locations, the need for volunteers to set up teleworking…
Important: employees working from home must also have a break of at least 45 minutes, including the statutory 20-minute break once the working time has reached 6 hours.
Part of this agreement is also devoted to the right to disconnect for all employees covered by the SYNTEC agreement.
– Adopting leave for spontaneous termination of pregnancy
Any employee affected by a spontaneous interruption of pregnancy will benefit from an exceptional two-day leave of absence. This absence will not be deducted from the employee’s vacation entitlement, and there will be no reduction in salary.
This leave applies equally to the employee experiencing the interruption and to his or her spouse, provided that these employees are covered by the Syntec agreement.
– Annual negotiation of minimum wage levels for supervisors, engineers and managers
Minimum wages will be reviewed annually, no later than June 30 of each year.
