Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may occur at the business level, but they must at least match the provisions of the sector agreements.

Regular Leave

• 20 statutory leave days in the 5-day system (24 leave days in the 6-day system)
• 1 sectoral leave day for clerks who have worked for 12 months of effective or equivalent service as a clerk or worker during the holiday service year (previous year).
• July 11th: 1 day off in Flanders (September 27th in Wallonia)
• 4 half-days off on the second New Year's Day, Good Friday, All Souls' Day, and the second Christmas Day. These can also be added to regular leave if agreed upon in your company.

 

Seniority Leave

• 1 day off for clerks with 5 to 10 years of seniority
• 2 days off for clerks with 10 to less than 15 years of seniority
• 3 days off for 15 to less than 20 years of seniority
• 4 days off for 20 to less than 25 years of seniority
• 5 days off for 25 to less than 30 years of seniority
• 6 days off for 30 to less than 35 years of seniority
• 7 days off for 35 to less than 40 years of seniority
• 8 days off for at least 40 years of seniority For specific application, you can contact your ACV Puls representative or an ACV Puls office.

 

Which Seniority Counts Exactly?

• In companies that were under JC 213 before 1998 or only started employing clerks thereafter, the number of years of seniority is determined based on the years reached by clerks on December 31st of the holiday service year.
• For clerks hired after December 31, 1999, seniority reached on December 31st of the holiday service year is taken into account, as well as all seniority accumulated in a company under JC 226 (or previously under JC 213).
• In companies that only started employing clerks since January 1, 1998, the number of years of seniority is determined based on the years reached by clerks on December 31st of the holiday service year, and seniority accumulated in a company under JC 226 (or previously under JC 213) also counts.
• In companies now under JC 226, previously under JC 218: Seniority reached on December 31st of the holiday service year is considered. Seniority accumulation starts from January 1, 1998.

 

Transition Leave

• To facilitate the transition to retirement, clerks whose employment contracts were terminated with a view to entering SWT (early retirement) or statutory retirement are entitled to 2 half days of paid absence from work per week during the last six months of the notice period, possibly combined into 1 full day per week.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must be at least equivalent to the provisions of the sector agreements.

Types and Conditions of Early Retirement (SWT)

• In JC 226, there are still possibilities to retire earlier than the standard retirement age (62 years).
• From July 1, 2023, to June 30, 2025, you can still enjoy SWT from the age of 60, provided you meet certain conditions. The sector also provides the possibility of granting an exemption from the obligation of adapted availability.
  • SWT Night Work: with 33 years of professional experience and 20 years of night work, or 5 years in a heavy occupation in the last 10 years, or 7 years in a heavy occupation in the last 15 years.
  • SWT Heavy Occupations: with 35 years of professional experience.
  • SWT Long Careers: with 40 years of professional experience.

 

Amount of SWT

• The employer pays (at least) half of the difference between your last net salary and your unemployment benefit. For more information, contact your local ACV Puls office.

 

Transition Leave

• If you're an employee in JC 226 and your employment contract is terminated in view of SWT or statutory retirement, you're entitled to two half days of paid absence from work per week during the last six months of the notice period - possibly combined into one full day per week.

 

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, which were concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must be at least equivalent to the provisions of the sector agreements.

Individual Training

• If you work full-time in a company with a minimum of 10 employees and less than 20 employees, expressed in full-time equivalents, you have an individual training right of 1 training day per calendar year. However, you must be employed for a full year.
• If you work full-time in a company with 20 or more employees, the individual training right is set at 2 days per calendar year, unless a higher number of training days has already been provided at the business level. Your employer is also required to draw up a training plan annually by March 31st. A growth path is also established:
  • 2 days for a full-time employee starting from 2023;
  • 3 days for a full-time employee starting from 2025;
  • 4 days for a full-time employee starting from 2027;
  • 5 days for a full-time employee starting from 2029.
• If you work in a company with fewer than 20 employees that is part of a technical business unit of 20 employees or more, it also falls under the obligations of the individual training right.

 

Collective Training

• In 2023-2024, as a full-time employee, employed on January 1, 2023, you will receive an average of 6 days for participating in training initiatives or "training on the job". The calculation is done at the level of the technical business unit. For companies with 20 or more employees, the following growth path applies:
  • Period 2025-2026: an average of 4 days of training per employee over two years;
  • Period 2027-2028: an average of 2 days of training per employee over two years.

 

Compensation for Training Days

• Training can be undertaken within or outside normal working hours.
• Training hours are paid at the holiday rate, even for training outside normal hours. There is no overtime payment.

 

Training Fund JC 226

• LOGOS is the training fund of the joint committee for employees in international trade, transport, and logistics (JC 226). The fund is active in the areas of training and employment, aiming for sustainable employment of (future) workers by promoting and financing both sector-specific and company-specific training initiatives.
• LOGOS provides support to employees and employers through:
  • Organizing free training for employees in the sector.
  • Subsidizing training organized by the company itself for its employees.
  • Financing other training initiatives for disadvantaged groups and future workers in the sector.
  • You can find more information at www.logosinform.be (only Dutch and French).

Below you'll find the sector agreements for JC 226, the joint committee of international trade, transport, and logistics, which have been established through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must at least match the provisions of the sector agreements.

Payment Time

• At the end of the year, varying by each company.

 

Amount of Year-End Bonus

• If you have a fixed salary, the annual bonus equals the salary of the month in which the payment occurs.
• If your salary consists of both a fixed and a variable part, the bonus equals the fixed part of the month of payment, plus the monthly average of the variable portions of the twelve months preceding the bonus payment.
• If during the reference year you switch from full-time to part-time work or vice versa, or switch from part-time work to another part-time work schedule, your bonus is calculated as follows: the sum of each month's salary during the reference year (excluding the yearly bonus, double holiday pay, and other variable salary elements not regularly and continuously granted), divided by twelve.
• Note: You can convert half of your year-end bonus into a benefit related to well-being (vacation) and/or green mobility, limited to half of the non-variable part. The conversion must be provided for in a company collective agreement concluded after January 1, 2024.

 

Conditions for Granting

• To receive a full year-end bonus, you must be both employed on the bonus payment date and have been effectively employed in the company throughout the reference year.
• If you are employed on the payment date but only started during the reference year, you receive 1/12 of the bonus for each month worked in the company during the reference year.
• If your employment contract ends before the payment date, you're entitled to 1/12 of the bonus for each month worked in the company during the reference year, as long as you meet one of the following conditions:
  • Termination of the employment contract by the employer, except for urgent reasons or within the first 6 months of the contract.
  • Termination of the employment contract by the employee, except within the first 6 months of the contract.
  • Termination due to medical force majeure. As of January 1, 2024, this also applies when the employment contract is terminated by mutual agreement, due to force majeure, or with exemption from duties.
• These absence periods are counted as worked days for calculations:
  • Annual vacation
  • Legal holidays
  • Short absence
  • Educational leave
  • Occupational diseases
  • Work accidents
  • Accidents on the way to and from work
  • Union leave
  • Paternity and adoption leave limited to 3 days
  • Temporary unemployment
  • Palliative leave under the form of thematic leave
  • Prophylactic leave
  • Maternity leave
  • The first 30 days due to sickness or accident

 

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, which have been concluded through a collective labor agreement (CLA). Additional agreements can be made at the business level, but they must at least match the provisions of the sector agreements.

Indexation

• In JC 226, your salary is indexed every year on January 1st; this ensures your salary keeps pace with the rise in prices. So, always make sure to check your January payslip.
• On January 1st, 2024, the index in the sector was 1.13%, calculated based on the evolution of the health index figure over the year 2023.
• Looking for the latest salary scales? Check out the JC 226 salary scales.

Below are the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, which have been established through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must at least match the provisions of the sector agreements.

The Importance of Sectoral Job Classification

• Your job, along with your seniority and wage indexation, determines your sectoral wage in JC 226.
• In our sample job book, you'll find a complete description of the roles in JC 226 (only available in Dutch).

 

How do you know if you're classified in the right job?

• Jobs in the sector are divided into eight classes. This ensures the highest possible objectivity in evaluating the roles. Job evaluation relates to what needs to be done in the role to perform it normally; each role comprises a set of tasks performed by one person.
• For the sector, 140 sample jobs were outlined, included in the book, based on a job classification system. These examples can be decisive but also indicative. Your job content may deviate from the sample jobs or may be a combination of different roles.
• Your employer is responsible for placing you in the correct job class, based on your actual job content in the company.
• You can appeal if you believe your employer has classified your job incorrectly.
  To address issues, a grievance procedure is provided in 3 phases: phases 1 and 2 involve internal investigation and consultation, while phase 3 is an external independent appeals committee that will make a decision based on research and evidence. Contact us if you have any questions about this.

 

The Eight Job Classes

The sample jobs are categorized by class and alphabetically arranged. This classification into classes only applies to roles that correspond in content to the collectively agreed job description.

Class 1

• Clerical worker performing executive tasks; Messenger; Executive chauffeur; Gate clerk; Housekeeper; Sorting machine encoder; Departure encoder; Sorter; Terminal assistant for passengers.

Class 2

• Administrative clerk; Accounting clerk; Aviation passenger service clerk; Building maintenance clerk; Inventory clerk; Container counter clerk; Container damage estimator; Invoicer; Line clerk for container handling; Warehouse clerk; Passenger reservation clerk for ferry ships; Container rail clerk; Technical administrative clerk; Ship repairer; Telephone receptionist; Salesperson for duty-free goods; Ferry ship freight clerk; Ferry ship freight reservation clerk.

Class 3

• Communications systems clerk; Expedition clerk; Customer service clerk; Ferry ship cargo and plaza planning clerk; Marketing and sales clerk for ferry ship freight; Container park maintenance clerk; Training clerk; Ship supply clerk; Ticketing clerk; Telesales clerk; Customs service coordinator; Customs counter clerk; Assistant accountant; Purchasing clerk; Cashier; Clerk for passenger services; Courier clerk; Courier clerk with additional support tasks; Ferry ship cargo master; Manifest clerk; Lock agent-dispatcher for towing services.

Class 4

• Sampler clerk; Container logistics agency clerk; Accounts payable clerk; Accounts receivable clerk; International trade clerk; After-sales service clerk; Order management clerk; Inland shipping charterer; Computer operator; Head of passenger reservations; Head of passenger terminal; Airport dispatcher; Head storekeeper; Internal water clerk; Wharf forwarder; Laboratory technician; Ship information operator; Airport cargo master; Ship adjuster; Secretary; Ship planner for container ships; Customs declarant; Tracing clerk.

Class 5

• All-round airport clerk; Clerk for administration of dangerous goods; Clerk for fleet management administration; Clerk for managing maritime personnel; Clerk for management information; Shipping line logistics clerk; Dispatcher and groupage clerk; Fiscal administration clerk; Internal quality assurance clerk; Marketing clerk; IT end-user support clerk; Publicity clerk; Safety service clerk; Inland shipping broker; Accountant; Commercial line clerk; Customs inspection clerk; Diamond appraiser; Goods inspection file manager; Sworn weigher and measurer; Inspector; Load planner; Maintenance technician; Shift supervisor; Runner; Claims handler; Statistical clerk; Ship accounts verifier; Independent goods inspection file manager; Independent customs declarant.

Class 6

• Analytical accountant; Calibration clerk; Payroll and social laws clerk; Operational customer service clerk; Cargo handling clerk; Freight reservation clerk for shipping services; Insurance policy administrator; Head of rolling stock; Sales activities coordinator; Executive secretary; Dispatcher; Shipper; Gas expert; Reporting head; Head invoicer; Load controller; Operational line clerk; Ship agency; Programmer; Transport coordinator; Salesperson; Field salesperson; Freight quoter; Water clerk.

Class 7

• Plaza planning clerk; Ferry terminal maintenance chief; Wharf coordinator; Head water clerk; Training manager for inspectors; Safety officer; Ferry services claims handler; System administrator; Dangerous goods safety advisor.

Class 8

• Analyst-programmer; Chartering clerk; Human resources clerk; International commodities trader; Junior environmental consultant; Versatile shipper; Transport manager.

 

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, which have been concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must at least be equivalent to the provisions of the sector agreements.

Meal vouchers

• As of January 1, 2016, meal vouchers with an employer contribution of 1€ and an employee contribution of 1.09€ were introduced in the sector.
• Companies that already provided meal vouchers had to increase the employer's contribution by 1€.
• The introduction or increase of meal vouchers by 1€ could be supplemented by converting eco-vouchers.
• Do you have any questions about this? Contact us.

 

Eco-vouchers

• Since the sector agreement of 2009-2010, certain employees in JC 226 have been entitled to an annual amount of eco-vouchers.
• However, companies can agree with employee representatives to allocate this purchasing power increase in a different way, for example, by increasing the value of meal vouchers.
  • The conversion of eco-vouchers can only be done through the conclusion of a company agreement. This agreement must then be registered with the chairperson of the joint committee.
• If your eco-vouchers were not converted into another benefit, the following rules apply:
  • The eco-vouchers are paid in the month of December.
  • The relevant calendar year serves as the reference period.
  • The value of 1 voucher is a maximum of 10€.
  • Each employee is entitled to a total value of 250€, regardless of the employment regime.
  • Do you have any questions about this? Contact us.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must be at least equivalent to the provisions of the sector agreements.

Sectoral Redundancy Support

• If you're an employee in JC 226 and you're dismissed by your employer, you're entitled to redundancy support provided by the Social Fund of JC 226 (only Dutch and French). In practice, this redundancy support is outsourced to Right Management by the Social Fund.
• However, a different arrangement applies to employees with a severance pay of at least 30 weeks. If you're such an employee, since January 1, 2016, you're entitled to customized outplacement. The sectoral offering is no longer applicable to you.
• There are three exceptions to these mentioned arrangements:
  1. Dismissal during the first 6 months of employment;
  2. Dismissal for urgent reasons;
  3. Or in view of statutory retirement.

 

Outplacement Offer

• Your employer is obligated to offer you outplacement (see above for exceptions) and must provide you with an information document upon termination of your employment.
• Your age doesn't matter: an offer must be made even if you're under 45 years old.
• Read the full program.

 

Free Training Offer

• If you're enrolled in the sectoral support program, you can participate in the free training offered by LOGOS. Training helps you find a new job faster. Registration is done through the outplacement office.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may occur at the business level, but they must at least match the provisions of the sector agreements.

You have the right to be absent from work and retain your salary for certain events. JC 226 has some better provisions than the legal minimum. Specifically, these events include:

• Marriage of the employee: 3 days to be chosen freely by the employee.
• Death of the spouse or legally or factually cohabiting partner, of a child of the employee or their spouse, or of a foster child of the employee in the context of long-term foster care at the time of death or in the past: In deviation from the general rule, 5 days can be chosen freely in case of the death of the spouse or child of the employee.
• Death of the employee's father or mother: 5 days to be chosen freely by the employee.
• Death of a brother, sister, brother-in-law, sister-in-law, grandparent, grandchild, great-grandparent, great-grandchild, son-in-law, or daughter-in-law of the employee or their spouse, living with the employee: 3 days to be chosen by the employee during the period from the day of death until the day of the funeral.
• Death of a family member living with the employee not mentioned in the above: 2 working days.
• Death of a brother, sister, brother-in-law, sister-in-law, grandparent, grandchild, great-grandparent, great-grandchild, son-in-law, daughter-in-law of the employee or their spouse, who does not live with the employee: 2 days, including the day of the funeral and 1 day within the month following the death.
• Miscarriage of the employee's spouse: 2 working days.

Here are the sector agreements for JC 226, the joint committee of international trade, transport, and logistics, which have been established through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must at least match the provisions of the sector agreements.

Youth Holidays

• If you're under 25, and just starting out in the workforce, chances are you won't have the maximum number of paid vacation days in the year following your employment commencement. However, as a white-collar worker in JC 226, you can supplement your vacation days with youth holidays. Even if you started working during the year (after your studies), you may still be eligible for youth holidays the following year.
• Additional Premium for Youth Holidays
  • When you take youth holidays, you'll receive, in addition to an RVA (National Employment Office) allowance, a supplementary premium from the employer of €33.7 for a full day and €16.85 for a half day. This ensures you don't suffer any income loss while taking (youth) vacation.
  • The compensation you receive for youth vacation days is 65% of the average daily wage you would earn on your first taken youth holiday. This daily amount applies to all subsequent youth vacation days you take. The amount considered for calculating the youth holiday allowance is capped, meaning it doesn't include wages above a set threshold.

 

Senior Holidays

• If you're over 50, returning to work as a white-collar worker in a JC 226 company, and haven't accrued a full holiday entitlement due to a period of full unemployment or disability (after a year of illness) in the holiday service year, you can exercise the right to senior leave after exhausting regular paid vacation days.
• Additional Premium for Senior Leave
  • In addition to an RVA allowance, the employer grants a premium of €33.7 for a full day and €16.85 for a half day.

 

Adjustment Leave

• As a white-collar worker in JC 226, if your employment contract is terminated for early retirement (SWT) or statutory pension purposes, during the last six months of the notice period, you're entitled to two half days of paid absence from work per week - possibly combined into one full day per week.

Here are the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, which have been concluded through a collective labor agreement (CLA). Supplementary agreements may be made at the business level, but they must at least be equivalent to the provisions of the sector agreements.

Supplementary Pension

• Since January 1, 2007, employees in JC 226 have been entitled to a supplementary pension plan (known as the second pillar). This scheme applies to:
  • All clerical workers under joint committee 226;
  • Regardless of age, seniority, and position (including executives);
  • Both fixed-term and indefinite contracts (not temporary).
  • Clerical workers cannot opt out of this system.
• The aim is to provide a supplementary pension from the age of 65 and ensure death coverage (= sum of accumulated reserves).
• Note: for companies with their own supplementary pension plan or group insurance, there is always the option to opt out, whereby the percentage is converted into an equivalent arrangement or benefit at the business level.
• Want to learn more? Visit www.infopensioenpc226.be (only in Dutch and French).

 

History

• During the wage negotiations in 2005, it was agreed to establish a sectoral supplementary pension scheme by January 1, 2007, funded with an employer contribution of 0.50% of the NSSO wages (after NSSO contributions, taxes, and costs, this is 0.43%).
• In the subsequent biannual negotiations, this percentage was raised, and since 2011, the contribution has been 1%.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must be at least equivalent to the provisions of the sector agreements.

Framework for Telework in JC 226

• Employers and unions (the social partners) agree that telework offers opportunities to both the employer and the employee. This was defined in Article 2 of collective labor agreement No. 85 of the National Labor Council. They believe that a collective framework can contribute to legal certainty for both parties.

 

The social partners make the following recommendations:

• Both in companies where telework already exists and in companies where it does not yet exist, it is recommended to conclude a framework agreement on:
  • the frequency of telework;
  • the days and hours during which telework is performed;
  • the times when the employee must be reachable and how;
  • technical support for teleworkers;
  • the costs of telework the conditions and rules for exiting telework;
  • the location of telework.
• Agreements are also necessary for occasional telework regarding:
  • the functions and/or activities within the company that are compatible with occasional telework;
  • the procedure for requesting and permitting occasional telework;
  • the possible provision by the employer of the equipment and technical support necessary for occasional telework;
  • the possible availability of the employee during occasional telework;
  • the possible reimbursement by the employer of the costs associated with occasional telework.
• Read more about this in the recommendation of the social partners (only Dutch and French).
• Need more information? Contact your union representative or contact us.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must be at least equivalent to the provisions of the sector agreements.

Amount of the Union Premium

• The premium in this sector is 145€ in 2024. So, your membership only costs you a few euros per month!

 

Conditions for Granting

• You are affiliated with ACV Puls between January 1, 2024, and June 30, 2024, you pay a full-time contribution, and you are up to date with payments at the time of disbursement.
• During this period, you are also employed for at least 1 day in a company falling under JC 226 (international trade, transport, and logistics).

 

Application for the Union Premium

• Applying for the premium is simple:
  1. In February, we'll send you an email or letter to apply for your premium.
  2. Make sure to have it handy when you navigate to the online form.
  3. Follow the instructions there to claim your union premium.
• If you recently changed jobs or moved and may miss receiving your certificate, log in to 'My ACV' and correct your details there.
• If you have any questions about the union premium within JC 226, email us at pc.226@acv-csc.be.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may be made at the business level, but they must be at least equivalent to the provisions of the sector agreements.

Public Transport

• Since January 1, 2024, your employer reimburses 100% of the costs for public transportation (NMBS/MIVB/De Lijn/TEC and Waterbus).
• Please note: if the company has entered into a third-party payer agreement 80/20, this deviates from the standard. In that case, the employer's contribution remains at 80%, but the remaining 20% is reimbursed by the government.

 

Bicycle

• Since October 1, 2023, the bicycle allowance is 0.27€ per kilometer (round trip).
• The allowance cannot be cumulated for the same distance with reimbursement for other modes of transportation.
• To be eligible for the bicycle allowance, you must provide a sworn statement to your employer confirming that you regularly use the bicycle for travel between your usual residence and your workplace, over a distance of at least one kilometer.
• Your employer may verify this. Practical conditions to prevent abuse are determined at the company level.

 

Car or Other Means of Transportation

• The employer's contribution is calculated based on a list of fixed contributions.
• To be eligible for the employer's contribution, you must provide a sworn statement to your employer confirming that you regularly use a private means of transportation for travel between your usual residence and your workplace, over a distance of at least 1 kilometer.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may occur at the business level, but they must at least match the provisions of the sector agreements.

Transition to Retirement Schemes

• Regarding transition to retirement, you can reduce your working hours to 4/5 and half-time from the age of 55, provided you meet the criteria of 35 years of career, a demanding occupation, or 20 years of night work. For career breaks, you'll receive RVA benefits and an additional sector premium.
• In JC 226, you can still opt for a 4/5 transition to retirement from the age of 50 if you have a professional history of 28 years. However, you won't receive RVA benefits for this. There's also no provision for pension rights equivalence in this system.

Bonuses

• In addition to the interruption benefits paid by the RVA, our sector provides supplementary bonuses for those aged 55 and above.
  • For a 1/5 reduction in working hours, your employer will pay a bonus of €101.09 per month.
  • For a half-time reduction, your employer will pay a bonus of €123.55 per month.

Below you'll find the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, concluded through a collective labor agreement (CLA). Additional agreements may occur at the business level, but they must at least match the provisions of the sector agreements.

Salary Scales

• Sector salaries in JC 226 are based on wage scales (salary scales or minimum wage scales).
  You can find in the most recent overview of the salary scales how much your minimum wage is.
• To understand these salary scales well, you need to know your position and your length of service. Additionally, salaries are regularly indexed.

 

Length of Service

Your minimum wage is based on your length of service in the company.

• From the first day of the month of employment until the 9th month, the length of service is considered as 0 years.
• From the 10th month, half of the acquired length of service is taken into account, provided you are employed as a clerk in the sector. The length of service is calculated in full months - per company involved and then totaled - then divided by 12 and rounded down to the lower number of years. From the 10th month, a fictitious salary scale seniority is determined in this way, set at 9 months plus half of the acquired seniority.
• If you were employed in one or more companies in the sector, 50% of the seniority is taken into account from the 10th month.
• If you get a permanent contract after a period as a temporary worker with the same employer, the periods of temporary employment must be taken into account. The accumulated seniority, up to a maximum of 24 months, is taken into account for the determination of the salary scale seniority.
• During the hiring process, you must inform the employer about the possible takeover of salary scale seniority.
• When performing multiple functions, you must receive the salary of the highest function performed.

Example Calculation for Determining Salary Scale Seniority:

• Employment with previous sector employers:
  • Company A: 1/1/2010 to 30/11/2012 = 35 full months
  • Company B: 13/2/2020 to 3/8/2022 = 29 full months = to be taken over: ½ x 64/12 = 2.66 rounded down = 2 years
• Recruitment in class 4 per 1/1/2023
  • First 9 months Fictitious salary scale seniority = 0 years = 2915.40€ (scale January 2023)
  • From the 10th month Fictitious salary scale seniority = 2 years and 9 months = 2959.59€ (scale January 2023)
  • From the 13th month Fictitious salary scale seniority = 3 years = 3012.86€ (scale January 2023)

 

What is Sector Seniority?

It is quite possible that you have been working in a company that was previously part of another joint committee but was later classified under JC 226, such as JC 213 and JC 218.

• Before 1998: seniority in companies falling under JC 213 (joint committee for import, export, transit, foreign trade, and for maritime and expedition offices), which now belong to JC 226.
• From January 1, 1999: seniority in companies whose clerks until December 31, 1997 fell under JC 218 and from January 1, 1998, under JC 226.
• Seniority in companies falling under JC 226 and which employ one or more clerks for the first time only after December 31, 1997.

 

Job Classification

• In addition to your length of service, your minimum wage is based on the job class in the company. In JC 226, there are 8 job classes. More about this subject.

 

Salary Index

• The salary scales are increased after each indexation (and updated on our site). More about this subject.

 

Here are the sector agreements for JC 226, the joint committee for international trade, transport, and logistics, which have been concluded through a collective labor agreement (CLA). Supplementary agreements may be made at the business level, but they must at least be equivalent to the provisions of the sector agreements.

37-Hour Workweek

• Since January 1, 2000, a 37-hour workweek has been in effect in the sector.
• In practice, you either work 37 hours per week effectively, or it may have been agreed upon via a company collective bargaining agreement (CBA) that an average of 37 hours per week is worked through compensatory reduction in working hours (ADV days):
  • Either 38 hours effectively with 6 ADV days;
  • Or 39 hours effectively with 12 ADV days;
  • Or 40 hours effectively with 18 or 19 ADV days.
• It's not possible for a company (without minor flexibility, major flexibility, new work arrangements) to, for example, still work 38 or 39 hours effectively per week without the allocation of ADV days. Please contact us if this is the case.

 

Overtime

• Overtime starts from the 38th hour or the higher weekly limit in a schedule with ADV days. Your supplement is only paid from the 39th hour onwards with compensation or a 50% supplement.

 

How is this calculated?

• If there's some form of timekeeping (e.g., time clock) in your company, you'll receive overtime pay for the exact time you work overtime. That means in minutes.
• If there's no timekeeping in the company, it's rounded up to the nearest half-hour.
• Overtime on Sundays entitles you to a 100% supplement in addition to your regular salary.

 

Different Work Schedules

• In principle, as a white-collar worker in JC 226, you only work during the day, from Monday to Friday. Any deviation from this must be discussed at the company level and incorporated into a company collective bargaining agreement (CBA).
• This means that special supplements must be provided for Saturday work, Sunday work, night work, shift work, "early" shifts, "late" shifts, etc., which must be negotiated at the company level.
• If this isn't implemented in your company, don't hesitate to contact us.