Lift installers

Term of validity of the Collective Bargaining Agreement

Applicable from 1 August 2021 and will expire on 31 July 2024.

Scope in terms of staff and facilities

Scope in terms of facilities (Article 2)

Applicable to all Luxembourgish and foreign undertakings operating as installers of lifts, goods lifts, escalators and handling equipment working within the territory of the Grand Duchy of Luxembourg.

Scope in terms of staff (Article 2)

Applicable to all employees employed by said undertakings (Luxembourgish and foreign) unless otherwise stipulated in the Collective Bargaining Agreement.

The following are expressly excluded from the scope

• All apprentices with an apprenticeship contract subject to the specific provisions of the Labour Code relating to apprenticeship contracts,
• Trainees and students.

Remuneration (Article 9)

The pay period shall correspond to 1 calendar month. The statement for the previous month must be provided no later than the tenth day of the following month.

If the pay date falls on an official holiday, the statement shall be provided the day before. Advances may be paid.

The pay slip must show the employee’s rank and position, as well as the date for calculating length of service at that level.

Salary (Article 10 A)

• Assessment of the qualifications of employees shall be carried out by the Human Resources Department on the basis of the opinions of line managers.
• All employees shall be aware of the classification of the position they hold and may obtain any related information from their direct manager or from the Human Resources Department.
• Employees shall be promoted in rank only after having proved their ability in practice and in accordance with the needs of the undertaking. The employee shall retain the benefits of the rank assigned to them even if they are temporarily assigned to less skilled work.
• In the event that, as a result of exceptional circumstances of their own, an employee were to be assigned for a long period to a lower level position, their case would be examined with them and submitted to the staff delegation for information purposes.
• At the time of their recruitment or transfer to another department, employees who do not have experience in the area shall be assigned to a rank that is one lower than that for which they are headed and will remain in that rank for the entire duration of their traineeship and training, which should not normally exceed 1 year.
• Once in the new rank, the employee will move to the next level in their new rank once they have completed the expected duration for that level. (Article 10.5 of Additional Agreement II to the Collective Bargaining Agreement for lift installers concluded on 23 April 2018)

Young employees

The salary degression permitted for young workers under the age of 18 shall be applied to the various positions of the wage scale as follows:

• 15 to 17 years old: 75 % of the rank 1 minimum wage
• 17 to 18 years old: 80 % of the rank 1 minimum wage
• at 18 years old: young workers shall be paid at least at the statutory minimum wage for rank 1
• after a traineeship of 1 year and further training within the undertaking, young workers 19 years old and over shall be paid in line with their classification.

The seven ranks correspond to the following positions:

• 1 : unskilled worker
• 2 : assistant installer or trainee maintenance officer
• 3 : junior installer or maintenance officer in training, warehouse assistant
• 4 : installer or maintenance officer for simple installations, warehouse officer
• 5 : installer or maintenance officer for complex installations, warehouse officer
• 6 : installer or maintenance officer for all types of complex installations, warehouse officer
• 7 : installation or maintenance team leader

Administrative employees – monthly salary (Article 10 B)

The salary levels in the wage scale correspond to index rating 100 of the sliding wage scale index and shall be adapted to fluctuations in the index.

Increase of salary levels (Article 5 of Additional Agreement II to the Collective Bargaining Agreement for lift installers concluded on 23 April 2018):

From 1 August 2021, employees paid outside the wage scale (rank 4) or above the wage scale shall be entitled to a guaranteed salary increase of 2 % for each 5-year period of service to the undertaking, without indexation and without any adjustment of remuneration due to a change in position or rank.

Other elements of remuneration

Premium for special, arduous and unsanitary work (Article 10.9)

A bonus of EUR 0.124 (index 100) applied to the hourly wage rate shall be payable for work in unsanitary work areas for the duration of the service. It shall also be payable for work carried out in a location which makes the work arduous.

Unsanitary work areas and locations which make the work arduous shall be defined by management on a case-by-case basis.

Meal vouchers (Article 11)

18 restaurant vouchers per calendar month.

The nominal value of the meal voucher shall be:

• EUR 8.00 from the month following signing onwards (i.e. from August 2021 onwards)
• EUR 8.50 from 1 January 2024 onwards

The employee contribution shall be EUR 2.80.

End-of-year bonus (Article 21)

• Bonus of at least 5.00 % of the gross remuneration for the hours actually worked by the employee at the rate laid down in the salary scale according to their rank and length of service as of 31 December.
• It will be paid in cash and/or in the form of contributions to a supplementary pension scheme.
• The arrangements for the payment of this bonus will be negotiated between management and the staff delegation within each institution. These arrangements will be the subject of a written agreement between the parties and will be the same for all employees within an establishment.

In companies which have no staff delegation, the written agreement of all staff for one and/or the other option shall be required. In the absence of a written agreement from the delegation (or all staff), the bonus (5 %) shall be paid in cash.

For administrative employees: the abovementioned bonuses shall be replaced by a thirteenth month’s salary payment and/or a bonus-plan scheme, in proportion with their length of service within the undertaking in the year in question.

Working time

Working hours and overtime (Article 14)

The weekly working time shall comply with the provisions of the Labour Code:

• 40 hours per week
• 8 hours per day

However, employees may work for longer than the limits laid down in this Agreement if the needs of the undertaking so require and at the request of the employer, subject to the following conditions:

• The average weekly duration calculated over a maximum period of 6 months must not exceed 40 hours per week.
• The working day may not exceed 10 hours.
• If the hours are exceeded: 1 full day’s rest shall be provided by way of compensation when exceeding 8 hours per day.

Working hours lost as a result of accidents or force majeure may:

• Be recuperated within 2 months of the resumption of work.
• Working time recuperated in this way may not increase working time beyond 48 hours per week.

Right to Leave

• Annual Leave (Article 20.2 and 20.3 of Amendment II to the Collective Labor Agreement for Elevator Installers, signed on April 23, 2018):

  • 26 days for employees with no prior service length (standard annual leave).
  • 28 days for employees with at least 10 years of continuous service.
  • 27 days for employees with at least 15 years of continuous service.
  • 28 days for employees with at least 20 years of continuous service, with an increase to 29 days of leave.
  • 29 days for employees with at least 25 years of continuous service, which increases to 30 days of leave.

The employer is responsible for determining the dates for the additional holiday leave granted to employees with continuous service of 10, 15, 20, or 25 years.

First and Last Year of Employment during the first and last year of service, an employee is entitled to one-twelfth of their annual leave for each month of work. The leave is to be taken at once, unless work requirements or a valid request by the employee necessitate a different arrangement. In such cases, the leave schedule must be mutually agreed upon between the employee and employer, and in accordance with the procedure set by the employee delegation, if one exists.

Contract termination

Employment contracts shall be terminated either with notice or on serious grounds in accordance with the provisions of the Labour Code. (Articles 4 and 5).

An employee with a permanent employment contract who is dismissed by their employer with notice, without there having been dismissal on serious grounds and without the employee being entitled to an old-age or disability pension, shall be entitled to severance pay as laid down in the Labour Code.

The severance pay shall be calculated on the basis of the wages actually paid to the employee for the 12 months immediately preceding the month in which notice of termination was provided.

The wages used to calculate the severance pay shall include sick pay, as well as any ongoing bonuses and supplements and remuneration for overtime, excluding discretionary bonuses and any allowances for incidental expenses incurred. The employer shall be obliged to pay the severance pay when the employee actually finishes work. (Article 4.6 as amended by Additional Agreement II to the Collective Bargaining Agreement for lift installers concluded on 23 April 2018.)

Travel, food and accommodation

Travel allowance (Article 12)

Applicable to any employee working in installation, conversion and maintenance who does not have access to a company vehicle for travel between the undertaking’s offices and the work sites.

In the event that the place of work is located on the site itself

• if it is closer to the worker’s place of residence than the undertaking’s offices, the travel allowance shall apply to all journeys from the first work site to other sites.
• if it is farther from the employee’s place of residence than the undertaking’s offices, the travel allowance shall apply from the undertaking’s offices to that first work site and subsequently to other sites during the working day.

If an employee is required to pay for parking due to business needs, these costs shall be reimbursed by the undertaking on presentation of the payment receipt.

If, at the request of the employer, an employee travels and carries equipment or staff with their own private car from the offices to the work site, they shall be entitled to an allowance of EUR 0.30 per kilometre travelled.

Time spent on return travel outside the working hours of the undertaking or even of the department of the undertaking on behalf of and in the interests of the company shall be regarded as working time and must be paid or recuperated at no extra cost.

Accommodation for employees away from home for work reasons (Article 13 – Annex 2)

Supervisors may request that employees (Annex 2) take up accommodation in the vicinity of the work site in the cases listed in Article 13 of the Agreement.

• The company shall be responsible for organising accommodation with full board at its own expense.
• A fixed allowance amount of EUR 1.24 (index 100) per day shall be paid to the employees away from home.
• In the case of work-related travel abroad, a fixed amount will be reimbursed on the basis of the presentation of an invoice for restaurant expenses up to a maximum of EUR 10 for lunchtime and EUR 20 for the evening meal, provided that such costs are not covered by the undertaking.

For journeys by private car, provided that as many people as possible are grouped together in the same vehicle and with prior approval, mileage allowances shall be reimbursed calculated from the company’s offices.

Health, safety and hygiene

Safety requirements (Article 7)

In addition to the instructions given by their direct manager or the head of the health and safety department, employees shall be obliged, as regards safety, to comply scrupulously with the rules and procedures of the undertaking and of the client, in particular they must:

• Use all the personal protective equipment required when carrying out their work, as instructed; if such protective equipment is not available to them immediately, workers must request it before starting work;
• Wear a seat belt in lorries and vans in accordance with the rules of the Highway Code;
• Immediately inform the employer if their driving licence is revoked;
• Report any defects in mechanised tools, machinery, equipment or rolling stock to their superior or to the designated worker and inform the employer that they are no longer using the defective equipment, tools and machinery.
• Not use tools other than those provided by the employer.
• Ensure that the tools used have been checked annually and, otherwise, not use such tools.