Before getting started
This help page shows you how to edit the Lucca Absences settings to comply with the new collective bargaining agreement for metallurgy. This help page describes the impacts of the new collective bargaining agreement on leave management rules. We will therefore not cover the new features related to salary grids, seniority bonuses, etc.
The impacts of the new collective bargaining agreement on seniority leave and family-related leave
Additional paid leave for seniority, known as Seniority leave
- For all employees with 2 years of seniority,
- If the employee is under 45 years of age, then they get one additional working day of paid leave;
- If the employee is over 45 years of age then the duration of the additional paid leave rises to 2 working days;
- For all employees with at least 20 years of seniority, and aged over 55, the duration of the additional paid leave rises to 3 working days.
1 day of additional leave is awarded to managing executives and to employees on package agreements for the year.
The additional leave days have the effect of reducing the number of working hours or days agreed in the package agreement for the year.
For employees with a contract at the time the new national collective bargaining agreement comes into force (on January 1st, 2024)
- If, when the new provisions come into force, an employee have been given more additional paid leave days (under the National Agreement of February 23, 1982, the regional collective bargaining agreements, or the national collective bargaining agreement for engineers and executives in metallurgy of March 13, 1972) than stipulated in Articles 89.1 and 89.2, they will keep this number of accrued days;
- If, when the new provisions come into force, an employee has benefited from the same number or less additional paid leave days than those stipulated in articles 89.1 and 89.2, they will get the new entitlements cited in these articles.
After 5 years, the situation of the employees concerned is reassessed. If the number of additional paid leave days is still higher than the figure cited in articles 89.1 and 89.2, the employee keeps this number of accrued days at the end of this period. Source: Article 89.4.2.
This retention of entitlements ceases when the employee benefits from an equal or higher number of additional leave days in articles 89.1 and 89.2 than in their former entitlements.
The retention of entitlements also ceases when an employment contract is terminated.
These provisions do not apply to new employment contracts concluded after the new provisions came into force.
In summary, the employees conserve their additional paid leave days accrued before the new provisions came into force if this number of days is higher than in the new entitlements. This is reassessed after 5 years. The retention of entitlements ceases if the employee attains a number of paid leave days that is equivalent to the new entitlements, or in cases of contract termination. The new provisions do not apply to contracts concluded after they enter into force.
Exceptional family-related leave
The collective bargaining agreement for metallurgy attributes exceptional leave days for family-related events.
- Marriage or civil partnership of an employee: 7 calendar days.
- Death of a spouse, civil partner or de facto spouse where there are dependent children: 5 calendar days.
- Death of a grandparent: 1 calendar day.
- Death of a grandchild: 1 calendar day.
A full salary is paid during this type of leave. Additionally, these periods are considered as actual working time when determining the annual paid leave.
For other reasons (marriage of offspring for example) the labor code applies.
Creating and editing seniority rules
Below, we describe the steps to take to update seniority rules and assign your employees to the old or new rule depending on their situation. I.e. depending on whether the new rule is more or less favorable for them.
- Identify for each category of employees (depending on their occupation category, age and seniority) the number of days accrued under the seniority rule versus under the new rule. Then determine which category of employees stay on the old rules and which category is transferred to the new rules.
In the example below, we have divided the occupation categories in two:
- Managing executive or employee on a package
- All the other employees: Executive but not on a package, worker, apprentice, etc.
since the same rules apply for them.
We have separated these employees according to their seniority and age. This exercise should be done based on the rules applied up to this point in the company.
Then, for each group, we noted how many days they accrued under the seniority rule and how many they would accrue under the new rule.
For example, employees in the Package executive or employee group, who have at least 2 years of seniority and who are over 35 years of age, accrue 3 leave days under the seniority rule. Under the new rule, these employees would only accrue 3 days (2 days + 1 executive package day) if they have at least 2 years of seniority and are aged over 45 years at the time of the seniority leave accrual. If they have at least 2 years of seniority but are aged under 45 years, they would accrue only 2 days. Depending on their age, the new rule is thus either less favorable or equivalent.
The new rule should thus be applied to employees over 45 years (and with at least 2 years of seniority), whereas the old rule should be maintained for employees under 45 years (and with at least 2 years of seniority).
- In Lucca Absences, create new accrual profiles and edit the names of existing accrual profiles.
For example, the accrual profile that has already been set up [25 CP] becomes [25CP-AncCC] or [25CP-OldCC] and the profile [25CP-NouvCC], or [25CP-NewCC] is created in addition. help page for creating accrual profiles.
We will transfer the employees who should be subject to the new rule to the profile [25CP-NouvCC]. We will leave the others on the current accrual profile which will simply be renamed.
- Creating the new seniority rule and collective bargaining agreement, and attach the accrual profiles with the tag [NewCC] or [NouvCC]. help page to create seniority leave accrual rules
- Go to Core HR, extract the employees subject to the collective bargaining agreement for metallurgy - click “import format” to format the export. Extract the following data. help page to create a report.
Last name
First name
Accrual profile
Occupation category
Date of birth
Date of seniority
- For each employee in the file that you have just exported, filter the category applying to them, then mass edit the accrual profile name. In our example, [25CP-NewCC] for the employees being transferred to the new rule. and [25CP-OldCC] for those remaining on the existing rule.
NB. Employees with a seniority date after 01/01/2024 should be assigned to the New profile. - Import your file to Core HR. Associated help page.
- Check that the employees who have changed accrual profiles [NewCC] are correctly attached to all of their accrual rules, or on the accrual profiles if your are on the old accrual module.
- As a finishing touch, go to Actions to be taken and in the first block Employee profiles to be completed, check that there are no employees without an accrual profile.
Editing the Limit on leave rules for family-related events
To edit the Limit on leave rules, please follow the procedure given in this help page.