The National Collective Labor Agreement (CCNL) for the logistics, freight transport, and shipping sector has undergone some significant changes, which impact both traveling and non-traveling personnel. These changes concern fundamental aspects such as working hours, the rights and duties of workers, disciplinary measures, and travel allowances. In this article, we will examine the main changes introduced, aiming to provide a useful guide to understand the novelties and how they might influence daily work in the sector.
The main changes to the CCNL
Art. 6: Classification of non-traveling personnel
One of the most relevant changes concerns the classification of non-traveling personnel, with the introduction of new professional figures and the revision of existing ones. Furthermore, the elimination of now-obsolete profiles has been planned. An interesting novelty is that the suppressed profiles will remain active until the exhaustion of the already framed personnel. However, the Level VI junior will be definitively abolished by December 31, 2025.
Art. 9: Working hours for non-traveling personnel
L’articolo 9 ha introdotto modifiche importanti riguardo l’orario di lavoro per il personale non viaggiante. In particolare, per lavoratori come magazzinieri e addetti allo stoccaggio, è stata introdotta una maggiore flexibility in working hours. The schedule must be defined at the beginning of each year, with the possibility of changes through agreements with the trade union representatives. Furthermore, workers who operate on 8-hour shifts will be entitled to a paid break of 30 minutes during the shift.
Art. 11 bis: Working hours and methods for traveling personnel
The changes introduced by article 11 bis concern the working hours of traveling personnel employed in discontinuous tasks. With the introduction of new methods for assessing discontinuity, companies have the option to apply a derogatory regime that allows exceeding the limit of 39 hours per week, bringing it to 47 hours for workers employed in discontinuous tasks.
Art. 32: Rights and duties – Disciplinary measures
Another fundamental aspect concerns disciplinary measures. To now withhold damages from the worker, it is necessary to communicate to the competent trade union organizations the details of the insurance policies stipulated by the employer.
A disciplinary sanction has also been introduced, which is the suspension from service and pay from 1 to 10 days, for behaviors such as unjustified absences, faking illness, or failure to comply with safety regulations.
Disciplinary dismissal and changes to notice period
The disciplinary dismissal for unjustified absences has been modified. The company can now terminate the contract if unjustified absences exceed five consecutive days. Furthermore, the notice of dismissal and resignations have been modified for certain categories of workers, with a notice period that varies from 15 to 20 days, depending on the qualification.
Article 62: Expense reimbursement – Travel allowance
The most recent changes to Article 62 establish new measures for the travel allowance, which will take effect from January 1, 2025. Allowances for services in the national and foreign territory have increased, with a distinction between travel time and hours worked.
Conclusions
The changes to the National Collective Labor Agreement for logistics, freight transport, and shipping introduce several significant changes that affect working methods, responsibilities, and workers' rights. Companies in the sector must take note of these changes and adapt to the new provisions to ensure proper personnel management and comply with regulations.