In a sector where safety, compliance with industrial standards, and technical expertise are essential, collective bargaining agreement No. 3309 relating to sanitation and industrial maintenance plays a key role. In 2025, establishing a precise salary scale will become a major challenge for employers, employees, and human resources. Kevin Grillot, a recognized specialist, helped structure this scale, facilitating resource management and compensation transparency for several professions related to this field of activity. Understanding the elements of this scale, including the valuation of points, additional bonuses, and professional classifications, is essential to ensure fair compensation that is consistent with industry developments. With a significant update in 2025, this scale also reflects recognition of the commitment of professionals in a constantly changing sector, particularly in the face of challenges related to digitalization, industrial ecology, and workplace safety. This will promote peaceful social dialogue and make jobs in sanitation and industrial maintenance more attractive, while respecting the broad outlines of a precise and dynamic regulatory framework.
A precise understanding of Convention 3309: keys to optimizing job management in sanitation and industrial maintenance
Collective bargaining agreement No. 3309, often referred to as the “Industrial Maintenance Agreement,” covers a wide range of occupations related to sanitation, collection, and industrial cleaning. To advance in this sector, particularly in terms of human resources, it is essential to have a clear understanding of the salary scales in effect in 2025. Transparency in compensation allows employers to set fair levels while motivating employees to acquire new skills, particularly through professional training. A precise understanding of these scales also enhances your arguments during negotiations with employee representatives or unions, such as the one with which Kevin Grillot regularly collaborates. The salary scale, which is based in particular on the value of the point, is also a strategic tool for structuring a career development policy. In this sector, where jobs are rapidly evolving due to technological innovations, mastering these tools allows for proactive management, balancing compensation, classifications, and responsibilities.
How the salary scale is constructed under Agreement 3309: point values and professional classifications
The basis of the 2025 salary scale is based primarily on two elements: the point value and the job classification. The point value, which indicates the monetary value of one salary point, allows for precise calculation of the minimum salary based on the position held. In 2025, this value is set at €4.575, a significant increase that reflects the sector’s adaptation to economic and social challenges. Added to this value is the fixed portion, which varies depending on the employee’s classification. The scale distinguishes several categories, whether for workers, employees, technicians, or managers, with significant differences. The distribution by coefficients, for example, from 170 to 1470 for managers, allows for a clear hierarchy. Concrete examples illustrate this differentiation, such as the minimum salary for an operator at coefficient 170 or an expert technician at coefficient 280. Understanding this scale is essential for employers, HR managers, and employees wishing to negotiate their compensation or advance their careers. Category
| Coefficient | Minimum Monthly Wage in € (2025) | Operators (Level I, Step 1) |
|---|---|---|
| 170 | 1840 | Technical Assistants (Level II, Step 2) |
| 200 | 1954.46 | Technicians (Level III, Step 2) |
| 280 | 2320.44 | Managers (Level IX, Step 3) |
| 1470 | 93,173.96 Annual | Bonuses and Allowances in 2025: A Driver of Motivation and Recognition in the Sanitation Sector |
In addition to basic pay, Agreement 3309 provides for a range of bonuses and allowances designed to recognize certain aspects of work within companies. In 2025, these bonuses will take on greater importance in wage policy, particularly to address specific requirements such as night work, on-call duty, or mobilization during public holidays. The on-call bonus during weekly rest, for example, amounts to €85.19, while the bonus for hours outside of work stoppages, particularly outside of working hours, can reach €155. The recognition of night work is also reinforced with a 15% increase as standard, which can rise to 50% in the case of exceptional work. The night meal allowance, set at €7.40, and the meal allowance, at €10.30, complete this range of additional compensation essential for maintaining employee motivation, whether they are technicians or manual workers. Bonus Type
Amount in 2025
| Description | On-call (weekly rest) | €85.19 |
|---|---|---|
| Pay for on-call duty during Saturday and Sunday | On-call (non-working hours) | €155 |
| For hours outside normal working hours | Night work (increase) | 15% to 50% |
| Increase for hours between 9 p.m. and 6 a.m. depending on the exceptional nature | Night meal allowance | €7.40 |
| For continuous work of at least 3 hours between 9 p.m. and 5 a.m. | Meal allowance | €10.30 |
| Compensation for employees working remotely | Discover our detailed salary scale that helps you understand compensation by position, sector, and experience. Learn about market trends to better negotiate your salary! | Provisions relating to paid leave and family events in 2025 for industrial maintenance employees |
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Length of Leave (Days)
Special Conditions
| Employee Marriage | 4 | Possibility of reducing to 1 day for certain sectors |
|---|---|---|
| Birth or Adoption | 3 | Days can be taken all at once or in installments |
| Death of a Loved One | up to 12 | For the death of a child, up to 12 days are possible |
| Child Disability | 5 | Specific Leave Extended if Needed |
| Discover our salary scale, an essential tool for understanding compensation by position and sector. Learn about salary trends and optimize your compensation strategy. | Professional Classifications and Compensation Levels: Optimizing Human Resources in 2025 | To address industry developments, Agreement 3309 also updates its classification grids for 2025. Each profession is divided into specific levels and grades, with clear descriptions. Operators, for example, are classified at Level I, Grade 1, with a coefficient of 170. Technicians, who play a central role in maintenance, can reach a coefficient of 280 based on their classification. Managers, meanwhile, benefit from a classification up to Level IX, with annual compensation that can exceed €93,000. Effective management of these classifications allows human resources to quickly identify profiles, establish consistent career progression grids, and align compensation with experience and responsibilities. Mastering these classifications is also an asset in ensuring a fair and motivating employment policy for all stakeholders involved. https://www.youtube.com/watch?v=EkHCs3PF_iM |
Regulation of sick leave, work accidents, and pension benefits in Convention 3309 in 2025
Coverage in the event of sick leave or workplace accidents is a key focus for the industrial maintenance sector in 2025. The agreement provides for salary maintenance for up to 90 days, at a rate of 90% of gross salary, under certain conditions. The waiting period, set at three days, does not apply to occupational illnesses or workplace accidents, thus allowing for better coverage. Job security is also strengthened, with job preservation for employees with between 2 and 10 years of seniority. The agreement also provides for a pension plan, with contributions shared between the employer and the employee. This plan guarantees supplementary income in the event of incapacity for work or disability, with specific benefits depending on the level of disability. Managing this social protection is an essential component in attracting and retaining skilled workers in the sector. Compensation
Salary Continuation Compensation
90% of gross salary
| For 90 days of sick leave or accident | Daily Compensation (accident/work) | According to the agreement |
|---|---|---|
| Increase in the event of an accident during work | Disability Pension | 45% to 75% of usual salary |
| Depending on the disability category | Surviving Spouse Pension | 60% of retirement points |
| In the event of the death of the managerial employee | Vocational training and support for the industrial maintenance sector in 2025 | Continuing education and training will remain a priority in 2025 to maintain the sector’s competitiveness. The collective bargaining agreement provides for systematic support for employees through tutors or apprenticeship masters, particularly within the framework of apprenticeship or professionalization contracts. These actions aim to impart know-how related to compliance with industrial standards, technological innovations, and safety. The implementation of a biannual professional review also provides an opportunity to take stock of development prospects, both in terms of skills and responsibilities. Furthermore, companies must finance training with specific contributions to the OPCA (French collective bargaining fund). In 2025, the share devoted to training must not only cover the development of technical skills, but also promote adaptation to environmental requirements and new regulations, such as those related to sustainable development. Training contribution: between 0.20% and 1% depending on the company’s size |
| Effective management of CPF and CIF (French Social Security Fund) | Organization of regular professional interviews | Development of skills in industrial waste management |
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FAQ: Frequently asked questions about the salary scale and the 3309 agreement in 2025
- What is the value of a point for the 2025 salary scale?
- The value of a point for the 3309 agreement in 2025 is set at €4.575, allowing for precise calculation of minimum compensation based on the coefficient and classification.
- How is the 13th month calculated under this agreement?
- The 13th month is based on the gross monthly salary, with specific allowance for periods of absence or illness, and is generally paid at the end of the year or based on seniority. What are the main professions covered by agreement 3309?
How does the collective agreement govern human resources management?
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It provides for a clear classification by levels and grades, with salary scales adjusted in 2025, along with provisions for training, safety, and employee recognition, which facilitates strategic human resources management.
Where can I consult the updated version of the collective agreement?
- The official, updated version is available via the Legifrance website or as a PDF. It is important to verify that the latter accurately reflects the agreements in effect in 2025.
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