Lead Work Differential. Except as provided in paragraph (F) of this Section, lead work differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “lead work” duties over two (2) or more bargaining unit employees in an equivalent or lower salary range for ten (10) consecutive work days or longer. Lead work is where, on a recurring daily basis, the employee has been directed to perform substantially all of the following functions: orient new employees, if appropriate; assign and reassign tasks to accomplish prescribed work efficiently; give direction to workers concerning work procedures; transmit established standards of performance to workers; review work of employees for conformance of standards; and provide informal assessment of workers’ performance to the supervisor.
Lead Work Differential. Section 1. Lead work differential shall be defined as a differential for employees who have been formally assigned by their supervisor, in writing, "lead work" duties over three (3) or more employees in their classification or salary range for ten (10) consecutive calendar days or more or eighty (80) consecutive regular hours or more. Lead work is where, on a recurring daily basis, while performing essentially the same duties as the workers led, the employee has been directed to perform substantially all of the following functions: to orient new employees, if appropriate; assign and reassign tasks to accomplish prescribed work efficiently; give direction to workers concerning work procedures; transmit established standards of performance to workers; review work of employees for conformance to standards; and provide informal assessment of workers' performance to the supervisor. All lead work assignments exceeding one (1) calendar work day shall be in writing delivered to the affected employee at the time the assignment is made.
Lead Work Differential. If an employee is assigned lead worker duties, the employee shall receive a five percent (5%) differential for all hours worked. Employees whose classification specification includes lead worker duties shall not be eligible for the lead work differential.
Lead Work Differential. Section 1. Lead work differential shall be defined as a differential for employees who have been normally assigned by their supervisor in writing, “lead work” duties for two or more employees and ten (10) consecutive calendar days or longer provided the lead work duties are not included in the classification specification for the employee’s position. Lead work is where on a recurring daily basis, the employee has been directed by their supervisor to perform substantially all of the following functions for their supervisor’s direct reports; to orient new employees, if appropriate; assign and reassign tasks to accomplished prescribed work efficiently; give direction to workers concerning work procedures; transmit established procedures; transmit established standards of performance to workers; review work of employees for conformance to standards; and provide informal assessment of workers’ performance to the supervisor. This differential shall not apply to project and program management duties.
Lead Work Differential. Section 1. Lead work differential shall be defined as a differential for employees who have been normally assigned by their supervisor in writing, “lead work” duties for one (1) or more employees and ten (10) consecutive calendar days or longer provided the lead work duties are not included in the classification specification for the employee’s position. XXX represented classifications excluded from receiving leadwork differential are: • Right-of-Way Agency 2 (Class Number 0762) • Traffic Systems Technician 3 (Class Number 4311) Lead work is where on a recurring daily basis, the employee has been directed by their supervisor to perform substantially all of the following functions for their supervisor’s direct reports; to orient new employees, if appropriate; assign and reassign tasks to accomplished prescribed work efficiently; give direction to workers concerning work procedures; transmit established procedures; transmit established standards of performance to workers; review work of employees for conformance to standards; and provide informal assessment of workers’ performance to the supervisor. This differential is relative to interactions with other employees and shall not apply to project and program management duties.
