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.
Section 2. The differential shall be five percent (5%) beginning from the first day the duties were formally assigned in writing for the full period of the assignment.
Section 3. Lead work differential shall not be computed at the rate of time and one-half (1-1/2) for the time worked in an overtime or holiday work situation, or to effect a "pyramiding" of work out of classification payment.
Section 4. Lead work differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee.
Section 5. If an employee believes that he/she is performing the duties that meet the criteria in Section 1 of a lead worker but the duties have not been formally assigned in writing, the employee may notify the Functional Unit Manager in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that lead work duties were in fact assigned and are appropriate, the lead work differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the lead work duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) calendar day review period with no penalty, except for payment of lead work differential for the time actually worked. If the Agency concludes that the duties are not lead work, ...
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. 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. 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
Lead Work Differential. (A) 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.
(B) The differential shall be five percent (5%) beginning from the first day the duties were formally assigned in writing for the full period of the assignment.
(C) Lead work differential shall not be computed at the rate of time and one-half (1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “pyramiding” of work out-of- classification payments. However, lead work differential shall be included in calculation of the overtime rate of pay.
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:
Section 2. The differential shall be five percent (5%) beginning from the first day the duties were formally assigned in writing for the full period of the assignment.
Section 3. Lead work differential shall not be computed at the rate of time and one-half (1 ½) for the time worked in an overtime or holiday work situation, or to effect a “pyramiding” of work out of classification payments. However, lead work differential shall be included in calculation of the overtime rate of pay.
Section 4. Lead work differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee.
Section 5. If an employee believes that they are performing the duties that meet the criteria in Section 1, but the duties have not been formally assigned in writing, the employee may notify the Appointing Authority in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that lead work duties were in fact assigned and are appropriate, the lead work differential will be effective beginning with the day the employee notified the Appointing Authority of the issue.
