Common use of Lead Work Differential Clause in Contracts

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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt of the employee's notification to the Functional Unit Manager.

Lead Work Differential. Section 1. Lead work differential shall be defined as a differential for employees who have been formally normally assigned by their supervisor, supervisor in writing, "“lead work" ” duties over three (3) for two or more employees in their classification or salary range for and ten (10) consecutive calendar days or more or eighty (80) consecutive regular hours or morelonger provided the lead work duties are not included in the classification specification for the employee’s position. Lead work is where, where on a recurring daily basis, while performing essentially the same duties as the workers led, the employee has been directed by their supervisor to perform substantially all of the following functions: functions for their supervisor’s direct reports; to orient new employees, if appropriate; assign and reassign tasks to accomplish 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. All lead work assignments exceeding one (1) calendar work day This differential shall be in writing delivered not apply to the affected employee at the time the assignment is madeproject and program management duties. 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 (1-1/21 ½) for the time worked in an overtime or holiday work situation, or to effect a "“pyramiding" ” of work out of classification paymentpayments. 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 he/she is performing the duties that meet the criteria in Section 1 of a lead worker 1, but the duties have not been formally assigned in writing, the employee may notify the Functional Unit Manager 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 Agency Head Appointing Authority 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt of the employee's notification to the Functional Unit Manager.

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 morelonger. 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 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 The employee who believes that he/she is they are performing the duties that meet the criteria in Section 1 of a lead worker but as defined in section 1, may request a review of the duties have not been formally assigned as follows: a. The employee shall notify their supervisor and appropriate Personnel Officer, in writing for a review. b. The supervisor, on behalf of the Agency, will respond to the employee 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt the date of notification. c. If it is the employeeAgency's notification determination that the lead work duties were assigned, the leadwork differential will be effective the date the employee notified the supervisor. d. If the Agency determines that the duties are not leadworker or wishes to remove the Functional Unit Managerduties, the employee will be notified as noted in "b" of this article.

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 two (32) 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt of the employee's notification to the Functional Unit Manager.

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 two (32) 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 they are 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt of the employee's notification to the Functional Unit Manager.

Lead Work Differential. Section 1. Lead work differential shall be defined as a differential for employees who have been formally assigned assigned, by their supervisor, supervisor in writing, "lead work" duties over three four (34) or more employees in their classification or salary range for ten five (105) consecutive calendar days or more or eighty (80) consecutive regular hours or morelonger. 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 of 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 payments. However, lead work out differential shall be included in calculation of classification paymentthe 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 he/she is performing the duties that meet the criteria in Section 1 of this Article of a lead worker worker, but the duties have not been formally assigned in writing, the employee may notify the Functional Unit Manager Employer in writing. The Agency Employer will review the duties within fifteen (15) calendar days of the notification. If the Agency Employer 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 Employer 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt of the employee's notification to the Functional Unit Manager.

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 morelonger. 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 The employee who believes that he/she is they are performing the duties that meet the criteria in Section 1 of a lead worker but as defined in sections 1, may request a review of the duties have not been formally assigned as follows: a. The employee shall notify their supervisor and appropriate Personnel Officer, in writing for a review. b. The supervisor, on behalf of the Agency, will respond to the employee 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt the date of notification. c. If it is the employeeAgency's notification determination that the lead work duties were assigned, the leadwork differential will be effective the date the employee notified the supervisor. d. If the Agency determines that the duties are not leadworker or wishes to remove the Functional Unit Managerduties, the employee will be notified as noted in "B" of this article.

Lead Work Differential. Section 1. Lead work differential shall be defined as a differential for employees who have been formally normally assigned by their supervisor, supervisor in writing, "“lead work" ” duties over three (3) for two or more employees in their classification or salary range for and ten (10) consecutive calendar days or more or eighty (80) consecutive regular hours or morelonger provided the lead work duties are not included in the classification specification for the employee‟s position. Lead work is where, where on a recurring daily basis, while performing essentially the same duties as the workers led, the employee has been directed by their supervisor to perform substantially all of the following functions: functions for their supervisor‟s direct reports; to orient new employees, if appropriate; assign and reassign tasks to accomplish 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' workers‟ performance to the supervisor. All lead work assignments exceeding one (1) calendar work day This differential shall be in writing delivered not apply to the affected employee at the time the assignment is madeproject and program management duties. 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 (1-1/21 ½) for the time worked in an overtime or holiday work situation, or to effect a "“pyramiding" ” of work out of classification paymentpayments. 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 he/she is performing the duties that meet the criteria in Section 1 of a lead worker 1, but the duties have not been formally assigned in writing, the employee may notify the Functional Unit Manager 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 Agency Head Appointing Authority 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt of the employee's notification to the Functional Unit Manager.

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 morelonger. 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 The employee who believes that he/she is they are performing the duties that meet the criteria in Section 1 of a lead worker but as defined in section 1, may request a review of the duties have not been formally assigned as follows: a. The employee shall notify their supervisor and appropriate Personnel Officer, in writing for a review. b. The supervisor, on behalf of the Agency, will respond to the employee 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, the Agency shall notify the employee in writing within fifteen (15) calendar days from receipt the date of notification. c. If it is the employeeAgency's notification determination that the lead work duties were assigned, the leadwork differential will be effective the date the employee notified the supervisor. d. If the Agency determines that the duties are not leadworker or wishes to remove the Functional Unit Managerduties, the employee will be notified as noted in "b" of this article.