Lead Workers. Lead workers who oversee day-to-day work activities are “supervisors” for the purposes of establishing reasonable suspicion and directing employees to be tested on that basis. This provision applies to lead workers who supervise or act as lead workers as part of their job description.

Lead Workers. A. Lead Worker Qualifications. Candidates for Lead Worker must meet the following criteria: a. Must be a full time What-Comm employee b. Minimum of two years working at What-Comm as a Dispatcher II. c. No disciplinary action or sustained complaints on their record for the two years prior to the shift. d. Last two annual evaluations may not contain a "needs improvement" rating in any category. B. Lead Worker Selection. Lead Workers will be assigned by the Deputy Director utilizing a list of qualified personnel. The list will be in order of seniority with the most senior qualified employee on the top of the list. Beginning at the top of the list, the Deputy Director will assign a Lead Worker for each shift (day shift, swing shift, and night shift). Once assigned, the employee's name will be moved to the bottom of the list. If a Lead Worker is unable or incapable of performing the Lead Worker duties, they will be replaced with the next qualified dispatcher on the list. If there is not an employee on shift who meets the Lead Worker qualifications, the Deputy Director will assign a Lead Worker at his/her discretion. If neither the Supervisor nor Lead Worker are on duty, the most senior employee on shift will act as Lead Worker. If the most senior employee on shift is disqualified from consideration for Lead Worker due to sustained disciplinary action within the past two years, the next most senior employee on shift will act as Lead Worker.

Lead Workers. The designation of Lead Workers shall be at the sole discretion of the Employer, and Lead Workers may perform any of the duties of Technicians. If the Employer assigns an Employee the majority of the functions of directing, assigning, monitoring, reporting on, evaluating the work of and/or training/orientation of technicians covered by this agreement for more than five consecutive work days, that employee shall receive an additional minimum salary adjustment of 4% as a Lead Worker differential for all subsequent continuous hours assigned the above defined Lead Worker responsibilities.

Lead Workers. 19 When no supervisor is immediately present, lead workers who oversee 20 day-to-day work activities are “supervisors” for the purposes of establishing reasonable 21 suspicion and directing employees to be tested on that basis. This provision applies to lead 22 workers who supervise or act as lead workers as part of their job description.

Lead Workers. As recognized by the parties, in order to conduct the work of the Housing Authority and to coordinate the performance of work, from time-to-time, it may be necessary to establish Lead duties. This letter of understanding describes the joint Agreement between OPEIU, Local 8 and Pierce County Housing Authority with regard to the appropriate utilization of Leads and assignment of Lead functions. Leads are assigned by management and are able to explain or perform all duties and responsibilities of the employees they lead. ❖ Lead is not a position or job classification, it is the temporary assignment of additional administrative duties to an employee. ❖ Leads should be selected on the basis of their ability to perform the lead tasks assigned and not on the basis of seniority. Experience with Pierce County Housing Authority regulations, communication skills, technical expertise and work history should be considered in making a lead assignment. ❖ Lead assignment should be based on business need and should not be viewed as a reward for performance. ❖ As a response to business need, the Lead position is a temporary assignment and should not be viewed as a permanent position. ❖ The decision to initiate or terminate a lead assignment should be discussed privately with the affected employee prior to a public announcement. An employee may decline to accept the Lead position. In addition to performing all the duties required by the job description appropriate to the job description, leads are routinely required to: ❖ Serve as a resource person or problem solver for other employees performing similar functions within the department. ❖ Leads should be working leads. Leads should continue to perform the work of their job classification in the department and should be able to assist their co-workers in times of increased workload or temporarily reduced staffing. ❖ Leads should monitor the workflow, prioritize and direct activities of other employees within the department, assisting with scheduling work and task assignment. The lead worker does not have full formal supervisory authority for staff assigned to projects, however, in order to complete project / assignments must be able to schedule and control the daily working arrangements for a specified group of employees. ❖ Keeps management appraised of overall project performance (i.e. staffing or resource needs, completion dates, change / delays in scheduling etc.) • Distributes and reviews work performed on a daily basis ❖...

Lead Workers. When no manager is immediately present, lead workers who oversee day-to-day work activities are “managers” for the purposes of establishing reasonable suspicion and directing employees to be tested on that basis. This provision applies to lead workers who supervise or act as lead workers as part of their job description, as well as to those who receive premium pay under Addendum B, Lead Worker Assignment and Pay. Lead Workers who have not received the County’s drug and alcohol training for supervisors and managers will not have the authority to direct employees to be tested on the basis of reasonable suspicion of being under the influence.

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Shift Workers All shift workers (i.e. workers whose shift commences at or after the end of the ordinary day work hours) presenting for work when the temperature is at or over 35°C will remain on site in air conditioned amenities for a minimum two hours, holding themselves available to commence work should the temperature fall below 35°C.
Weekend Worker A weekend schedule may be developed in order to meet the Home’s need for weekend staff, and individual employees’ preference for a weekend work schedule. A weekend schedule is defined as a schedule in which a full-time weekend worker works a weekly average of thirty (30) hours and is paid for 37.5 hours at their regular straight time hourly rate. The schedule must include two 11.25-hour tours, which fall within a weekend period as determined by the Home and the Union. An employee working a weekend schedule will work every weekend except as provided for in the provisions below. The Employer and the Union may agree to implement weekend worker position(s) if sixty-six and two thirds’ percent (66⅔%) of the full-time and part-time employees who work in the facility/unit are in agreement. The introduction of that schedule and the manner in which the position(s) are filled, shall be determined by the local parties. This schedule may be discontinued by either party with notice as determined by the local parties. The opportunity for an individual employee to discontinue this schedule shall be resolved by the local parties. Notwithstanding the voting mechanism above, a three (3) month trial period (or longer period, where agreed by the Home and the Union) for a weekend worker arrangement may be implemented without a vote in circumstances where the following additional conditions apply: ▪ An RN (or RNs) volunteers or applies for a weekend worker position and the Home and the Union agrees to accept the request. ▪ The work schedule will be modified to accommodate such a request provided there is no reduction in the regularly scheduled hours of the other RNs in the bargaining unit. ▪ Prior to the conclusion of the trial period, representatives of the Home and of the Union will evaluate and discuss the outcomes. Each Home must have the majority agreement of the full-time and part-time employees who vote on the issue to agree on a trial period of up to six months. Once the trial period is complete, each Home must have a minimum of 66⅔% agreement of the full-time and part-time employees who vote on the issue to continue with the new schedule on a permanent basis. (a) Weekend and shift premiums shall not be paid.
Investigatory Leave The Appointing Authority/designee may place an employee who is the subject of a disciplinary investigation on an investigatory leave with pay provided a reasonable basis exists to warrant such leave.
Shiftworkers 37.1 Shiftworker for the purposes of this clause is defined as an Employee who performs Shiftwork and who starts or finishes a shift outside of the ordinary hours set out at clause 36.2 above. 37.2 A Shiftworker shall be paid at the rate of double time for all hours worked. 37.3 An Employee who has to work Shiftwork shall be given at least 48 hours of notice of the requirements to work shiftwork. 37.4 For clarity, Shiftwork, means work comprising recurring periods in which different groups of workers do the same jobs in rotation; the different groups of workers do not necessarily need to be employed by the same employer for the purpose of this definition.
LABOR AND MATERIALS 4.4.1 Unless otherwise provided in the Contract Documents, the Contractor shall provide and pay for all labor, materials, equipment, tools, construction equipment and machinery, water, heat, utilities, transportation, and other facilities and services necessary for the proper execution and completion of the Work, whether temporary or permanent and whether or not incorporated or to be incorporated in the Work. Contractor guarantees that materials shall be of the best quality, that work shall be completed in a neat and workmanlike manner, that equipment will be installed in a first class manner, and that all aspects of the project will be delivered in good working order complete and perfect in every respect and that all systems and materials necessary to make the project a complete operating utility as contemplated by the above description of the project is included in the Contract price. 4.4.2 The Contractor shall a t all times enforce strict discipline and good order among his employees and shall not employ on the Work any unfit person or anyone not skilled in the task assigned to him.
Training and Promotion a. The contractor will assist in locating, qualifying, and increasing the skills of minorities and women who are applicants for employment or current employees. Such efforts should be aimed at developing full journey level status employees in the type of trade or job classification involved. b. Consistent with the contractor's work force requirements and as permissible under Federal and State regulations, the contractor shall make full use of training programs, i.e., apprenticeship, and on-the-job training programs for the geographical area of contract performance. In the event a special provision for training is provided under this contract, this subparagraph will be superseded as indicated in the special provision. The contracting agency may reserve training positions for persons who receive welfare assistance in accordance with 23 U.S.C. 140(a). c. The contractor will advise employees and applicants for employment of available training programs and entrance requirements for each. d. The contractor will periodically review the training and promotion potential of employees who are minorities and women and will encourage eligible employees to apply for such training and promotion.
Polygraph Examination No employee shall be compelled to submit to a polygraph examination. No disciplinary action whatsoever shall be taken against an employee refusing to submit to a polygraph examination; nor shall any comment be anywhere recorded indicating that an employee offered to take, took or refused to take a polygraph examination unless otherwise agreed to in writing by the parties; nor shall any testimony or evidence of any kind regarding an employee's offer to take, refusal to take, or the results of a polygraph examination be admissible in any proceeding pursuant to this Agreement, unless otherwise agreed to in writing by the parties.
Medical Verification The Town may require medical verification of an employee’s absence if the Town perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The Town may require medical verification of an employee’s absence to verify that the employee is able to return to work with or without restrictions.
Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.
Accident Prevention Health and Safety Committee The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Hospital in order to prevent accidents, injury and illness. its responsibilities, under the applicable legislation, the Hospital agrees to accept as a member of its Accident Prevention - Health Safety Committee at least one representative selected or appointed by the Union from amongst bargaining unit employees. Such Committee shall identify potential dangers and hazards, institute means of improving health and safety programs and recommend actions to be taken to improve conditions related to safety and health. The Hospital agrees to co-operate providing necessary information to Committee to its functions. Meetings shall be held every second month or more frequently at the call of--the chair required. The Committee shall maintain minutes of all meetings and make the same available for review. Any representative appointed or selected in accordance with hereof shall serve for a term of one calendar year from the date of appointment, which may be renewed for further periods of one year. Time off for such representative(s) to attend meetings of the Acci- dent Prevention - Health & Safety Committee in accord- ance with the foregoing shall be granted and time so spent attending such meetings shall be deemed to be work time for which the representative(s) shall be paid by the Hospital at his regular or premium rate as may be applicable. The Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and practices. Pregnant employees may request to be transferred from their current duties if, in the professional opinion of the employee's physician, the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the maternity leave referred to in Article Where the Hospital identifies high risk areas where employees are exposed to Hepatitis the Hospital will provide, at no cost to the employees, a Hepatitis B vaccine.

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