Common use of Leadwork Differential Clause in Contracts

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (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) Leadwork 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, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteen

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” " duties over three (3) or more employees in their classification or salary range for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-of- classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an Section 5. The employee who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c. If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (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) Leadwork 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, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteen

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” ―leadwork‖ duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (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) Leadwork 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” ―pyramiding‖ of work out-of-classification payments. However, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Agency Head.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” " duties over two (2) or more employees in their classification or salary range for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-out of classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee Section 5. The employees who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c. If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer " duties, provided the leadwork or team leader duties are not included in the classification class specification for the employee’s position. Leadwork 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. The duration of the assignment not the performance of the duties must be a minimum of ten (10) consecutive days to qualify for the differential. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work work-out-of-classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an Section 5. The employee who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c. If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.

Leadwork Differential. (a) REV: 2019 Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” " duties over three (3) or more employees in their classification or salary range for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-of- classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an Section 5. The employee who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but may request a review of the duties have not been formally assigned as follows: a) The employee shall notify their supervisor and appropriate Human Resources Manager, 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c) If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d) If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.

Leadwork Differential. (aA) Leadwork Except as provided in paragraph (G) of this section, leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “"leadwork” " duties over two (2) or more bargaining unit employees in an equivalent or lower salary range for ten (10) consecutive calendar work days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork is where, on a recurring daily basis, 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. (bB) 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. (cC) Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-of- classification payments. However, leadwork differential shall be included in calculation of the overtime rate of pay. (dD) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (eE) Leadwork differential shall not apply to employees in those classifications which normally perform oversight or leadwork duties. (F) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), Section 6(A) of a leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head President or designee in writing. The Agency university/college will review the duties within fifteen (15) calendar days of the notification. If the Agency university/college determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head President or designee of the issue. If . (G) Consistent with all provisions of Paragraph (A) through (F) of this Section a five percent (5%) leadwork differential shall be paid to employees who are employed in the Agency determines that the leadwork duties were in fact classification of Office Assistant 1-2; Food Service Worker 1-2; Custodian; or Laborer 1; AND are assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenby their supervisor to lead the work of four (4) or more student employees for ten (10)

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (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) Leadwork 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, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteen

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” " duties over three (3) or more employees in their classification or salary range for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-of- classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an Section 5. The employee who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but may request a review of the duties have not been formally assigned as follows: a) The employee shall notify their supervisor and appropriate Human Resources Manager, 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c) If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d) If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (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) Leadwork 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, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Agency Head.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” " duties over two (2) or more employees in their classification or salary range for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-out of classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee Section 5. The employees who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c. If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the employee will be notified as noted in "b" of this Article. Section 6. When the Agency chooses to make a leadwork assignment or chooses to rotate a current leadwork assignment to another employee, the Agency shall notify use a competitive process to assign a qualified employee. The Agency will email employees in the employee in writing within fifteenwork unit where the assignment is available of the opportunity and employees will be able to apply through a memorandum of interest. The Agency will allow no less than ten (10) calendar days for employees to submit their interest through this process.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “pyramiding” of work work- out-of-classification payments. However, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) Section 5. If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a)Section 1, leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head Human Resources Officer in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head Human Resources Officer of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day 15)-day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Human Resources Officer.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “pyramiding” of work work-out-of-of- classification payments. However, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) Section 5. If an employee believes that they are is performing the duties that meet the criteria in Subsection (a)Section 1, leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head Human Resources Officer in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head Human Resources Officer of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day 15)-day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Human Resources Officer.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” " duties over three (3) or more employees in their classification or salary range for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s positionlonger. Leadwork 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work out-of-out- of- classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an Section 5. The employee who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but may request a review of the duties have not been formally assigned as follows: a) The employee shall notify their supervisor and appropriate Human Resources Manager, 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c) If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d) If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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 00 0000-0000 SEIU Local 503, OPEU/State of Oregon CBA 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. (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) Leadwork 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, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Agency Head.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” ―leadwork‖ duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “pyramiding” ―pyramiding‖ of work work- out-of-classification payments. However, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) Section 5. If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a)Section 1, leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head Human Resources Officer in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head Human Resources Officer of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day 15)-day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Human Resources Officer.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “pyramidinga“pyramiding” of work out-out- of-classification payments. However, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) Section 5. If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head Human Resources Officer in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head Human Resources Officer of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day 15)-day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Human Resources Officer. CLASS NUMBER CLASS TITLE RNG NO. 0102 Office Assistant 2 09 0103 Office Spec 1 12 0104 Office Spec 2 15 0107 Admin Spec 1 17 0108 Admin Spec 2 19 0210 Accounting Tech 1 13 0211 Accounting Tech 2 17 0212‌ Accounting Tech 3 19 0430 Grants/Contract Coord 24 1107 Planner 1 19 1108 Planner 2 25 1109 Planner 3 29 1215‌ Accountant 1 21 1216 Accountant 2 23 1217 Accountant 3 27 1218 Accountant 4 30 1481 Info Sys Spec 1 17I 1482 Info Sys Spec 2 21I 1483 Info Sys Spec 3 24I 1484 Info Sys Spec 4 25I 1485 Info Sys Spec 5 28I 1486 Info Sys Spec 6 29I 1487 Info Sys Spec 7 31I 1488 Info Sys Spec 8 33I 2111 Public Info Rep 1 23 8501 Nat Resource Spec 1 21 8502 Nat Resource Spec 2 24 8503 Nat Resource Spec 3 27 8504 Nat Resource Spec 4 30 8505 Nat Resource Spec 5 32 APPENDIX B‌ Salary Schedule Change effective 9/1/01: 09 01 1361 1427 1496 1562 1625 1701 1773 1854 12 01 1562 1625 1701 1773 1854 1938 2014 2108 13 01 1625 1701 1773 1854 1938 2014 2108 2209 15 01 1773 1854 1938 2014 2108 2209 2314 2422 17 01 1938 2014 2108 2209 2314 2422 2535 2658 17I 01 2003 2096 2193 2294 2402 2515 2634 2756 19 01 2108 2209 2314 2422 2535 2658 2785 2915 21 01 2314 2422 2535 2658 2785 2915 3055 3207 21I 01 2340 2450 2566 2685 2810 2942 3080 3224 23 01 2535 2658 2785 2915 3055 3207 3360 3521 24 01 2658 2785 2915 3055 3207 3360 3521 3690 24I 01 2681 2804 2937 3075 3218 3370 3528 3694 25 01 2785 2915 3055 3207 3360 3521 3690 3870 25I 01 2905 3042 3186 3334 3491 3654 3826 4006 27 01 3055 3207 3360 3521 3690 3870 4060 4261 28I 01 3245 3397 3558 3723 3899 4082 4274 4475 29 01 3360 3521 3690 3870 4060 4261 4465 4684 29I 01 3470 3634 3803 3982 4170 4367 4572 4787 30 01 3521 3690 3870 4060 4261 4465 4684 4910 31I 01 3843 4023 4212 4410 4618 4834 5064 5301 32 01 3870 4060 4261 4465 4684 4910 5152 5396 33I 01 4186 4383 4590 0000 0000 0000 5517 5779 Salary Schedule Change effective 1/1/02* 09 01 1401 1467 1536 1602 1665 1741 1813 1894 12 01 1602 1665 1741 0000 0000 0000 2054 2150 13 01 0000 0000 0000 0000 0000 0000 2150 2253 15 01 0000 0000 0000 2054 2150 2253 2360 2470 17 01 1978 2054 2150 2253 2360 2470 2586 2711 17I 01 2043 2138 2237 2340 2450 2565 2687 2811 19 01 2150 2253 2360 2470 2586 2711 2841 2973 21 01 2360 2470 2586 2711 2841 2973 3116 3271 21I 01 2387 2499 2617 2739 2866 3001 3142 3288 23 01 2586 2711 2841 0000 0000 0000 3427 3591 24 01 2711 2841 2973 3116 3271 3427 3591 3764 24I 01 2735 2860 2996 3137 3282 3437 3599 3768 25 01 2841 2973 3116 3271 3427 3591 3764 3947 25I 01 2963 3103 3250 3401 3561 3727 3903 4086 27 01 3116 3271 3427 3591 3764 3947 4141 4346 28I 01 0000 0000 0000 3797 3977 4164 4359 4565 29 01 3427 3591 3764 3947 4141 4346 4554 4778 29I 01 3539 3707 3879 0000 0000 0000 4663 4883 30 01 3591 3764 3947 0000 0000 0000 4778 5008 31I 01 3920 4103 4296 4498 4710 4931 5165 5407 32 01 3947 4141 4346 4554 4778 5008 5255 5504 33I 01 4270 4471 4682 4901 5134 5375 5627 5895 Salary Schedule Change effective 2/1/03* 09 01 1443 1511 1582 1650 1715 1793 1867 1951 12 01 1650 1715 1793 1867 1951 2037 2116 2215 13 01 1715 1793 1867 1951 2037 2116 2215 2321 15 01 1867 1951 2037 2116 2215 2321 2431 2545

Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor in writing, “leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. Leadwork is where, on a recurring daily basis, 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. (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) Leadwork 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, leadwork differential shall be included in calculation of the overtime rate of pay. (d) Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an employee believes that they are he/she is performing the duties that meet the criteria in Subsection (a), leadworker, but the duties have not been formally assigned in writing, the employee may notify the Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days of the notification. If the Agency determines that leadwork duties were in fact assigned and are appropriate, the leadwork differential will be effective beginning with the day the employee notified the Agency Head of the issue. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadwork, the Agency shall notify the employee in writing within fifteenfifteen (15) calendar days from receipt of the employee’s notification to the Agency Head. (f) Bridge Crew Lead Differential: Employees classified as Transportation Maintenance Coordinator 1 who are assigned lead responsibility as defined in this Article, Section 7, over Bridge Crews will receive a five percent (5%) differential for such assignment above his/her base rate of pay. Employees receiving this differential are not eligible for any other leadwork or High Work differential.

Leadwork Differential. (a) Section 1. Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor supervisor, in writing, “"leadwork” duties for ten (10) consecutive calendar days (or the equivalent thereof for alternate or flexible schedules) or longer " duties, provided the leadwork or team leader duties are not included in the classification class specification for the employee’s position. Leadwork 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. The duration of the assignment not the performance of the duties must be a minimum of ten (10) consecutive days to qualify for the differential. (b) 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. (c) Section 3. Leadwork differential shall not be computed at the rate of time and one-half (1 ½1-1/2) for the time worked in an overtime or holiday work situation, or to effect a “"pyramiding” " of work work- out-of-classification payments. However, leadwork differential shall be included in calculation of the overtime rate of paypayment. (d) Section 4. Leadwork differential shall not apply for voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee. (e) If an Section 5. The employee who believes that they are performing the duties that meet the criteria of a leadworker as defined in Subsection (a)Section 1, leadworker, but 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 Agency Head in writing. The Agency will review the duties within fifteen (15) calendar days from the date of notification. c. If it is the notification. If Agency's determination that the Agency determines that leadwork duties were in fact assigned and are appropriateassigned, the leadwork differential will be effective beginning with the day date the employee notified the Agency Head of the issue. supervisor. d. If the Agency determines that the leadwork duties were in fact assigned but should not be continued, the Agency may remove the duties during the fifteen (15) day review period with no penalty. If the Agency concludes that the duties are not leadworkleadworker or wishes to remove the duties, the Agency shall notify the employee will be notified as noted in writing within fifteen"b" of this Article.