Common use of Leadwork Differential Clause in Contracts

Leadwork Differential. Section 1. Leadwork differential will be paid to employees who are formally assigned in writing to perform leadwork. Leadwork is where an employee has been formally assigned to do substantially all of the following: 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 of standards; and provide informal assessment of workers' performance to the supervisor. Section 2. The differential shall be five percent (5%) beginning from the first day the duties were formally assigned in writing. Section 3. If an employee receives more than one (1) differential (except overtime as mandated by the FLSA), the differentials will be calculated on the base so that no "pyramiding" occurs (i.e., if an employee is receiving the leadworker differential and an out-of-classification differential, the two (2) differentials would be calculated separately and then added onto the base pay). 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. Section 5. If an employee believes that the employee is performing the duties of a leadworker, but the duties have not been formally assigned in writing, the employee may submit the matter for resolution through the grievance process.

Leadwork Differential. Section 1. Leadwork differential will be paid to employees who are formally assigned in writing to perform leadwork. Leadwork is where an employee has been formally assigned to do substantially all of the following: 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 of standards; and provide informal assessment of workers' performance to the supervisor. Section 2. The differential shall be five percent (5%) beginning from the first day the duties were formally assigned in writing. Section 3. If an employee receives more than one (1) differential (except overtime as mandated by the FLSA), the differentials will be calculated on the base so that no "pyramiding" occurs (i.e., if an employee is receiving the leadworker differential and an out-of-classification differential, the two (2) differentials would be calculated separately and then added onto the base pay). 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. Section 5. If an employee believes that the employee is performing the duties of a leadworker, but the duties have not been formally assigned in writing, the employee may submit the matter for resolution through the grievance process.