Common use of - LEADWORK Clause in Contracts

- LEADWORK. 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 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 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 for the full period of the assignment. Section 3. 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. Leadwork differential will be calculated in a manner to ensure compliance with applicable Wage and Hour Law. 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.

- LEADWORK. 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 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 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 for the full period of the assignment. Section 3. 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. Leadwork differential will be calculated in a manner to ensure compliance with applicable Wage and Hour Law. 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.

- LEADWORK. 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 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 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 for the full period of the assignment. Section 3. Leadwork differential shall not be computed at the rate of time and one-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. Leadwork differential will be calculated in a manner to ensure compliance with applicable Wage and Hour Law. 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.

- LEADWORK. 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 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 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 for the full period of the assignment. Section 3. Leadwork differential shall not be computed at the rate of time and one-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. Leadwork differential will be calculated in a manner to ensure compliance with applicable Wage and Hour Law.a 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.

- LEADWORK. 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 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 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 for the full period of the assignment. Section 3. 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. Leadwork differential will be calculated in a manner to ensure compliance with applicable Wage and Hour Law. 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.