Leadwork Differential Sample Clauses
The Leadwork Differential clause defines how differences in the cost or quality of leadwork are addressed between contracting parties. Typically, this clause specifies the standards or specifications for leadwork, and outlines how any cost variances—such as those arising from using higher-grade materials or different installation methods—are to be managed, often by adjusting the contract price accordingly. Its core function is to ensure that both parties are clear on how to handle discrepancies in leadwork requirements, thereby preventing disputes and ensuring fair allocation of costs.
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. Section 1. Leadwork Differential shall be defined as a differential as indicated in Section 4 below for employees who have been assigned by their supervisor in writing “leadwork” duties over two (2) employees in their classification for ten (10) consecutive work days or longer. Leadwork is where, on a recurring basis, while performing essentially the same duties as the workers led, the employee has been directed to perform all of the following functions: Orient new employees, when appropriate; assign and reassign tasks; transmit established standards of performance to workers; review work of employees to ensure conformance of work standards; provide informal assessment of workers’ performance to the supervisor; and train employees in new work methods.
Section 2. When such leadwork assignments exceed ten (10) consecutive work days, the employee shall be compensated for all hours worked beginning from the first day of the assignment and for the full period of that particular assignment.
Section 3. Leadwork Differential shall not apply to voluntary training and development purposes which are mutually agreed in writing between the supervisor and employee.
Section 4. The differential shall be five percent (5%) above the employee’s current monthly base rate of pay. No application of this Article shall be construed or interpreted to provide for overtime at a rate exceeding time and one-half (1-1/2) or to effect a “pyramiding” of overtime and all forms of premium pay.
Leadwork Differential. Employment Department.
(a) Leadwork differential will be paid to employees who are formally assigned in writing to perform leadwork provided the leadwork or team leader duties are not included in the classification specification for the employee’s position. 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 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.
(c) 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 on to the base 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 he/she is performing the duties of a leadworker but the duties have not been formally assigned in writing, he/she may submit the matter for resolution as per the dispute resolution process, or through the grievance procedure (as for example, classification review, work out-of-class).
Leadwork Differential. 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.
Leadwork Differential. (a) Leadwork differential shall be defined as a differential for employees who have been assigned in writing by their supervisor to perform leadwork duties for ten
Leadwork Differential. ODOT Highway Division, TMS1, TMS2 and Transportation Operations Specialist.
(a) Leadwork differential shall be defined as a differential for employees who have been formally assigned by their supervisor "leadwork" duties for five (5) days or longer in a calendar month; or five (5) consecutive calendar days or longer that span the end of one (1) month and the beginning of the next month. In no case shall days be counted twice to meet the leadwork pay qualification.
(b) 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 of standards and provide informal assessment of workers’ performance to the supervisor.
Leadwork Differential. Section 66.1
a. They have been formally assigned “leadwork” by their supervisor in writing;
b. For employees on a schedule of five (5) consecutive work days, the assignment is for five (5) consecutive work days or longer;
c. For employees regularly working a schedule of four (4) consecutive ten (10)- hour days, the assignment is for four (4) consecutive work days or longer; and
d. Neither leadwork nor team leader duties are included in the employees’ class specification.
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 days or longer provided the leadwork duties are not included in the classification specification for the employee’s positions.
b. Leadwork is where, on a reoccurring basis, the employee has been directed to perform substantially all of the following functions: orient and train new employees, assign and review work, give directions to workers concerning work procedures.
c. The leadwork 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.
Leadwork Differential. Leadwork differential shall be defined as a differential for employees who have been assigned in writing by their supervisor to perform leadwork duties for ten (10) consecutive calendar days or longer provided the leadwork duties are not included in the classification specification for the employee’s position. Leadwork differential shall not apply to employees assigned team leader duties. Leadwork is when, 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 employees concerning work procedures; transmit established standards of performance to employees; review work of employees for conformance to standards; and provide informal assessment of employee work performance to the supervisor. The differential shall be five (5%) beginning from the first day the duties were formally assigned in writing for the full period of the assignment. Leadwork differential shall not be computed at the rate of time and one-half (1 ½) for a holiday work situation, or to effect a pyramiding of work out of classification payments. However, leadwork differential shall be included in calculations of overtime rate of pay. Leadwork differential shall not apply to voluntary training and development purposes which are mutually agreed to in writing between the supervisor and the employee.
Leadwork Differential. Leadwork Differential shall be defined as a differential as indicated in Section 4 below for employees who have been assigned by their supervisor in writing "leadwork" duties over two