Common use of Lead Workers Clause in Contracts

Lead Workers. In order to conduct the work of PCHA and to coordinate the performance of work, from time-to-time, it may be necessary for PCHA to establish Lead duties. • 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 PCHA 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. PCHA will evaluate the continued need for a Lead assignment at their discretion, and/or at 90- day intervals subsequent to the assignment of Lead duties. • If Lead Assignments are removed, PCHA will notify the employee at least one complete pay cycle in advance. • 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 or may step down from being a Lead upon delivery of written notice to their supervisor. 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.).

Lead Workers. In As recognized by the parties, in order to conduct the work of PCHA the Housing Authority and to coordinate the performance of work, from time-to-time, it may be necessary for PCHA 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 PCHA 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. PCHA will evaluate ❖ As a response to business need, the continued need for Lead position is a Lead temporary assignment at their discretion, and/or at 90- day intervals subsequent to the assignment of Lead dutiesand should not be viewed as a permanent position. • If Lead Assignments are removed, PCHA will notify the employee at least one complete pay cycle in advance. • ❖ 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 or may step down from being a Lead upon delivery of written notice to their supervisorposition. In addition to performing all the duties required by the job description appropriate to the job description, Leads 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 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 ❖ Informal Problem Solving: • Provides general input on employee’s performance to higher level manager / supervisor. Reports observed behavior of employees they lead whether favorable or unfavorable, submit incidents reports to supervisors. • Refers and provides information to higher lever manager / supervisor regarding issues or concerns which may result in a disciplinary action on an employee assigned to their project. • Leads may work with an individual employee to train or enhance work performance. They may provide input to the supervisors for evaluations. The Lead Worker does not have full authority or exercise full decision-making authority in the following areas: ❖ Hiring ❖ Complaint / grievance resolution ❖ Disciplinary action up to and including dismissals ❖ Formal written performance evaluations ❖ Reclassification, promotion, merit increases ❖ Lead should not act as management’s representative in the grievance process Leads may attend management planning meetings as the supervisor feels appropriate, but it should be made clear to the staff that the lead is not a member of management. EXECUTED this day of December 2015. THE PIERCE COUNTY HOUSING OFFICE AND PROFESSIONAL EMPLOYEES AUTHORITY INTERNATIONAL UNION, LOCAL 8, AFL-CIO By By ▇▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Executive Director Union Representative LETTER OF UNDERSTANDING BETWEEN PIERCE COUNTY HOUSING AUTHORITY AND Pierce County Housing Authority (PCHA), the “Employer” and Office and Professional Employees International Union, Local No. 8 (OPEIU 8), the “Union” mutually agree to the following: When there is a break in employment (i.e., resignation, termination, retirement, layoff), employee will have thirty (30) calendar days to vacate/move-out of the employer-provided housing. If the separated employee does not move-out within said time period, PCHA will pursue legal termination of tenancy.