Leadperson Pay Sample Clauses

Leadperson Pay. The grounds shop within Facilities Maintenance shall have a leadperson provided there is an employee able and willing to perform the functions identified by the district to warrant the additional hourly compensation. Such functions shall include as a minimum: • Scheduling of work requests/assignments • Ordering of parts and supplies • Coordination of work and personnel issues with the supervisor • Utilization of automated work orders systems where provided Individuals unwilling or incapable of performing the identified functions shall not be eligible to assume the designation of lead. Individuals designated as “leadperson” shall be compensated two dollars ($2.00) per hour above the individual’s regular rate while performing such function.
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Leadperson Pay. The Transportation shop shall have a leadperson provided there is an employee able and willing to perform the functions identified by the district to warrant the additional hourly compensation. Such functions shall include as a minimum: • Scheduling of work requests/assignments • Ordering of parts and supplies • Coordination of work and personnel issues with the supervisor • Utilization of automated work orders systems where provided Individuals unwilling or incapable of performing the identified functions shall not be eligible to assume the designation of lead. Individuals designated as “leadperson” shall be compensated two dollars ($2.00) per hour above the individual’s regular rate while performing such function.
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Leadperson Pay. The plumber and pipefitter shop within Facilities Maintenance shall have a leadperson provided there is an employee able and willing to perform the functions identified by the district to warrant the additional hourly compensation. Such functions shall include as a minimum: • Scheduling of work requests/assignments • Ordering of parts and supplies • Coordination of work and personnel issues with the supervisor • Utilization of automated work orders systems where provided Individuals unwilling or incapable of performing the identified functions shall not be eligible to assume the designation of lead. Individuals designated as “leadperson” shall be compensated two dollars ($2.00) per hour above the individual’s regular rate while performing such function.
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Leadperson Pay. The electrician shop within Facilities Maintenance shall have a leadperson provided there is an employee able and willing to perform the functions identified by the district to warrant the additional hourly compensation. Such functions shall include as a minimum: • Scheduling of work requests/assignments • Ordering of parts and supplies • Coordination of work and personnel issues with the supervisor • Utilization of automated work orders systems where provided Individuals unwilling or incapable of performing the identified functions shall not be eligible to assume the designation of lead. Individuals designated as “leadperson” shall be compensated two dollars ($2.00) per hour above the individual’s regular rate while performing such function. The District and the Union agree to eliminate the Electrician /Intercoms, Clocks & Alarms Lead through attrition.
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Leadperson Pay. A. A Local 6070 Bargaining Unit Member who is required to direct the functions of three (3) or more employees for a specific period of time greater than three (3) consecutive working days shall receive an additional eight (8) % for all hours worked during their assignment. At the end of the Leadperson assignment the Local 6070 Bargaining Unit Member shall be returned to their original wage rate.
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Leadperson Pay. The electrician shop within Facilities Maintenance shall have a leadperson provided there is an employee able and willing to perform the functions identified by the district to warrant the additional hourly compensation. Such functions shall include as a minimum:  Scheduling of work requests/assignments  Ordering of parts and suppliesCoordination of work and personnel issues with the supervisor  Utilization of automated work orders systems where provided Individuals unwilling or incapable of performing the identified functions shall not be eligible to assume the designation of lead. Individuals designated as “leadperson” shall be compensated two dollars ($2.00) per hour above the individual’s regular rate while performing such function. The District and the Union agree to eliminate the Electrician /Intercoms, Clocks & Alarms Lead through attrition. Section D.3.4 Effective August 16, 2012, Electricians who obtain an EL01 State Electrical License and have been certified as a Master Electrician in the State of Washington shall be compensated an additional one-dollar ($1.00) per hour.
Sample 1
Leadperson Pay. Leadperson pay shall be paid at five percent (5%) above the employee's base salary when assigned such duties in writing by the department director. The duration of this assignment shall be at the sole discretion of the department director.
Sample 1
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Related to Leadperson Pay

  • Separation Pay 11.1 Upon separation, eligible employees may choose either Option A or Option B.

  • Other Employee Benefit Plans During the Employment Period, except as otherwise expressly provided herein, the Executive shall be entitled to participate in all compensation, incentive, employee benefit, welfare and other plans, practices, policies and programs and fringe benefits on a basis no less favorable than that provided to any other executive officer of the Company.

  • Termination Pay Effective upon the termination of this Agreement, the Employer will be obligated to pay the Executive (or, in the event of his death, his designated beneficiary as defined below) only such compensation as is provided in this Section 6.5, and in lieu of all other amounts and in settlement and complete release of all claims the Executive may have against the Employer. For purposes of this Section 6.5, the Executive's designated beneficiary will be such individual beneficiary or trust, located at such address, as the Executive may designate by notice to the Employer from time to time or, if the Executive fails to give notice to the Employer of such a beneficiary, the Executive's estate. Notwithstanding the preceding sentence, the Employer will have no duty, in any circumstances, to attempt to open an estate on behalf of the Executive, to determine whether any beneficiary designated by the Executive is alive or to ascertain the address of any such beneficiary, to determine the existence of any trust, to determine whether any person or entity purporting to act as the Executive's personal representative (or the trustee of a trust established by the Executive) is duly authorized to act in that capacity, or to locate or attempt to locate any beneficiary, personal representative, or trustee.

  • Short Term Leaves Short Term Leaves are designed to allow Teachers who have to apply for short term personal leaves of absence not otherwise covered by this Collective Agreement.

  • Employee Benefit Plans Exhibit 3.16 hereto sets forth a list of each "employee pension benefit plan" (as defined in Section 3(2) of the Employee Retirement Income Security Act of 1974, as amended ("ERISA")) maintained or contributed to by the Company (the "Retirement Plans"). Neither the Company nor any entity which is treated as a single employer along with the Company under Section 414(b), (c), (m) or (o) of the Code maintains or contributes to, or has ever maintained or contributed to, or been required to contribute to a multiemployer plan within the meaning of Section 3(37) of ERISA or any plan subject to Title IV of ERISA. Exhibit 3.16 hereto also sets forth a list of each "employee welfare benefit plan" (as defined in Section 3(1) of ERISA) and each other employee benefit plan, program, arrangement, practice or contract, whether formal or informal, maintained by the Company providing benefits or compensation to or on behalf of employees or former employees of the Company (the "Benefits Plans"). The Retirement Plans and Benefit Plans are in compliance in all material respects with the presently applicable provisions of ERISA and the Code, and the Retirement Plans are qualified under Section 401(a) of the Code. No contributions are required to be made by the Company to any Retirement Plan and all other liabilities with respect to any Retirement Plan or Benefit Plan shall have been satisfied prior to or on the Closing Date. The Company has filed or caused to be filed all reports required to be filed by it with the Internal Revenue Service or the Department of Labor under applicable provisions of ERISA and the Code with respect to each of the Retirement Plans and Benefit Plans. No liability to the Pension Benefit Guaranty Corporation has been incurred with respect to any Retirement Plan subject to Title IV of ERISA that has not been satisfied in full.

  • Short Term Leave Members who are LTD trustees and Union stewards or designates may apply in writing to the Employer for short term leaves of absence for; attendance at union conventions, union courses, and union committees. The employee will give reasonable notice, which will be at least seven (7) days. The Employer will make every reasonable effort to accommodate such leave, and shall grant it subject to the ability to maintain the operational needs of the department. With the exception of members of the Union's executive, the employer is not required to grant more than twenty (20) days LOA per calendar year under this provision.

  • No Excess Parachute Payments Any amount that could be received (whether in cash or property or the vesting of property) as a result of any of the transactions contemplated by this Agreement by any employee, officer or director of the Company or any of its affiliates who is a "disqualified individual" (as such term is defined in proposed Treasury Regulation Section 1.280G-1) under any employment, severance or termination agreement, other compensation arrangement or Company Benefit Plan currently in effect would not be characterized as an "excess parachute payment" (as such term is defined in Section 280G(b)(1) of the Code).

  • Employee Benefits; ERISA (a) Schedule 4.17 contains a true and complete list of each material bonus, deferred compensation, incentive compensation, stock purchase, stock option, severance, change-in-control, or termination pay, hospitalization or other medical, life or other insurance, supplemental unemployment benefits, profit sharing, pension, or retirement plan, program, agreement or arrangement, and each other material employee benefit plan, program, agreement or arrangement, sponsored, maintained or contributed to or required to be contributed to by any Conveyed Entity, any Subsidiary thereof or by any trade or business, whether or not incorporated (an "ERISA Affiliate"), that together with any Conveyed Entity would be deemed a "single employer" within the meaning of Section 4001(b)(1) of ERISA, for the benefit of any employee or former employee of any Conveyed Entity, Subsidiary thereof or any ERISA Affiliate (the "Plans"). Schedule 4.17 identifies each of the Plans that is an "employee welfare benefit plan," or "employee pension benefit plan" as such terms are defined in Sections 3(1) and 3(2) of ERISA (such plans being hereinafter referred to collectively as the "ERISA Plans"). No Conveyed Entity, Subsidiary thereof or any ERISA Affiliate has any formal plan or commitment, whether legally binding or not, to create any additional Plan or modify or change any existing Plan that would affect any employee or former employee of any Conveyed Entity, any Subsidiary thereof or any ERISA Affiliate except to the extent that any such creation, modification or change could not, individually or in the aggregate, reasonably be expected to result in a material liability of a Conveyed Entity or any of its Subsidiaries.

  • Code Section 280G The benefits that the Executive may be entitled to receive under this Agreement and other benefits that the Executive is entitled to receive under other plans, agreements and arrangements (which, together with the benefits provided under this Agreement, are referred to as “Payments”), may constitute Parachute Payments that are subject to Code Sections 280G and 4999. As provided in this Section 13, the Parachute Payments will be reduced if, and only to the extent that, a reduction will allow the Executive to receive a greater Net After Tax Amount than the Executive would receive absent a reduction. The Accounting Firm will first determine the amount of any Parachute Payments that are payable to the Executive. The Accounting Firm also will determine the Net After Tax Amount attributable to the Executive’s total Parachute Payments. The Accounting Firm will next determine the largest amount of Payments that may be made to the Executive without subjecting the Executive to tax under Code Section 4999 (the “Capped Payments”). Thereafter, the Accounting Firm will determine the Net After Tax Amount attributable to the Capped Payments. The Executive will receive the total Parachute Payments or the Capped Payments, whichever provides the Executive with the higher Net After Tax Amount. If the Executive will receive the Capped Payments, the total Parachute Payments will be adjusted by first reducing the amount of any benefits under this Agreement or any other plan, agreement or arrangement that are not subject to Section 409A of the Code (with the source of the reduction to be directed by the Participant) and then by reducing the amount of any benefits under this Agreement or any other plan, agreement or arrangement that are subject to Section 409A of the Code (with the source of the reduction to be directed by the Participant). The Accounting Firm will notify the Executive and the Company if it determines that the Parachute Payments must be reduced to the Capped Payments and will send the Executive and the Company a copy of its detailed calculations supporting that determination. As a result of the uncertainty in the application of Code Sections 280G and 4999 at the time that the Accounting Firm makes its determinations under this Section 13, it is possible that amounts will have been paid or distributed to the Executive that should not have been paid or distributed under this Section 13 (“Overpayments”), or that additional amounts should be paid or distributed to the Executive under this Section 13 (“Underpayments”). If the Accounting Firm determines, based on either the assertion of a deficiency by the Internal Revenue Service against the Company or the Executive, which assertion the Accounting Firm believes has a high probability of success or controlling precedent or substantial authority, that an Overpayment has been made, the Executive must repay to the Company, without interest; provided, however, that no loan will be deemed to have been made and no amount will be payable by the Executive to the Company unless, and then only to the extent that, the deemed loan and payment would either reduce the amount on which the Executive is subject to tax under Code Section 4999 or generate a refund of tax imposed under Code Section 4999. If the Accounting Firm determines, based upon controlling precedent or substantial authority, that an Underpayment has occurred, the Accounting Firm will notify the Executive and the Company of that determination and the amount of that Underpayment will be paid to the Executive promptly by the Company.

  • Other Employee Benefits In addition to the foregoing, during the Employment Term, the Employee will be entitled to participate in and to receive benefits as a senior executive under all of the Company’s employee benefit plans, programs and arrangements available to senior executives, subject to the eligibility criteria and other terms and conditions thereof, as such plans, programs and arrangements may be duly amended, terminated, approved or adopted by the Board from time to time.

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