Skip to content
The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
Employee & Labor Relations
Employee & Labor Relations
Primary Navigation Menu
Menu
  • Home
  • COVID-19
  • Resources
    • MOUs
      • AFSCME MOU
      • BCTC MOU
      • CNA MOU
      • DSA-MOU 2021-2026
      • Extra Help MOU
      • LEU (DSA Non-Safety) MOU
      • OSS MOU
      • SEIU MOU
      • SMCCE MOU
      • UAPD MOU
      • Probation & Detention Association (PDA)
    • Resolutions
      • Confidential Resolution
      • Management Resolution
      • Unrepresented Attorney Resolution
    • Employee Relations Handbook
      • 1. Introduction to the Employee Relations Handbook
      • 2. Documentation
      • 3. Probationary Periods
      • 4. Introduction to Performance & Conduct
      • 5. The Skelly Process
      • 6. Performance
      • 7. Conduct
      • 8. Conducting Employee Investigations
      • 9. Tardiness & Absenteeism
      • 10. Employee Assistance Program
      • 11. Overview – Grievances & Appeals
      • 12. The Grievance Process
      • 13. The Civil Service Appeal Process
      • 14. Classified & Unclassified Employment
      • 15. Seniority & Layoffs
      • 16. Work Schedules
      • 17. Leaves of Absence
      • 18. Labor Relations
      • 19. Reference Checks
    • Limited Term Employee Handbook
    • County Policy
      • COVID-19 Policy
      • Admin Memos
      • Civil Service Rules
      • County Ordinance Code
      • Master Salary Ordinance
    • Procedures
      • COVID-19 Procedure
    • Training
  • FAQs
  • Contact Us
  • About Us

12. Bilingual Pay

In DSA 2021-2026
Tagged DSA, MOU

A salary differential of seventy dollars ($70.00) biweekly shall be paid incumbents or positions requiring bilingual proficiency as designated by the appointing authority and Human Resources Director. Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given pay period. Bilingual pay is effective the first pay period after Human Resources certifies the result of the bilingual exam. Under no circumstances is bilingual pay retroactive.

Designation of positions for which bilingual proficiency is required is the sole prerogative of the County and the decision of the Human Resources Director is final. Human Resources will oversee the bilingual examination, certify exam results and determine effective date of bilingual pay of any individual submitted by the Department for testing. The Association shall be notified when such designations are made.

Individuals who promote or transfer to another position or Department will be reevaluated by the receiving Department to determine if bilingual pay should be continued. Should bilingual pay be continued, Department must submit request for continuation with the Human Resources Department.

2023-05-19
Previous Post: 10. Application of Differential
Next Post: 13. Tuition Reimbursement


Get it on Google Play


Get it on Google Play

Designed using Chromatic. Powered by WordPress.

Employee & Labor Relations