A salary differential of fifty-five dollars ($55.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and the Human Resources Department 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. The Union shall be provided listings of employees receiving bilingual pay twice a year.

10.1        Hiring and Selection: The County will continue to recruit and hire employees based on a specific need for bilingual skills.

10.2        Testing: All employees hired for positions requiring bilingual skills will be tested for bilingual proficiency. Employee requests for bilingual testing will be referred to the Human Resources Department Director’s designee whose decision shall be final.

10.3        Continued Use of Bilingual Language Skill: Employees hired to fill bilingual pay positions may be required to remain in bilingual positions. Nothing herein precludes any of the above specified employees from promoting to higher classes.

10.4        Transfers: Transfers of employees occupying bilingual pay positions shall be in accordance with County policy and practice and shall not be in violation of this MOU. It is recognized that utilization of a bilingual skill may be the sole reason for transfer in order to meet a specific County need.

10.5        Review: Management shall periodically review the number and location of bilingual pay positions. If the County decides to reduce the number of filled positions in a divi­sion or location eligible for bilingual pay, the County shall provide individual employees with one pay period of notice prior to discontinuing bilingual pay eligibility.

10.6        Administration: Administration of bilingual pay will be the overall responsibility of the Human Resources Department. Any disputes over interpretation or application shall be referred to the Director, whose decision is final.