Administration of the bilingual pay plan will be the overall responsibility of the Human Resources Department. Any disputes concerning the interpretation or application of the bilingual pay plan shall be referred to the Human Resources Director whose decision shall be final.Read More →

The number and location of bilingual pay positions shall be periodically reviewed by management. If the number of filled positions in a specific division or geographical location are to be reduced, employees will be given reasonable notice prior to loss of the bilingual pay differential.Read More →

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

A salary differential of Fifty-five Dollars s ($55.00) biweekly shall be paid incumbents of 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 for employees carrying a caseload at least 50% of which is comprised of non-English speaking clients shall be paid a salary differential of Seventy – Dollars ($70.00). Designation of positions for which bilingual proficiency is required is the sole prerogative of the County and the decisionRead More →