Effective the first pay period following Union ratification, a salary differential of $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 workers working less than full-time or who are in an unpaid leave of absence status for a portion of any given biweekly pay period. Bilingual pay for workers with a caseload at least 50% of which is comprised of nonEnglish speaking clients shall be $70.00 biweekly.

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. The Union shall be provided listings of workers receiving bilingual pay twice a year. Bilingual lists shall include only those workers who are either receiving bilingual pay or those who are not receiving bilingual pay and who have voluntarily agreed to be on a bilingual list.

The County and the Union agree to meet and confer, at the request of either party, to make appropriate changes to the above lists based upon the factors discussed in this section and/or to discuss other related issues such as workers required to use bilingual skills while performing job duties outside of their assigned classifications. At the request of the Union, the County will meet with the Union to discuss the need for additional bilingual positions.

11.1 Hiring and Selection
The County will continue to recruit and hire workers based on a specific need for bilingual skills.

11.2 Testing
All workers hired to fill positions requiring bilingual skills will be tested for bilingual proficiency. Present workers may be certified by the appointing authority as possessing sufficient bilingual skills to be appointed to a bilingual pay position; provided, however, nothing herein precludes the County from requiring that said workers be tested. Requests by workers to be tested for bilingual skill proficiency will be referred to the Human Resources Director or his/her designee whose decision shall be final.

11.3 Continued Use of Bilingual Language Skill
Workers hired to fill positions requiring bilingual skills may be required to remain in bilingual pay positions. Workers who were selected to fill positions requiring bilingual skills during the implementation of the bilingual program will be allowed to voluntarily leave such positions provided management can reasonably replace said workers and there are sufficient positions within the classification that said worker can fill. Nothing herein precludes any of the above- specified workers from promoting to higher classifications.

11.4 Transfers
Transfers of workers occupying bilingual pay positions shall be in accordance with County policy and practice and shall not be in violation of the 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.

11.5 Review
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, workers will be given reasonable notice prior to loss of the bilingual pay differential.

11.6 Administration
Administration of the bilingual pay plan will be the overall responsibility of Human Resources. 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.