Multilingual Pay Sample Clauses

Multilingual Pay. Employees shall receive an additional five (5) % of their classification's starting rate of pay (not less than current amount they are receiving) for each foreign language they are required to speak, read or write. Multilingual pay shall be paid on all compensable hours.
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Multilingual Pay. A. Multilingual skills shall mean the translation to and from English, the interpretation of another language or the use of sign language. B. Employees are eligible for a monthly stipend allowance of $200 if the employee is required to use another language as designated by the college. Employees who are less than 1.0 FTE will receive the incentive on a pro-rata basis. The stipend shall commence on the first day of the month following successful certification. Upon separation of employment, the stipend will be paid-out on a pro-rata basis, based on the percentage of total work days performed in the employee’s final month. C. The stipend for multilingual pay is available to bargaining unit members in a position designated by the college as requiring multilingual skills and who is evaluated and formally certified as proficient by a college-approved certification professional. D. It is the responsibility of the employee to keep their skills current. The college reserves the right to periodically re-evaluate an employee’s language proficiency. E. Those employees who receive the multilingual pay incentive will, when called upon, utilize their verbal or written language skill to respond to student/customer needs during their scheduled working hours. F. Multilingual pay may be granted only with the approval of the applicable Vice President.
Sample 1
Multilingual Pay. Hourly employees represented by SEIU Local 1021 who are required either by their job description or in writing by their first-level manager to utilize a second language, including Braille or sign language, shall be eligible for a premium pay of shall be eligible for premium pay of thirty-fivefifty eight cents ($0.5835) per hour if the employee utilizes the required skills a minimum of 20 percent (20%) of the employee's working time. This provision does not apply to persons employed as interpreters or instructional assistant/ASL.
Sample 1
Multilingual Pay. A. Multilingual skills shall mean the translation to and from English, the interpretation of another language or the use of sign language. B. Classified employees are eligible for a monthly stipend of $200 if the classified employee is required to use another language as designated by the College. Classified employees who are less than 1.0 FTE will receive the incentive on a pro-rata basis. The stipend shall commence on the first day of the month following successful certification. Upon separation of employment, the stipend will be paid-out on a pro-rata basis, based on the percentage of total work days performed in the classified employee’s final month. C. The stipend for multilingual pay is available to classified employees in a position designated by the college as requiring multilingual skills. Initial assessment of the classified employee’s language proficiency is at the College’s discretion. D. It is the responsibility of the classified employee to keep their skills current. The College reserves the right to periodically re-evaluate a classified employee’s language proficiency. E. Those classified employees who receive the multilingual pay incentive will, when called upon, utilize their verbal or written language skill to respond to student/customer needs during their scheduled working hours.
Sample 1
Multilingual Pay. Bargaining unit members shall be eligible for multi-lingual pay pursuant to City of Xxxxxxxx Administrative Directive 2-47. Employees who meet the criteria for multilingual compensation under the directive shall be deemed to be required to have such abilities in their regular job duties.
Sample 1
Multilingual Pay. EMPLOYEES with multilingual skills (i.e. speak English and at least one other language fluently) shall receive $100 per month incentive.
Sample 1
Multilingual Pay. Effective July 1, 2024, the Library District will pay eligible employees a monthly payment of fifty dollars ($50.00), to be received in the employee’s paycheck, for multilingual pay. For an employee to be eligible for multilingual pay, the employee must pass a Library District-approved foreign language proficiency examination at the Library District’s expense. Multilingual pay will be received beginning in the first month after the employee has successfully completed the mandatory examination. The maximum amount of multilingual pay will be fifty dollars ($50.00) monthly, regardless of the number of other languages in which an employee may be proficient. Employees will not be required to complete another examination unless the employee voluntarily withdraws and then wishes to re-enter the program. Should the employee demonstrate an unwillingness or a lack of competence in utilizing their multilingual language skills for the benefit of the Library District, the Library District may remove the employee from the list and multilingual pay will cease for that individual. The above provisions will also apply to employees who have received ASL certification for sign language. A copy of the ASL certification must be presented to Human Resources, and a copy will be maintained in the employee's personnel file. The employee will receive multilingual pay beginning the following month.
Sample 1
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Multilingual Pay. Employees who speak languages other than English and who use those languages to communicate with students and families on a regular basis shall get Multilingual Pay on top of their regular salary. Multilingual Pay will be added on to the employee’s regular salary at the following rates:
Sample 1

Related to Multilingual Pay

  • Bilingual Pay Where the Employer currently pays bilingual pay or bonuses, it shall continue to do so. The Employer retains discretion to initiate bilingual pay or bonuses. The minimum bilingual bonus or hourly equivalent is $25 per pay period. The Employer may not require an employee to use bilingual skills without paying the appropriate bonus or pay. This does not apply to employees where such skills are in the classification specification.

  • Supplier Diversity Seller shall comply with Xxxxx’s Supplier Diversity Program in accordance with Appendix V.

  • Outreach Not less than 30 days prior to the opening of bids or the selection of contractors, the Agency-Assisted Contractor or Contractor shall:

  • Traffic Control The Surveyor shall control traffic in and near surveying operations adequately to comply with provisions of the latest edition of the Texas Manual on Uniform Traffic Control Devices – Part VI which can be found on the State’s internet site. In the event field crew personnel must divert traffic or close traveled lanes, a Traffic Control Plan based upon principles outlined in the latest edition of the Texas Manual on Uniform Traffic Control Devices – Part VI shall be prepared by the Surveyor and approved by the State prior to commencement of field work. A copy of the approved plan shall be in the possession of field crew personnel on the job site at all times and shall be made available to the State’s personnel for inspection upon request.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

  • Prescription Drugs The agreement may impose a variety of limits affecting the scope or duration of benefits that are not expressed numerically. An example of these types of treatments limit is preauthorization. Preauthorization is applied to behavioral health services in the same way as medical benefits. The only exception is except where clinically appropriate standards of care may permit a difference. Mental disorders are covered under Section A. Mental Health Services. Substance abuse disorders are covered under

  • Distance Education 7.13.1 Expanding student access, not increasing productivity or enrollment, shall be the primary determining factor when a decision is made to schedule a distance education course. There will be no reduction in force of faculty (as defined in Article XXIII of this Agreement) as a result of the District’s participation in distance education. 7.13.2 Courses considered to be offered as distance education shall be defined in accordance with the Board of Governors’ Title 5 Regulations and Guidelines. Generally, this definition refers to courses where the instructor and student are separated by distance and interact through the assistance of communication technology (reference section 55370 of Title 5 California Code of Regulations). The determination of which courses in the curriculum may be offered in a distance education format, in addition to instructor/student contact requirements, shall be in accordance with the Title 5 California Code of Regulations.

  • Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

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