Second Language Differential Sample Clauses
The Second Language Differential clause establishes additional compensation or benefits for employees who are required to use a second language as part of their job duties. Typically, this clause outlines the criteria for eligibility, such as demonstrating proficiency in the second language and the specific roles or situations where the language skills are necessary, for example, customer service positions in multilingual communities. Its core function is to recognize and reward employees for the added value and effort involved in utilizing a second language at work, thereby encouraging language skills and ensuring fair treatment for those performing extra duties.
Second Language Differential. Employees whose jobs require the knowledge of a second language will receive a thirty five (35) cent differential for all hours worked.
Second Language Differential. Employees whose jobs require the knowledge of a second language will receive a fifty cent ($0.50)differential for all hours worked.
Second Language Differential. An employee who is required in the regular course of their assigned duties, to use a second language will receive a $25.00 per pay period differential subject to such an employee demonstrating an oral fluency in the second language required. Promotions: Moving from one position category to another is considered a promotion. Promotions earn a pay increase of 6% or the minimum salary listed for the new category, whichever is higher. During an employee’s annual evaluation, the supervisor shall discuss opportunities for promotion based on the needs of the organization. If such an opportunity exists, or may be created, UNE will work with the employee to create a plan that outlines the new responsibilities, and necessary support the employee may need to take on the new responsibilities. Employees shall receive a 3% pay increase annually on the employee's anniversary date of hire. Employees shall receive a retention increase of 6 % on their fifth (5th) anniversary date of hire. The wage rates set forth in the collective bargaining agreement are minimum rates. UNE may, at its sole discretion, provide a higher wage to an individual employee without having to pay the same amount to every employee in the same classification. If UNE provides an employee a higher rate UNE will notify DNG in writing. All UNE employees shall be eligible for reimbursement for non-commute, work-related mileage at the federal rate in effect at the time. Project Organizations with an annual operating budget of less than $200,000 shall not be required to comply with the cell phone provisions below. UNE employees shall be eligible for the cell phone benefit based on the following criteria: - People that work more than 40% out of the office – (automatically qualify for tier 2) – Supervisor determines the employee must be reachable after hours - Supervisor determines the employee must have calendar on phone - Supervisor determines the employee must have email/text on phone - Employee makes or is anticipated to make 4 or more out of metro trips a year To be eligible for tier 1 cell phone benefit, the employee must fill one of the above criteria. To be eligible for the tier 2 cell phone benefit, the employee must work more than 40% out of office or fill any two other of the above criteria. Tier 1 cell phone benefit: UNE shall provide a cell phone allowance to the employee of $35 per month. Tier 2 cell phone benefit: UNE shall provide a cell phone allowance of $75 per month or an UNE provided cell ...