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<br />20 <br /> <br />and other leaves, and educational expense reimbursement shall be granted on a prorated basis <br />computed by dividing the worker’s regularly scheduled hours each week by forty (40), multiplied by <br />the City’s contributions for full time employees. <br /> <br /> <br /> <br />15.5.2 Regular part-time appointed workers who are scheduled to work on a holiday, but granted the <br />holiday off, shall be paid their established rate of pay for the hours they normally would have <br />worked. <br /> <br />15.5.3 Any regular full time worker going to regular part-time employment will retain his/her sick leave and <br />vacation benefits. However, the worker will only receive vacation and sick leave accrual <br />proportional to the amount of time worked. Health benefits will also be paid in proportion to time <br />worked. A regular full time worker going to regular part-time employment will not serve a <br />probationary period. <br /> <br />15.5.4 Variation of Hours and Benefits: The Parties acknowledge that the regularly scheduled hours of <br />permanent part-time workers in the representation unit may vary from year to year. To ensure the <br />equitable treatment of such workers, the Parties agree that each July, the City shall prepare a list <br />of the straight time hours worked by each such worker in the immediately preceding fiscal year. <br />The City shall provide a copy of this list to the Union by August 1st each year. Effective September <br />1st each year, the City shall adjust the prorated share of each such worker’s benefits to reflect the <br />portion of a regular full-time schedule that each employee worked in the immediately preceding <br />fiscal year. If a unit member falls below the twenty (20) hour per week average, the member will no <br />longer be eligible for a City contribution towards the benefit plans and will be offered COBRA. <br /> <br /> <br />15.6 Bilingual Differential <br /> <br />15.6.1 A worker who has passed the City’s proficiency test and is assigned to job duties requiring <br />bilingual skills are eligible to receive a two and one-half percent (2.5%) pay differential for the use <br />of bilingual skills in job duties arising during the normal course of work. Sign language shall be <br />recognized as a bilingual skill under this Article. <br /> <br />15.6.2 A worker who has passed the City’s proficiency test and is assigned job duties with advanced <br />bilingual skills are eligible to receive a five percent (5%) pay differential for the use of these <br />advanced skills in job duties arising during the normal course of work. Advanced bilingual skills, for <br />purposes of the five percent (5%) pay differential, are defined as the ability to translate and <br />communicate beyond conversational speaking and/or basic writing. Workers who receive the five <br />percent (5%) advanced bilingual differential are required, when called upon, to utilize their skills <br />citywide. <br /> <br />15.6.3 Eligibility for the regular or advanced bilingual pay differential shall be determined by the Personnel <br />Officer on the basis of an oral proficiency test and an oral and written proficiency test, respectively. <br />Both tests will be developed and administered by the City. To retain the two and one half percent <br />(2.5%) differential, workers will be required to pass the City’s proficiency test once every three (3) <br />years. To retain the five percent (5%) differential, workers will be required to pass the City’s <br />proficiency test once every five (5) years. <br /> <br />15.6.4 Bilingual skills shall not be a condition of employment except for workers who are hired specifically <br />6.3.B. - Page 30