Laserfiche WebLink
<br />15.5 Regular Part-Time Appointment <br /> 15.5.1 Regular part-time appointments may be made when there is part- <br /> time work to be performed on a regular and continuous basis and <br /> upon certification by the Department Head to which the <br /> appointment is to be made, to the Human Resources Director, that <br /> the worker is to be scheduled to work continuously during a twelve <br /> (12) month period. Benefits, including life insurance, health <br /> insurance, dental insurance, vacations, sick leave and educational <br /> expense reimbursement shall be granted on a prorated basis <br /> computed by dividing the regularly scheduled hours each week by <br /> forty (40). That factor shall be the percentage of the City's <br /> contributions for regular part-time workers for life insurance, health <br /> insurance and dental insurance, and shall be the percentage of <br /> vacations, sick leave and educational expense reimbursement <br /> benefits for regular full-time workers. <br /> 15.5.2 Regular part-time appointed workers who are scheduled to work on <br /> a holiday, but granted the holiday off, shall be paid their established <br /> rate of pay for the hours they normally would have worked. <br /> 15.5.3 Any regular full time worker going to regular part-time employment <br /> will retain his/her sick leave and vacation benefits. However, the <br /> worker will only receive vacation and sick leave accrual <br /> proportional to the amount of time worked. Health benefits will also <br /> be paid in proportion to time worked. A regular full time worker <br /> going to regular part-time employment will not serve a probationary <br /> period. <br />15.6 Bilingual Differential <br /> 15.6.1 Workers who are assigned to job duties requiring bilingual skills are <br /> eligible to receive a two and one-half percent (2-1/2%) pay <br /> differential for the use of bilingual skills in job duties arising during <br /> the normal course of work. Sign language shall be recognized as a <br /> bilingual skill under this Article. <br /> 15.6.2 Eligibility for the bilingual pay differential shall be determined by the <br /> Human Resources Director on the basis of an oral proficiency test <br /> developed and administered by the City. To retain the 2.5% <br /> differential, workers will be required to pass an annual oral <br /> proficiency test. <br /> 21 <br />