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13 <br /> 1 • Access to Learning the Spanish Language <br /> 2 ❖ The Board of County Commissioners desires access for all County employees <br /> 3 the ability to learn Spanish. <br /> 4 ❖ Provide in-house training for Basic Introduction to the Spanish Language <br /> 5 ❖ Place the Rosetta Program in the Employee Development Library. Continue to <br /> 6 work with Departments to recognize the need for employees to be bi-lingual and <br /> 7 as such recruit accordingly. <br /> 8 • Identify and Designate More Bi-lingual Classifications <br /> 9 <br /> 10 Commissioner Jacobs suggested moving funds for the tuition reimbursement program to <br /> 11 the Rosetta program, or another bilingual program. <br /> 12 Brenda Bartholomew said there could be a remarketing of the tuition reimbursement <br /> 13 program. She said there is a premium "bilingual pay" that is 3% of an employee's base pay, for <br /> 14 those who utilize bilingual skills during the workday. <br /> 15 Commissioner Dorosin suggested, going forward, to identify key departments, or <br /> 16 positions within a department, that have a lot of direct public engagement, and to insure there <br /> 17 are bilingual employees working there. <br /> 18 <br /> 19 Work Assignments of Temporary Employees <br /> 20 Temporary employees may work a variety of reasons, and in differing capacities including: <br /> 21 • A regular part-time work schedule for periods longer than six months to a year to fill a <br /> 22 temporary need. <br /> 23 • The duration of a grant-funding period. <br /> 24 • Seasonal employment. <br /> 25 • On an as needed basis. <br /> 26 • When filling a position vacated because a permanent employee is on leave or during the <br /> 27 time period to process the filling of vacancies. <br /> 28 • As a participant in the Workforce Investment Act (WIA) (DSS youth employment grant) <br /> 29 or Work First Program, which services parents of children with little or no income. <br /> 30 • As an Intern, for educational purposes <br /> 31 <br /> 32 County Actions <br /> 33 The County has been pro-active in appropriately identifying positions which need to be <br /> 34 classified as permanent as per the Personnel Section of the Orange County Code of <br /> 35 Ordinances and the Affordable Care Act requirements. <br /> 36 • Action Agenda Item 5, dated April 17, 2008 <br /> 37 • Action Agenda Item 3, dated September 11, 2014 <br /> 38 • It was determined that there were some employees working in hours in excess of what <br /> 39 the Affordable Care Act allows as well as outside the desire of the Board. As part of the <br /> 40 FY 2015/16 budget adoption, positions were subsequently made permanent. <br /> 41 Overview of Temporary Utilization <br /> 42 • Human Resources will continue to ... <br /> 43 • Review the work of temporary employees to make sure they are appropriately classified <br /> 44 as per the County Ordinance and make changes as necessary. <br /> 45 • Monitor temporary employees working more than 12 months or 1,000 hours in a <br /> 46 calendar year as required by the Retirement System. <br /> 47 • Monitor hours worked by temporary employees to ensure that all employees eligible for <br /> 48 health insurance benefits are appropriately notified and enrolled as per the Affordable <br /> 49 Care Act. <br /> 50 <br />