Minutes 03-29-2016 - Laserfiche WebLink

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