In the recently-negotiated tentative agreement, we won language that creates a salary increase of 5% for our members who use a language other than English in the course of their work duties. But being fluent in another language is not enough to make you eligible for the differential. There are several ways to become eligible.
- Anyone who has a bilingual requirement as a minimal qualification in their position description is automatically eligible for the 5% premium pay.
- If your supervisor asks you to use the additional language as a regular part of your work, they must then revise your position within the next 30 days, which will make you eligible to receive the premium.
- If bilingual skill is not part of your position description, and your supervisor hasn’t asked you to use your language skill, but you need to use the language skill regularly to communicate with students or their families, there is a process you can use to request the premium.
First, arrange a meeting with your supervisor and describe how frequently you use the language and the circumstances, such as interpreting or translating for co-workers, communicating with students for whom English is a second language, or speaking with parents who are more comfortable speaking in their native language.
If the supervisor decides that you are not eligible, but you want a second opinion, you have the right to contact Human Resources and discuss it with them.
If HR doesn’t agree with you, and you believe their decision is incorrect, you have the right to file a grievance. To do this, contact AAUP and we can discuss the situation. If there is a valid argument in favor of you receiving the premium, then a grievance may be filed to make you eligible.
Finally, below is the language that was agreed to in bargaining. If you have any questions, please contact AAUP at (503)-725-4414 or aaup@psuaaup.net.
Article 17. ACADEMIC PROFESSIONAL FACULTY
Section 5. Academic Professional Appointments and Compensation
(g) Bilingual or Multilingual differential pay [new section]
Academic Professionals who, in addition to being proficient in English, are proficient in another spoken language or American Sign Language and whose position description requires the language proficiency as a minimum qualification will receive a differential pay of [% or flat amount TBD] on top of their base compensation. This differential pay is referred to here as “bilingual pay differential.”
Employees who do not receive the differential will not be obligated to use their non-English language skill. The employee’s proficiency in a language other than English must meet the minimum mandatory standards as determined by the University prior to the bilingual pay being awarded.
For positions where language proficiency is not a minimum qualification and the Academic Professional is subsequently asked by their supervisor to use the additional language skill as a regular part of the work the supervisor or hiring manager will, within 30 days, revise the position description to require the language skills and the member will be eligible for the bilingual pay differential.
If an employee believes they are eligible for the differential and is not receiving the compensation, they must meet with their supervisor to discuss the matter. This meeting will take place within a reasonable period of time. If an Academic Professional is not satisfied with the meeting outcome, the employee is entitled to schedule a meeting with Human Resources, who will meet with the employee within 30 days of the request, to review the position description and the language requirements. If a resolution is not reached, the Association may file a grievance starting at Step Two of the grievance process as described in Article 28, Resolution of Disputes. |
