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 Depending on how many hours are spent providing translator services, it could be more affordable <br />for the Court than other methods of providing services. <br /> Multiple employees can be approved to receive the stipend (it is the Court’s intent at this time to <br />provide the stipend to two employees in LDC, and one in UDC). <br /> Having an employee available who can provide translator services is more beneficial than having to <br />arrange for an outside interpreter in advance, and possibly having them wait for hours to be utilized. <br />CON’S TO A STIPEND: <br /> Depending on how many hours are spent providing translator services, it could be more expensive <br />for the Court than other methods of providing services. <br /> Fair application of the stipend may be difficult; what if more employees want to be qualified than <br />the budget can cover? What will the process be to ensure fair selection? What if an employee <br />wishes to obtain State Certification – will they be guaranteed the higher stipend if it is not in the <br />budget? <br />PRO’S TO HOURLY PREMIUM PAY: <br /> Keeps the extra pay separate from the regular LPA III wage scale for tracking/reporting/budgeting <br />purposes. <br /> Premium pay can be added or removed without disruption to employee status or base <br />compensation. <br /> Hourly pay will provide more accurate compensation since it is based on hours actually spent <br />providing translator services. <br /> Hourly premium pay can be provided to more employees because they are only being paid for <br />services rendered; not for being “on call”. <br />CON’S TO HOURLY PREMIUM PAY <br /> Setting the right amount may be challenging given the range between premium pay that exists in <br />other contracts vs. the published survey rates for interpreter services. <br /> Fair application of the premium may be difficult, as with the stipend. <br /> <br />DESIGNATION VIA JOB DESCRIPTION <br />Rather than compensate for translator services through a stipend or premium pay, the Court could create a <br />Legal Process Assistant/Translator position, and translator services would be an essential function. The new <br />wage scale would be slightly higher than an LPA III to reflect these extra duties. <br />PRO’S TO DESIGNATION VIA JOB DESCRIPTION: <br /> No separate pay to track.