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16.12 Compensation for Vehicular Damage An employee may be compensated by the City for property damage to a private vehicle owned by the employee or his/her spouse, provided that at the time the damage occurred the employee was using the vehicle within the scope of his/her employment and directly in pursuit of City business. The City shall pay the employee the actual cost of the damage less monetary damages paid the employee, provided the total payment by the City shall not exceed one hundred dollars ($100.00) for anyone (1) occurrence. It is further understood that payment shall be made only in the event a City-owned vehicle was not assigned to or available for use by the employee; the employee is not required to keep a vehicle available as provided in Section 2.16 of the Redwood City Code; and that the employee has diligently pursued his/her legal remedies to obtain payment for the damages in an amount which totally compensates for the damages, the employee shall reimburse the City any payments made as provided by this Section 16.12. Except as otherwise specifically provided in this section, the existing City policy on Use of City Owned and Private Vehicles for City Business shall be followed. 16.13 Bilingual Pay RCMEA members who are assigned job duties requiring bilingual skills are eligible to receive a two and one-half percent (2.5%) pay differential for the use of bilingual skills in job duties arising during the normal course of work. RCMEA members with advanced bilingual skills are eligible to receive a five percent (5%) pay differential for the use of these advanced skills in job duties arising during the normal course of work. Advanced bilingual skills, for the purpose of the five percent (5%) pay differential shall be defined as the ability to translate and communicate beyond conversational speaking and/or basic writing. Employees who receive the five percent (5%) advanced bilingual differential are required, when called upon, to utilize their skills citywide. Eligibility for the regular or advanced bilingual pay differential shall be determined by the Human Resources Director on the basis of an oral proficiency test and an oral and written proficiency test, respectively. Both tests will be developed and administered by the City. To retain the 2.5% or 5% differential, employees will be required to pass the City's bi-annual proficiency test. 16.14 Temporary Upgrade An employee temporarily assigned by the supervisor to work in a higher paid classification shall receive a temporary upgrade to the lowest point of the range in the higher classification which will result in an increase over his regular rate of pay. This temporary upgrade shall be effective on the 11th work day in the higher classification. 16.15 Shift Equalization Pay for Battalion Chiefs Battalion Chiefs and the Administrative Chief/Fire Marshall assigned to a forty (40) hour work week shall receive shift equalization pay of 8.5% of their base salary per year. This shift differential pay takes into account the differences in pay received for holidays, year-end NAVL payoff and year-end leave buyout. 15