AgdaPkt 2003-01-27 - Laserfiche WebLink

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7 2A -Zo Actual costs to and from destination not to exceed a maximum computed at a rate not to exceed current IRS mileage reimbursement limits for miles traveled both within and outside the City by carrier service, including any privately -owned conveyance; provided, however, that for travel to and from destination in excess of 300 miles, said maximum shall not exceed actual air coach fare when such fare is less than the amount computed at the aforesaid rates. For the purposes of this subsection, the actual cost for miles, actually traveled by privately owned conveyance, including cost of fuel, maintenance, repairs, insurance and depreciation, shall be deemed equal to the maximum allowance provided for in this subsection. If the City is reimbursed by P.O.S.T. for an employee's mileage payment, the City shall pay to the employee the full amount of the P.O.S.T. reimbursement. 7.9 Post Certificate Pav Employees who possess the P.O.S.T. Intermediate Certificate shall receive educational incentive pay equal to 2.5% of base salary. Employees who possess the P.O.S.T. Advanced Certificate shall receive educational incentive pay equal to 5.0% of base salary. Educational incentive pay shall commence on the date of issuance of the certificate. 7.10 Loneevitv Pav Employees with ten or more years of service with the City of Redwood City who maintain a current satisfactory performance evaluation and possess a valid advanced certificate awarded by the California Commission on Peace Officer Standards and Training along with sixty (60) college semester credits of which twenty-four (24) must be in the Administration of Justice or in the alternative, an employee who possesses an A.A. or higher degree from an accredited institution of higher learning, shall be eligible to receive an additional 7 -1/2% of pay. It is understood that an employee shall not receive both Educational Incentive Pay and Longevity Pay. 7.11 Bilingual Pav The City, with Department Head approval, shall pay a differential of 2.5% of base pay to employees who are proficient in Spanish and who successfully pass a proficiency examination. The City, with Department Head approval, shall pay a differential of 5% of base pay to employees who can translate Spanish well enough to conduct intense suspect and victim interviews at a level that will hold up in court. Officers that accept the 5% pay would be required to agree, when called upon, to translate citywide and be a spokesperson for the police department when communications between the Spanish press and the police department are needed. To retain either the 2.5% or the 5% differential, employees will be required to pass a bi- annual re- certification proficiency examination.