Res11 15077 - Laserfiche WebLink

Browse Search

01/10/2011 7.16 Bilingual Differential Employees who are assigned to job duties requiring bilingual skills are eligible to receive a two and one -half percent (2 -1/2 %) pay differential for the use of these skills in job duties arising during the normal course of work as first responders. Employees 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 purposes of the five percent (5 %) pay differential, are defined as the ability to translate and communicate beyond conversational speaking and /or basic writing. Workers who receive the five percent (5 %) advanced bilingual differential are required, when called upon, to utilize their skills citywide. First responder and advanced bilingual testing will begin within sixty (60) days of ratification and Council approval of an agreement. Eligibility for the first responder or advanced bilingual pay differential shall be determined by the Human Resources Director on the basis of an oral proficiency test or an oral and written proficiency test respectively. To retain the 2.5% or 5% differential, employees will be required to pass the City's bi- annual proficiency test. Bilingual skills shall not be a condition of employment except for employees who are hired specifically with that requirement. If a employee is hired under this provision, that requirement shall be included in the initial appointment letter. The City has the right to discontinue the bilingual differential at any time based on changes to the business needs, provided that the City gives the exclusive representative ten (10) days notice prior to such revocation, in order to allow the opportunity for the parties to meet and confer. 7.17 Exit Incentive Plan (EIP) An employee who retires with a Service Retirement from the City of Redwood City between and including the date this MOU is signed by the Parties and June 30, 2012, will be eligible to receive a payment under the City's EIP equivalent to the cost of purchasing two years of additional service credit from CaIPERS in compliance with Government Code Section 7507. Such payment will be made by the City into an account for the retiree within the City Council approved tax deferred IRC Section 401(a) Plan. The details of that Plan are set forth in the Plan Document dated January 1, 2004. The City may amend said Plan from time to time to conform to law and provide for the general administration of the Plan. The employee will sign a release agreement stating they agree with these terms and conditions of the EIP before receiving the benefit. 19 Page 25 #15077 MUFF # 905