AgdaPkt 2014-06-09 Closed and Joint SA

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ATTACHnMFNT I 7.1.A. - Page 22 TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND CHIEF OFFICERS' ASSOCIATION (COA) RE: SUCCESSOR MOU 16.10 Court Appearance Leave Leave for court appearance due to a summons to testify as a witness in a matter regarding an event or transaction which he or she perceived or investigated in the course of his or her City job duties -shall be granted by the City for court appearance on behalf of the City with no loss of salary. An employee is not entitled to Court Appearance Leave for time an employee spends: • Testifying on his or her own behalf. • In preparation for the trial, including answering the government's interrogatories, and observing the conduct of the trial, if an employee is a party in a suit against the City(i.e., plaintiff); • If summoned for a criminal or traffic violation in connection with his or her appearance in court as a defendant; • If the employee brings or responds to a suit, or is summoned to provide testimony in a nonofficial capacity, in a proceeding to which the City is not party; or • In court if appearing voluntarily. 16.11 Bilingual Pay COA members who are assigned job duties requiring bilingual skills as determined by the Fire Chief 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. COA members with advanced bilingual skills who are assigned job duties requiring advanced bilingual skills as determined by the Fire Chief 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 Personnel Officer 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 once every three years. 16.14 Educational Expense Reimbursement 16.14.1 Management unit employees shall be eligible for reimbursement of costs of tuition, registration fees, books, calculators, and other related items and supplies Page 18 of 22