Common use of Specialty Pay Clause in Contracts

Specialty Pay. A. Paramedic Pay 1. Employees who are certified to perform paramedic services and who are assigned by the Authority to perform such services regularly shall be paid— in addition to their regular salary— fifteen (15) percent of their base salary per month, prorated on an hourly basis. Such employees who work an overtime shift as a paramedic to cover a designated paramedic position, due to the absence of the regularly assigned employee, shall also receive paramedic pay on a prorated basis for that overtime shift or portion thereof. 2. Employees who maintain an active paramedic certification and who are assigned to perform paramedic duties intermittently shall receive paramedic pay on a prorated basis for each hour the employee performs paramedic duties. 3. Paramedic pay shall apply to workers’ compensation and be considered as part of the employee's base pay for the earning of other benefits, as provided by law. B. Bilingual Pay 1. Qualified employees who meet the following criteria shall receive an additional (.5571) dollars per hour (one hundred and thirty-five dollars [$135] per month) for all hours actually paid. a. An employee must be conversant in one of the pre-designated languages to qualify to receive bilingual pay: • Spanish • Vietnamese • Korean • Chinese/Mandarin/Cantonese • American Sign Language b. Other languages may qualify on a case-by-case basis. c. The employee must be approved by the Human Resources Director, or their designee, as per SOP HR.01.01 (Procedure for Requesting Bilingual Pay). Furthermore, there shall be no changes to SOP HR 01.01 during the term of this MOU without mutual agreement. d. The agreed upon testing procedure for achieving the bilingual bonus pay is described in SOP HR.01.01. e. The Authority utilizes the Interagency Language Roundtable (ILR) scale to determine an employee’s ability to communicate in a language by grading proficiency on a scale of 0 to 5. A passing score for bilingual pay is ILR Level 2 (limited working proficiency). Both parties agree that for any language that does not use ILR, the Authority will use an equivalent scale to determine level of proficiency. f. The testing process will be administered individually, in person, over the phone or web based, and can be retaken after one (1) month if there is a failure. g. In the event that the OCFA changes the testing provider(s), they will notify the Association, in writing, to meet and discuss the new process and conditions that will be mutually agreed going forward. 2. Bilingual pay shall apply to workers' compensation and be considered as part of the employee's base pay for the earning of other benefits, as provided by law. 3. A bilingual employee may be called upon to speak or translate a second language at any time, as Authority needs dictate. 4. Hand Crew Firefighters are ineligible for bilingual pay.

Specialty Pay. A. Paramedic Pay 1. Employees who are certified to perform paramedic services and who are assigned by the Authority to perform such services regularly shall be paid— in addition to their regular salary— fifteen (15) percent of their base salary per month, prorated on an hourly basis. Such employees who work an overtime shift as a paramedic to cover a designated paramedic position, due to the absence of the regularly assigned employee, shall also receive paramedic pay on a prorated basis for that overtime shift or portion thereof. 2. Employees who maintain an active paramedic certification and who are assigned to perform paramedic duties intermittently shall receive paramedic pay on a prorated basis for each hour the employee performs paramedic duties. 3. Paramedic pay shall apply to workers’ compensation and be considered as part of the employee's base pay for the earning of other benefits, as provided by law. B. Bilingual Pay 1. Qualified employees who meet the following criteria shall receive an additional (.5571) dollars per hour (one hundred and thirty-five dollars [$135] per month) for all hours actually paid. a. An employee must be conversant in one of the pre-designated languages to qualify to receive bilingual pay: • Spanish • Vietnamese • Korean • Chinese/Mandarin/Cantonese • American Sign Language b. Other languages may qualify on a case-by-case basis. c. The employee must be approved by the Human Resources Director, or their designee, Director as per SOP HR.01.01 (Procedure Procedures for Requesting Bilingual Pay). Furthermore, there shall be no changes to SOP HR HR 01.01 during the term of this MOU without mutual agreement. d. The agreed upon testing procedure for achieving the bilingual bonus pay is described in SOP HR.01.01the Berlitz Languages, Inc., or mutually agreed equivalent. e. The Authority utilizes agreed pass-point is the Interagency Language Roundtable (ILR) scale to determine an employee’s ability to communicate in a language by grading proficiency on a scale of 0 to 5. A passing score for bilingual pay is ILR Level 2 (limited working proficiency). Both parties agree that for any language that does not use ILR, the Authority will use an equivalent scale to determine Berlitz designated skill level of proficiency“Speaking 2-Limited Work Proficiency”. f. The testing process will be administered individually, in person, over the phone or web based, and can be retaken after one (1) month if there is a failure. g. In the event that the OCFA changes the testing provider(s), they will notify the Association, in writing, to meet and discuss the new process and conditions that will be mutually agreed going forward. 2. Bilingual pay shall apply to workers' compensation and be considered as part of the employee's base pay for the earning of other benefits, as provided by law. 3. A bilingual employee may be called upon to speak or translate a second language at any time, as Authority needs dictate. 4. Hand Crew Firefighters are ineligible for bilingual pay. C. Hazardous Materials Pay (Technician, Non-Paramedic = 7.5% HazMat Pay) 1. Employees who are qualified to perform hazardous materials duties and who are assigned by the Authority to a position designated to perform hazardous materials duties regularly shall be paid—in addition to their regular salary— seven and one-half (7.5%) percent of their base salary per month, prorated on an hourly basis; Such employees who work an overtime shift to cover a designated hazardous materials position, due to the absence of the regularly assigned employee, shall also receive hazardous materials pay on a prorated basis for that overtime shift or portion thereof. 2. Hazardous materials qualified employees who are occasionally assigned to cover a designated hazardous materials position due to the absence of the regularly assigned employee shall receive hazardous materials pay on a prorated basis for each hour the employee is assigned to perform the duties of the designated hazardous materials position. 3. Hazardous materials pay shall apply to workers' compensation and be considered part of the employee's base pay for the earning of other benefits, as provided by law. D. Hazardous Materials Specialist Incentive Pay (Specialist, Non-Paramedic = 7.5% HazMat Pay + 2.5% HMSI Pay, for a total of 10% combined) 1. To be eligible to receive the Hazardous Materials Specialist Incentive (HMSI) pay, employees must be designated as qualified by the OCFA. Qualified is defined as having successfully completed and hold a current certification as a California State Hazardous Materials Specialist and an assignment (voluntary or administrative) to Engine 20, Truck 20 or Engine