Salary Resolution No. 95-0926 Revised August 2023 Section 8: Premium Pay

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What’s on this Page

• 8.1 Premium – P.O.S.T.
• 8.2 Premium – Shift Differential (Amended 7/11/23)
• 8.3 Premium Pay – Confidential Employees (Amended 7/11/23)
• 8.4 Premium Pay – Nurse Practitioner / Physician Assistant (Amended 3/19/13)
• 8.5 Bilingual Pay (Amended 3/19/13, 6/14/16, 7/11/23)
• 8.6 Bilingual Pay – Termination of (Amended 3/19/13)
• 8.7 Bilingual Pay – Daily Assignment
• 8.8 Extra Help Employees
• 8.9 Premium Pay for Detention & PES/CSU Facilities (Amended 10/21/14)
  • 8.9.1 Detention Facility
  • 8.9.2 PES/CSU
• 8.10 Patient Care Manager / Family Nurse Practitioner Certified

Read Next: Section 9: Stand-By

Each Unrepresented employee in the class of Deputy Sheriff II, Sheriff's Sergeant, District Attorney Investigator I, District Attorney Investigator II, Senior District Attorney Investigator, Welfare Fraud Investigator I, Welfare Fraud Investigator II, Public Defender Investigator I, and Public Defender Investigator II who have been awarded a valid certificate issued by the California Commission on Peace Officers' Standards and Training (POST), shall be eligible for POST premium compensation at the same rate of pay as described in the Memorandum of Understanding representing permanent employees in the same classification.

Each Sheriff who has been awarded an advanced certificate issued by the California Commission on Peace Officer’s Standards and Training (POST) shall be eligible for POST premium compensation upon presentation of said certificate to the County. Each eligible Sheriff who has been awarded a valid advanced certificate shall receive three percent (3%) of base hourly rate thereafter, added to the employee’s base hourly rate for all compensation purposes.

The payments set forth in this Section (8.1) shall become effective at the beginning of the first full pay period following the date of eligibility or application for the specified POST premium, whichever date is later.

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Employees designated as Unrepresented Confidential or Unrepresented shall be entitled to receive shift differential if the employee is assigned to work, and actually works an evening or night work shift.

1. Shift differential shall be paid only for hours worked on the defined shift.  An employee whose shift starts 7 a.m. or later and ends by 7 p.m. shall not be eligible for shift pay.
2. An employee who works any portion of their shift hours between 2 p.m. and 10 p.m. will receive the evening shift differential premium specified in this Subsection (8.2(c)).  An employee who works any portion of their shift hours between 10 p.m. and 8 a.m. will receive the night shift premium specified in subsection 8.2(d).
3. Evening Shift Premium: An additional five percent (5%) above the employee's base hourly rate for each hour actually worked on an evening shift.        
4. Night Shift Premium: An additional ten percent (10%) above the employee's base hourly rate for each hour actually worked on a night shift.
5. Employees in job classes represented by other bargaining units entitled to receive shift premium pay shall be paid as described in the Memorandum of Understanding representing permanent employees in the same classification.

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Employees designated as Unrepresented Confidential employees shall be entitled to receive a premium pay of one dollar and fifty cents ($1.50) per hour.

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Each Unrepresented employee in the classification of Public Health Nurse I or Public Health Nurse II who meets the minimum qualification for employment as a Nurse Practitioner / Physician Assistant, and who is assigned to perform the duties normally ascribed to the classification of Nurse Practitioner / Physician Assistant, shall be paid at the salary step of the scale for such higher classification which corresponds to the salary step of the employee's salary scale for each hour assigned and actually worked at said classification.  An entry will be made in the employee's personnel file to document the employee's service as a Nurse Practitioner / Physician Assistant.

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When a Department Head designates an Unrepresented Administrative Management position or Unrepresented Confidential position or an Unrepresented position which requires bilingual skills on the average of at least ten percent (10%) of the employee's work time, such an employee in the designated position shall first demonstrate a language proficiency of job‑related terminology acceptable to the Department Head and the Director of Human Resources.

The County shall pay the employee in a designated basic position a premium of one dollar and fifteen cents ($1.15) per hour in addition to the employee’s base hourly rate of pay.

Effective upon adoption of this agreement, the County shall pay the employee in a designated fluent position a premium of one dollar and fifty cents ($1.50) per hour in addition to the employee’s base hourly rate of pay.

Employees in job classes represented by other bargaining units entitled to receive bilingual pay shall be paid as described in the Memorandum of Understanding representing permanent employees in the same classification.

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When a department head determines that a designated bilingual employee is no longer utilizing their bilingual skills at least ten percent (10%) of the employee's time for three consecutive pay periods, the County may remove the employee from the list of designated bilingual employees and the employee will no longer be entitled to receive Bilingual Pay, unless re-designated by the department head at a later date.

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When (a) a Department Head has designated an Unrepresented / Confidential position which requires bilingual skills on the average of at least ten percent (10%) of the employee’s work time, and (b) an employee has been assigned on an on-going basis to carry out such assignment, and (c) the employee so assigned becomes absent by virtue of temporary leave such as sick leave, vacation, or compensatory time off, then the Department Head may assign an employee to carry out the required bilingual duties of the assigned position on a daily basis. This back-up person, having first demonstrated a proficiency of job-related terminology acceptable to the Department Head and the Director of Human Resources, shall be entitled to the bilingual premium specified in Section 8.5 per hour for all hours actually worked in a daily assignment.

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Each Unrepresented Extra Help employee in the class of Occupational Therapist I, Occupational Therapist II, Physical Therapist I and Physical Therapist II shall be paid a premium of ten percent (10%) above the employee's base hourly rate.

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8.9.1 Detention Facility 

An Unrepresented Extra Help employee in a classification represented by Engineers and Scientists of California (ESC) who is assigned to work in a detention facility shall receive the premium pay specified in the ESC current contract above the employee's base hourly rate for all hours worked in the detention facility.  Only those detention facilities listed in the ESC contract under Section 13.7 (Premium Pay for Detention Facilities) are eligible for this premium.

8.9.2 PES / CSU

Effective 10/14/14, an Unrepresented Extra Help employee in a classification represented by Engineers and Scientist of California (ESC) who is assigned to work in the Psychiatric Emergency Services / Crisis Stabilization Unit (PES/CSU) shall receive the premium pay specified in the ESC current contract above the employee’s base hourly rate for all hours worked in the PES/CSU facility.

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When required by a position, as determined by the appointing authority, an employee in the class of Patient Care Manager who is certified as a Family Nurse Practitioner (FNP) shall be paid as a Patient Care Manager / FNP, as specified in Appendix A.

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