Salary Ordinance

Except as otherwise set forth in this Section, each employee who is required by their agency/department to work a “split shift” or a “night shift” is herewith allowed, in addition to compensation otherwise provided for in this Salary Ordinance, compensation for each such shift at the rate of five percent (5%) of the pay for their job classification.

For the purpose of this Section, “split shift” means all time worked by an employee holding a regular biweekly salary position who is required by the Agency/Department Head to perform the normal daily tour of duty within a period of more than nine and one-half (9.5) hours.

For the purpose of this Section, “night shift” means all time worked by an employee required to work at least five-eighths (5/8th) of the normal daily tour of duty after 4:30 p.m. or before 8:00 a.m.

Employees in Job Codes 1813 and 1814 who are required to work at least five-eighths (5/8th) of their normal tour of duty between 4:30 p.m. and 12:00 a.m., shall be paid at a rate of seven percent (7%) over and above their normal biweekly or hourly rate of pay for the entire shift so worked; and such employees who are required to work at least five-eighths (5/8th) of their normal tour of duty between 12 a.m. and 8 a.m., shall be paid at a rate of nine percent (9%) of their normal biweekly or hourly rate of pay for the entire shift worked.

Employees in Job Codes 1792, 1793, 1794, 1795, 1798, 1799, 1809, 1810, 1811, 1811N, and 1812 who are required to work at least five-eighths (5/8th) of their normal tour of duty between 12:00 a.m. and 8:00 a.m., shall be paid at a rate of nine percent (9%) of their normal biweekly or hourly rate of pay for the entire shift worked.

Employees in Job Codes 1887 and 1889 who are required to work at least five-eighths (5/8th) of their normal tour of duty between 4:30 p.m. and 12:00 a.m., shall be paid at a rate of seven percent (7%) over and above their normal biweekly or hourly rate of pay for the entire shift so worked; and such employees who are required to work at least five-eighths (5/8th) of their normal tour of duty between 12:00 a.m. and 8:00 a.m., shall be paid at a rate of ten percent (10%) over and above their normal biweekly or hourly rate of pay for the entire shift worked.

The provisions of this Section do not apply to employees in Job Codes 0055, 8602, 8604, 8617, 8620, 8625, 8635 in the Alameda County Sheriff’s Office (“ACSO”), 1305N in the Treasurer-Tax Collector’s Office, and 6205.

Employees in Job Codes 1511 and 1513 when assigned to warrants in ACSO, and 1882, 1885, and 1885N when assigned to the Emergency Services Dispatch Center who are required to work at least five-eighths (5/8th) of their normal tour of duty between 12:00 a.m. and 8:00 a.m., shall be paid at a rate of ten percent (10%) over and above their normal biweekly or hourly rate of pay for the entire shift worked.

Effective January 7, 2024, unrepresented non-management employees in classifications related to the Service Employees International Union, Local 1021, who are required to work a split shift or a night shift as defined in this Section, shall be paid at a rate of seven and one-half percent (7.5%) over and above their normal biweekly or hourly rate of pay for the entire shift worked.  (BOS approved 6/17/08) (BOS approved 9/24/13 Job Code 1473SM) (BOS approved 6/27/23) (BOS approved 4/2/24)

Unless otherwise provided in this Ordinance, or in a current, valid memorandum of understanding, employees who are required to perform standby duty, shall be compensated at the rate of one-eighths (1/8th) pay for such duty. Unless specifically authorized by the County Administrator, classifications designated EM, SM, PA, CA, MA or M are exempt from the provisions of this Section.

Effective July 23, 2023, unrepresented non-management employees in classifications related to the Service Employees International Union, Local 1021, who are required to perform standby duty, shall be compensated at the rate of one- fifth (1/5th) pay for such duty.  (BOS approved 6/27/23)

Unless otherwise provided in this ordinance, or in a current, valid memorandum of understanding, a person who is otherwise eligible to earn compensated overtime, called back to work from either standby duty or non-standby status, shall be compensated at the premium overtime rate for such work, provided however, that the minimum period shall be two hours. An employee called back to work because of a shift change shall be compensated at the premium rate for only the hours worked prior to the beginning of the employee’s regular shift. Unless specifically authorized by the County Administrator, positions in classes designated EM, SM, PA, CA, MA or M are exempt from the provisions of this section.

An employee specifically assigned on a temporary basis to a higher-level position in which there is no appointed incumbent or in which the appointed incumbent is on paid or unpaid leave, shall be compensated at the pay rate for the higher-level position if the service in such position exceeds 10 days in any 12 month period, which payment shall be retroactive to the first day of such services; provided however, that the full range of duties of the higher-level position has been specifically assigned in writing by the Department Head or his/her designee. The rate of pay pursuant to this section shall be calculated as though the employee had been promoted to the higher level position. However, the rate of  pay  for  non-elected  Board  of  Supervisors  (BOS)  interim  department  head  assignments  will  be  set  at   the Board’s discretion up to the top of range, for the following Job Codes 0035SE, 2950SE, 4190SE, 3260SE, 0190SE, 5050SE, 0295SE, 1849SE, 3170SE, 2055SE, 3140SE, 6150SE, 1005SE, and 6085SE.

The provisions of this section shall apply to a person employed in a position designated EM, SM, PA, CA, MA or M while temporarily assigned to a higher level designated EM, SM, PA, CA, MA or M position, provided that the assignment is for a period of at least 60 consecutive work days. The County Administrator and Director of Human Resource Services may waive or reduce the requirement that the employee be assigned to higher level position for a period of at least 60 consecutive work days in those instances in which they determine that the requirement is likely to impair efficiency or result in a serious inequity. However, the 60-day consecutive workday waiting period shall be deemed automatically waived for non-elected BOS interim department head assignments serving in the following Job Codes 0035SE,  2950SE,  4190SE,  3260SE,  0190SE,  5050SE,  0295SE,  1849SE,  3170SE,  2055SE, 3140SE, 6150SE, 1005SE, and 6085SE. (BOS approved 10/26/21)

In addition to the compensation specified in this Ordinance, employees shall also be entitled to service awards granted by the Board of Supervisors. (BOS approved 6/27/23)

A.  Unrepresented non-management:   Effective December 24, 2023, unrepresented non-management employees in classifications related to the Service Employees International Union, Local 1021, except for those in classifications designated as Services-As-Needed (“SAN”) or Temporary Assignment Pool (“TAP”), or in Representation Unit 043, are eligible for Longevity Pay as follows:

1.  10-Years of Service: Employees completing ten (10) or more years of continuous service (equivalent to or at least 20,800 and 19,500 total service hours for 80- and 75- hour classifications, respectively) shall receive an additional one percent (1.0%) compensation which shall apply to all hours in a paid status.

2.  20-Years of Service: Employees completing 20 or more years of continuous service (equivalent to or at least 41,600 and 39,000 total service hours for 80- and 75- hour classifications, respectively) shall receive an additional one percent (1.0%) compensation for a total of two percent (2.0%) which shall apply to all hours in a paid status.

B. Unrepresented management: Effective May 12, 2024, unrepresented management employees in Representation Units U15, U44, U45, U49, U50, U65, 043, 046, 051, 066, 068, 071, except for those in Job Codes 0053 and 0055 and classifications designated as SAN or TAP, are eligible for Longevity Pay as follows:

1. 10-Years of Service: Employees completing ten (10) or more years of continuous service (equivalent to or at least 20,800 and 19,500 total service hours for 80- and 75- hour classifications, respectively) shall receive an additional one percent (1.0%) compensation which shall apply to all hours in a paid status.

2. 20-Years of Service: Employees completing 20 or more years of continuous service (equivalent to or at least 41,600 and 39,000 total service hours for 80- and 75- hour classifications, respectively) shall receive an additional one percent (1.0%) compensation for a total of two percent (2.0%) which shall apply to all hours in a paid status. (BOS approved 4/30/24) (BOS approved 5/14/24)

In addition to the compensation specified in this Ordinance, a person shall also be entitled to awards for safety or other suggestions, in accordance with award programs approved by the Board of Supervisors.

Effective October 3, 2010, unless otherwise provided in a current, valid Memorandum of Understanding, upon recommendation of the Agency/ Department Head and approval of the Director of Human Resource Services, an employee occupying a position designated as requiring fluency in a language other than English shall receive an additional compensation of $40 per biweekly pay period. (BOS approved 9/28/10 increase to $40)

Effective March 13, 2016, for unrepresented non-management employees, the compensation provided in this Section shall be increased from $40 to $55 for an employee occupying a position designated as requiring fluency in a language other than English and from $45 to $60 for an employee occupying a position requiring fluency in two (2) or more languages other than English. (BOS approved 3/13/18)

Effective December 30, 2018, for unrepresented M-designated employees, the compensation provided in this Section shall be increased from $40 to $55 for an employee occupying a position designated as requiring fluency in a language other than English and from $45 to $60 for an employee occupying a position requiring fluency in two (2) or more languages other than English. (BOS approved 3/13/18)

Effective January 7, 2024, for unrepresented non-management employees in classifications related to the Service Employees International Union, Local 1021, the compensation provided in this Section shall be increased from $55 to  $60 per biweekly pay period for an employee occupying a position designated as requiring fluency in a language other than English and from $60 to $65 per biweekly pay period for an employee occupying such a position and having proficiency in three (3) or more languages, provided that such employees are required to utilize such additional languages in the course of their duties for the County.  (BOS approved 6/27/23)

(BOS approved amendment 11/2/10 and 6/4/19) (BOS approved deletion 10/3/23)

(BOS approved deletion 10/3/23)

(BOS approved deletion 10/3/23)

Upon the recommendation of the Department Head and approval of the Director of Human Resource Services, persons occupying positions under Job Codes 1115, 1120, 1124, 1126, 1128, 1129, 1138SM, 1139SM, 1140SM, 2850SM and 2851SM, shall receive, in addition to compensation otherwise provided for, an additional five percent compensation where such persons meet the “alternate range” criteria defined in the class specification.

Effective two pay periods following adoption of the 2017-2022 ACMEA General Government and Confidential MOU by the Board of Supervisors, the provision herein shall no longer apply to persons occupying positions under Job Codes 1138SM, 1139SM, 1140SM, 2850SM and 2851SM. (BOS approved 2/6/18) (BOS approved 6/4/19)