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When an employee is promoted from a position in one classification to a position in a higher classification, the employee shall receive the minimum rate for the higher classification;provided,however,that such rate is at least five percent(5%)above the employee's current wage rate. When a Hazardous Materials Response Team member is being promoted,the 5%Haz-Mat pay(see MOU section 31.2)will be considered in calculating the 5%minimum pay increase. However,the promoted employee will not be eligible for Haz-Mat compensation until 12 months after promotion.(For example, a fire engineer at step 8 of the wage scale and on the Hazardous Materials Response Team would be placed at step 10 of the fire captain wage scale and would not be eligible for Haz-Mat compensation until 12 months after promotion.) An employee moving from the firefighter paramedic classification to the fire engineer classifications will be placed at step 8 of the fire engineer pay scale. When an employee is demoted, whether such demotion is voluntary or otherwise, that employee's compensation shall be adjusted to the salary prescribed for the classification to which the employee is demoted. The specific rate of pay within the salary range shall be determined by the City Manager,whose decision shall be final; provided,however,that the employee's rate of pay shall not be lower than the salary rate the employee would earn had the employee remained in the lower classification. 5.8 Acting Fire Marshal Compensation If both the Fire Marshal and Assistant Fire Marshal are physically unavailable,the Fire Chief may assign a Fire Inspector or Hazardous Materials Inspector to serve as Acting Fire Marshal. Employees assigned as the Acting Fire Marshal will receive acting pay of 5%of their current base hourly wage for each hour worked as Acting Fire Marshal. 5.9 Cumulative Incentive Allowance Limitation Effective August 1,2007,there will be a cap of fifteen percent(15%)for all incentive allowance categories over and above base salary.This includes,but is not limited to: acting pay,paramedic pay, hazardous materials team pay and educational incentive pay. This cap applies for all hours worked in a pay period, a month or annually. The Cumulative Incentive Allowance Limit will be waived for the duration of this contract. 5.10 Bilingual Pay Employees certified as competent at the conversational level in Spanish.Vietnamese. Arabic(including* {Formatted:Indent:tett: 0' Persian. Iranian and Farsi).Chinese.Cambodian, Sign Language and other languages as determined by the Fire Chief,shall receive forty-five dollars($45)per pay period for each full pay period they remain certified. Employees receiving bilingual pay are subject to periodic recertification as a condition of receiving such payments. Competency at the conversational ley el shall be determined in accordance with the City of Lkern ore's existing process for certify ing other employees in the above-referenced languages. 7