San Luis Obispo County Municipal Code Ch. 2.48 Compensation

Footnotes:

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Ordinances and resolutions which designate specific salaries are on file in the office of the county clerk.

Effective April 15, 1986 this chapter shall apply to govern employment terms unless superseded by inconsistent provisions of the Fair Labor Standards Act of 1938 as amended.

(Ord. 2252 § 2, 1986)

Except as may be otherwise provided, officers and employees shall receive as full compensation the salaries as fixed and set forth in this chapter.

(Ord. 552 § 2 (part), 1961: prior code § 2-020)

Any and all fees and commissions as are now or hereafter may be allowed by law from whatever source, received or collected by any officer, deputy or employee in the course of his duties shall belong to the county and shall be paid into the county treasury unless specifically provided otherwise in this chapter; provided, that any and all jury fees that are now or hereafter may be received by any officer, deputy or employee of the county shall belong to the county and shall be paid into the county treasury. This provision shall not apply to compensation received by a county employee for duties performed as a poll worker on Election Day or for any compensation received for attending training in connection to such duties.

(Ord. 2978 § 1, 2002: Ord. 723 § 1, 1963: prior code § 2-020.1)

(a) Except as provided in Sections 2.48.034 and 2.48.060, or unless otherwise provided by a board of supervisors approved memorandum of understanding or resolution, all officers or employees of the county who are in a classification represented by a recognized employee association when entering the employ of the county shall be paid at the first step of the salary range established for their classification. In cases where it is difficult to secure qualified personnel or if a person of unusual training or experience or qualifications is available, the human resources department may recruit and a person may be hired at a higher step of the salary range if authorized in the following manner:

(1) The human resources director may authorize the recruitment or hiring at steps two or three of the salary range.

(2) The chief executive officer may authorize the recruitment or hiring at any step of the salary range.

(b) Salary step increases, as provided for in this section, are not automatic, but based on successful performance and service. Service shall mean all paid hours in a permanent position. The number of steps in each salary range shall be set by a board of supervisors approved memorandum of understanding or resolution. Unless otherwise provided by a board of supervisors approved memorandum of understanding or resolution, such employees shall be placed on the step and qualify for increase in compensation or advancement to the next higher step of the pay ranges in the following manner:

(1) Employees may qualify for advancement to the second step after completion of the equivalent of six months' full-time service upon the recommendation of the appointing authority and approval of the county human resources director. Full-time service means the equivalent of two thousand eighty hours of paid time.

(2) Employees may qualify for advancement to each subsequent step in the salary range after completion of the equivalent of one year of full time service at the immediately preceding step, and upon recommendation of the appointing authority and approval by the county human resources director.

Subject to the provisions contained in subsection (g) of this section, a report verifying satisfactory performance of each employee recommended for advancement shall be submitted to the county human resources director prior to final action on such recommendation.

(c) For the purpose of determining eligibility for step advancement for employees, the anniversary date shall be as follows:

(1) For employees entering the county service who are appointed to a permanent position at the first step, the anniversary date shall be the day following the completion of the equivalent of six months of full-time service at such step.

(2) For employees entering the county service who are appointed to a permanent position at a step other than the first step, the anniversary date shall be the day following the completion of the equivalent of one year of full-time service at such step.

(3) For employees who have completed the equivalent of six months' full-time service at the first step and are thereafter compensated at a step other than the first step, the anniversary date shall be the date following the completion of the equivalent of one year of full-time service at the higher step.

(d) Any employee who is promoted to a classification with a higher pay range shall be placed on the step of the range allocated to the new classification which would grant such employee an increase in pay nearest to five percent but not less than four percent over the pay previously received by the employee; provided, however, the increase may exceed five percent at the discretion of the appointing authority, if approved by the county administrative officer, and that such increase shall not exceed the top step of the range allocated to the new classification. Such action shall require the county human resources director to establish a new anniversary date in accordance with the following criteria:

(1) For employees who are promoted to a permanent position and are placed at the first step of the salary range, the anniversary date shall be the date following the completion of the equivalent of six months of full-time service at such step.

(2) For employees who are promoted to a permanent position and placed at a step other than the first step, the anniversary date shall be the day following the completion of the equivalent of one year of full-time service at such step.

(e) Any employee who is demoted or who voluntarily reduces to a classification with a lower salary range, or who is reemployed, shall be placed upon such step in the new range as may be recommended by their appointing authority and approved by the county human resources director. In the case of voluntary reduction to a class in which the employee has held permanent status, such step shall not be lower than the corresponding step of their old salary range.

(f) When, as a result of a reclassification study, the salary of the new class of an employee is lower at the maximum, the incumbent shall be y-rated in order to continue to receive a salary no less than previously received, and shall be placed at the step in the new class which has a salary closest to but not more than that received in the old class. If the employee's former salary exceeds the maximum salary of the new class, the employee's salary shall be frozen ("y-rated") until the maximum salary of the lower class equals or exceeds the "y rate". Said employee shall be eligible for a step increase in compensation after the next anniversary date provided, however, that the increase shall not exceed the top of the range of the new class. Reclassification shall not change an employee's anniversary date.

(g) When, as a result of a reclassification study, an employee is placed in a class with a higher maximum salary, the employee shall be placed at a step in the new class that is closest to but not less than the employee's former salary. The affected employee shall be eligible for a step increase in compensation on the employee's next anniversary date, provided however, that increase shall not exceed the top of the range of the new classification. Reclassification shall not change an employee's anniversary date.

(h) At least thirty days before the anniversary date of each employee, the county human resources director shall transmit to the appropriate appointing authority a notice of the date upon which the affected employee will become eligible for a step increase. Any step increase recommendation shall be submitted by the appointing authority to the county human resources director together with the required performance evaluation report for the affected employee prior to the employee's anniversary date.

(1) Should the administrative processing of the employee step increase recommendation be delayed through no fault of the employee, the county human resources director, upon request of the appointing authority and/or employee, may authorize the step increase effective the date the employee would otherwise have received the step increase but for the administrative delay. Except as provided in this section, retroactive step increases are prohibited.

(Ord. 3061 § 2 (part), 2005: Ord. 2997 § 1, 2003: Ord. 2814 § 1, 1997; Ord. 2680 § 1 (part), 1994: Ord. 2371 § 1, 1988; Ord. 2104 § 6, 1982; Ord. 2072 § 8, 1981: Ord. 2035 § 4, 1980: Ord. 1967 § 1, 1979: Ord. 1888 § 3, 1978: Ord. 1822 § 1, 1977: Ord. 1720 § 1, 1977: Ord. 1591 § 1 (part), 1976: Ord. 1491 § 3 (part), 1975; Ord. 1282 § 1 (part), 1973: Ord. 1185 § 1 (part), 1971; Ord. 1051 § 1 (part), 1969: Ord. 757 § 1 (part), 1964: prior code § 2-21.1 (part))

(Ord. No. 3396, § 1, 9-17-19; Ord. No. 3572, § 1, 1-6-26)

Editor's note— Per Ord. No. 3396, § 1, adopted September 17, 2019, and at the direction of the city, instances of personnel director have been changed to human resources director throughout the code.

(a) The board of supervisors shall, by resolution, designate the county positions which come within the following management or confidential classes which are not represented by a recognized employee association:

(1) General management;

(2) Operations and staff management;

(3) Confidential.

(b) Compensation of management classes and confidential employees shall be set as follows:

(1) The board of supervisors shall, by resolution, set the rate or range of compensation for the management classes and confidential employees as follows:

a. Elected officials shall be compensated at a flat salary rate.

b. All other employees shall be compensated by placement in a salary range calculated pursuant to Section 2.48.180.

(2) In determining prevailing wage pursuant to Section 2.48.180, such wages may be computed in a manner similar to the manner used to determine prevailing wage for classifications represented by recognized employee associations.

(c) Determination of Salary Step Placement for Appointed Department Heads under the direction of the Chief Executive Officer.

(1) The chief executive officer may set the salary received by an appointed department head at any step within the salary range. The salary shall be set after an evaluation based on merit and performance.

(2) The determination of a specific amount of salary within the salary range is within the discretion of the chief executive officer and may remain fixed or be increased notwithstanding a successful or better evaluation. The salary may be reduced after a needs improvement evaluation.

(3) The chief executive officer shall evaluate each appointed department head before their anniversary date.

(d) Determination of salary, unless otherwise provided by an approved resolution by the board of supervisors, for confidential employees operations and staff management employees and those general management employees other than appointed department heads and elected officials, shall be made as follows:

(1) An appointing authority may set the salary received by their general management, operations and staff management or confidential employees at any step within the salary range. The salary shall be set after an evaluation based on merit and performance.

(2) The determination of an amount of salary within the salary range is within the discretion of the appointing authority and may remain fixed or be increased notwithstanding a successful or better evaluation.

(3) The appointing authority shall provide final approval of the performance evaluation of each general management, operations and staff management or confidential employee before their anniversary dates as provided in Section 2.48.030(f).

(4) When the salary range of a general management, operations and staff management or confidential employee is changed pursuant to Section 2.48.180, the salary received shall be changed to a figure within the new range which permits the general management, operations and staff management or confidential employee to maintain the same relative step as in the old range.

(5) Any general management, operations and staff management or confidential employee who is promoted shall receive a salary in the new salary range so as to provide no less than a five percent increase in pay over the pay previously received; provided, however, that such increase shall not exceed the highest salary of the range allocated to the new classification.

(6) Any general management, operations and staff management or confidential employee who is demoted, reemployed, or voluntarily reduces shall be placed at a step within the new range as may be recommended by their appointing authority and approved by the county personnel director.

(7) When, as a result of a reclassification study, the salary of the new class for general management, operations and staff management or confidential employees is lower at the maximum than the salary of the former class, the incumbent shall be y-rated in order to continue to receive a salary no less than previously received, and shall be placed at the step in the new class which has a salary closest to, but not more than, received in the old class. If the employee's former salary exceeds the maximum salary of the new class, the employee's salary shall be frozen ("y-rated") until the maximum salary of the lower class equals or exceeds the "y rate. Said employee and shall be eligible for a step increase in compensation after the next anniversary date; provided, however, that the increase shall not exceed the top of the range of the new class. Reclassification shall not change an employee's anniversary date.

(8) When, as a result of a reclassification study, an employee is placed in a class with a higher maximum salary, the employee shall be placed at a step in the new class that is closest to but not less than the employee's former salary. The affected employee shall be eligible for a step increase in compensation on the employee's next anniversary date, provided however, that the increase shall not exceed the top of the range of the new classification. Reclassification shall not change an employee's anniversary date.

(e) Anniversary Dates. Except for elected officials, the county human resources director shall establish anniversary dates for the general management, operations and staff management and confidential employees. The first anniversary date shall be the date following completion of the equivalent of six months full-time service in the class, except for those employees appointed at a step other than step one or the beginning of the range whose anniversary date shall be the day following the completion of the equivalent of one year of full-time service at such step. Succeeding anniversary dates shall be at intervals equivalent to one year of full-time service following the first anniversary date or at intervals equivalent to one year of full-time service following a change in salary based on an evaluation.

(f) Appeals shall be treated as follows:

(1) All classified civil service employees in general management and operations and staff management classes, and confidential employees, may appeal the results of a performance evaluation pursuant to the civil service rules.

(2) Appeals from a determination of salary pursuant to subsections (c) or (d) of this section are separate and distinct from performance evaluations. Such appeals from a determination of salary shall be directed to the chief executive officer and his decision shall be final; however, appointed department heads may appeal a salary determination directly to the board of supervisors and their determination shall be final.

(g) Incentive Payment.

(1) The chief executive officer, may provide an incentive payment up to five percent in excess of the salary paid pursuant to this section for employees in classifications not represented by a recognized employee association when it has been determined that said employee is performing in a manner which exceeds the standards normally associated with their classification and is significantly contributing to the overall efficient operation of the county, or for other compelling reasons, such as salary compaction or recruitment difficulties.

(2) Furthermore, the incentive payment shall not continue for more than one year unless approved by the board of supervisors, upon recommendation of the chief executive officer.

(Ord. 3061 § 2 (part), 2005; Ord. 2814 § 2, 1997; Ord. 2680 § 1 (part), 1994: Ord. 2406 § 1, 1989; Ord. 2318 § 5, 1987; Ord. 2110, 1982; Ord. 2072 § 9, 1981: Ord. 2025 § 5, 1980: Ord. 1881 § 2, 1978)

(Ord. No. 3396, § 1, 9-17-19; Ord. No. 3573, § 1, 1-6-26)

Editor's note— Per Ord. No. 3396, § 1, adopted September 17, 2019, and at the direction of the city, instances of personnel director have been changed to human resources director throughout the code.

(a) The salaries herein provided shall be payable on a biweekly basis with payment to be made by the fifth working day after the end of the pay period.

(b) Unless otherwise provided by law, the biweekly compensation of an employee shall be computed by multiplying the designated hourly rate as set forth in Section 2.48.100 by the regular hours worked, vacation, sick, holiday and compensatory leave hours used during a two-week pay period. Compensation for overtime shall be determined in accordance with Section 2.44.030.

(c) Whenever compensation is fixed for any position at a rate per year or per month and no equivalent hourly rate is provided therefor in Section 2.48.100, the compensation shall be paid the person holding such position in twenty-six biweekly installments as nearly equal as possible.

(d) The auditor-controller shall issue a payroll warrant on the treasury for the amount fixed by and under the conditions set forth in this chapter or other requirements under federal or state law for the applicable pay period in favor of each officer, deputy or assistant or employee only upon receipt of a time report or payroll, as specified by the auditor-controller, naming the officers, deputies, assistants or employees to whom the salaries are due, duly certified by the appropriate department head or his authorized agent and signed by the employee. Only in the event when an employee is physically unable to sign the time report or is on an approved leave of absence, with or without pay, can the time report be signed by another person for the employee.

(e) In the event of termination of service, the salary due shall be payable as soon as practical after the filing with the auditor-controller by the county human resources director of a certificate of termination executed by the appropriate appointing authority.

(f) The salaries and remuneration herein provided shall, except as otherwise specified herein, or by resolution, ordinance or law, be paid out of the general fund of the county and shall be in full payment for all services rendered.

(g) For the purposes of computing wages, authorized used sick leave, vacation time, holiday hours and compensatory time hours shall be considered as hours worked.

(h) Provided, however, that subsections (b), (c), (d) and (g) may be superseded by a board of supervisors approved memorandum of understanding or by board of supervisors resolution. Included are board of supervisors resolutions declaring certain employees as on "a salary basis" within the meaning of the Fair Labor Standards Act and who are paid in conformance with the Fair Labor Standards Act. The aforesaid salaried employees will earn salary on a weekly basis, to be paid biweekly. It is also acknowledged that these employees do not have defined working hours.

(Ord. 2364 § 1, 1988: Ord. 2252 § 3, 1986; Ord. 1820 § 1, 1977: Ord. 1491 § 3 (part), 1975; Ord. 1051 § 3, 1969: Ord. 902 § 2, 1967; Ord. 697 § 1 (part), 1963; Ord. 656 § 1, 1963; Ord. 612 § 2, 1962; Ord. 552 § 2 (part), 1961: prior code § 2-022)

(Ord. No. 3448, § 1, 5-18-21)

Reinstatement of a former permanent employee may be at a step within the range of a classification identical or comparable to their former classification which will restore them to the relative step level held at the time of their resignation. In any event a new anniversary date for future salary increase determination shall be established by the human resources director.

(Ord. 1839 § 1, 1978: Ord. 1491 § 3 (part), 1975; Ord. 1051 § 2, 1969: Ord. 697 § 1 (part), 1963: Ord. 552 § 2 (part), 1961: prior code § 2-021.2)

(Ord. No. 3396, § 1, 9-17-19; Ord. No. 3574, § 1, 1-6-26)

Editor's note— Per Ord. No. 3396, § 1, adopted September 17, 2019, and at the direction of the city, instances of personnel director have been changed to human resources director throughout the code.

(a) Each department head shall cause to be prepared and shall certify time reports showing attendance for the specified pay period of all persons serving in his department or under his jurisdiction pursuant to this chapter. Copies of such reports shall be delivered to the human resources director at such times as the human resources director shall direct.

(b) The human resources director shall certify or cause to be certified thereon whether the employees have been employed and are being remunerated in accordance with the provisions of this chapter.

(c) The human resources director may require, subject to the approval of the board of supervisors, such other reports as are deemed necessary from department heads and the civil service commission for the proper administration of this chapter.

(d) For each new employee there must be attached to each hire and action form that is turned in to the human resources department by a department head, new employee employment documents as required by federal, state, or local government, and any documents required for eligibility in benefits programs.

The auditor-controller shall not approve salary or compensation, or issue any warrant or warrants, to any such new employee for the performance of service under this chapter, unless this subdivision (d) has been first complied with.

(Ord. 1491 § 3 (part), 1975; Ord. 981 § 1, 1967: Ord. 697 § 1 (part), 1963: prior code § 2-022.1)

(Ord. No. 3449, § 1, 5-18-21)

Unless otherwise provided by a memorandum of understanding or resolution approved by the board of supervisors:

Temporary employment shall be authorized in accordance with Section 2.40.080 and upon the submission of a written request by the appointing authority to the human resources director, and approval of such request by the human resources director. The approval shall be obtained prior to employment. The approval shall be conditioned on the availability of appropriations in the departmental budget to cover the cost thereof. The human resources director shall determine the hourly rate of pay and pay differentials which shall be consistent with the hourly rates of pay and pay differentials established in this chapter for comparable permanent employment as those rates exist at the time of the appointment. If no comparable permanent classification exists for a temporary classification, the hourly rate of pay and differentials shall be determined by the human resources director. Changes to hourly rates of pay and pay differentials shall occur at the same time as the changes occur for comparable permanent employment, if applicable.

(Ord. 2997 § 2, 2003: Ord. 2162 § 4, 1984: Ord. 697 § 1 (part), 1963: prior code § 2-022.2)

(Ord. No. 3396, § 1, 9-17-19; Ord. No. 3575, § 1, 1-6-26)

Editor's note— Per Ord. No. 3396, § 1, adopted September 17, 2019, and at the direction of the city, instances of personnel director have been changed to human resources director thoughout the code.

The compensation of all officers and employees of the county shall, on and after June 5, 1969, be regulated by resolution by the board of supervisors of the county, except as otherwise provided by the California statutes or constitution; provided, however, that all compensation for said officers and employees which has been duly regulated by ordinance prior to June 5, 1969, shall continue in full force and effect until and unless changed by resolution of the board of supervisors as provided in this section. Copies of all said resolutions shall be kept on file in the office of the county clerk and shall be available for public inspection.

(Ord. 1038 § 1, 1969: Ord. 552 § 2 (part), 1961: prior code § 2-023)

(a) It is intended that the annual salary for members of the board of supervisors shall be fifty percent of the bottom of the salary range of California Superior Court Judges by fiscal year 2025-2026 and subsequent years. Therefore, the annual salary of the board of supervisors shall be adjusted as follows:

(1) Effective July 23, 2023, the annual salary paid to each member of the board of supervisors shall be increased from ninety thousand four hundred seventeen dollars and sixty cents to ninety-seven thousand six hundred ninety-seven dollars and sixty cents.

(2) Effective June 23, 2024, the annual salary paid to each member of the board of supervisors shall be increased from ninety-seven thousand six hundred ninety-seven dollars and sixty cents to one hundred five thousand five hundred sixty dollars.

(3) Effective June 22, 2025, the annual salary paid to each member of the board of supervisors shall be increased from one hundred five thousand five hundred sixty dollars to one hundred fourteen thousand sixty-seven dollars and twenty cents.

(4) Following the June 22, 2025, increase, members of the board of supervisors shall receive annual increases as necessary to remain at fifty percent of the bottom of the salary range of California Superior Court Judges. The increases shall be approved by the board of supervisors annually on consent agenda in the same fiscal year the salary increase is applied to the Superior Court Judges. However, members of the board of supervisors shall not receive an annual salary increase in any fiscal year when county staff do not receive an annual salary increase due to budgetary constraints.

(b) Individual members of the board of supervisors may elect to forego the salary change specified in 2.48.095(a), provided that they are a member of the board of supervisors on July 23, 2023, and state their intent to forego the salary change in writing to the county human resources director prior to July 23, 2023. Any member of the board of supervisors who elected to forego the salary changes that were effective July 11, 2021, and foregoes these additional increases shall continue to receive an annual salary of eighty-six thousand one hundred fifteen dollars and twelve cents. Any member of the board of supervisors who received the July 11, 2021 increase, and elects to forego the increases specified in 2.48.095(a) by July 23, 2023, shall continue to be paid an annual salary of ninety thousand four hundred seventeen dollars and sixty cents. These annual salaries shall remain in place until the first day of the new term of each applicable district, at which point the member of the board of supervisors shall receive the salary specified in 2.48.095(a), or until a new salary change is adopted by the board of supervisors.

(c) All employee benefits available to department head employees shall be available to the board of supervisors.

(Ord. 3133 § 1, 2007: Ord. 3101 § 1, 2006: Ord. 3071 § 1, 2005: Ord. 2981 § 1, 2002: Ord. 2948 § 1, 2001: Ord. 2918 § 1, 2000: Ord. 2878 § 1, 1999; Ord. 2840 § 1, 1998: Ord. 2825 § 1, 1998: Ord. 2645 § 1, 1994: Ord. 2248 § 1, 1986: Ord. 2234 § 1, 1985: Ord. 2225 § 1, 1985: Ord. 2183 § 1, 1984: Ord. 2179 § 1, 1984: Ord. 2141 § 1, 1983: Ord. 2105 § 1, 1982: Ord. 2073 § 1, 1981; Ord. 2032 § 1, 1980: Ord. 1961 § 1, 1979: Ord. 1634 § 1, 1976)

(Ord. No. 3180, § 1, 7-21-09; Ord. No. 3280, § 1, 12-16-14; Ord. No. 3437, § 1, 5-4-21; Ord. No. 3490, § 1, 5-16-23)

(a) A standard salary schedule consisting of ranges of monthly salary rates in dollars for employment in permanent full-time positions shall be established by resolution of the county board of supervisors. The schedule of monthly salary rates to be established by board resolution is for the purpose of convenience in quotation of monthly salaries. Computations for purposes of paying employees shall be on the basis of hourly equivalents of said monthly salary rates, which schedule of hourly equivalents shall also be established by resolution of the board of supervisors. Where variances occur between the table of hourly rates and the table of monthly rates, hourly rates will govern notwithstanding any other provision of this chapter.

(b) Provided, however, that subsection (a) of this section shall not apply to employees who are fire personnel.

(c) Provided, however, that subsection (a) of this section may be superseded by a board of supervisors approved memorandum of understanding or by board of supervisors' resolution.

(Ord. 2252 § 4, 1986; Ord. 1297 § 4, 1973: Ord. 1063 § 7, 1969: prior code § 2-021)

*Prior ordinances amending prior code § 2-021 and listing specific salaries are on file in the office of the county clerk.

The clerk may appoint such additional deputies as may be necessary for registration of voters. When such registration is taken and made outside the office of the clerk, the county shall pay to the deputies the sum of ten cents for each voter registration, the compensation to be paid out of the general fund.

Further, for any general election, primary election or special election ordered by the board, the clerk shall be allowed such assistance as is necessary to properly prepare and conduct the elections, the cost of which shall be paid out of the general fund, and the compensation for which shall be established by board resolution based on elections code provisions.

(Ord. 844 § 1 (part), 1966: Ord. 552 § 2 (part), 1961: prior code § 2-025(a))

The district attorney, assistant district attorney and deputy district attorneys shall devote their entire time during office hours to the work of the county and state and are prohibited from engaging in private work during such office hours; however, this shall not be construed to preclude the district attorney, the assistant district attorney or the deputy district attorneys from continuing or concluding any private matters in which they had appeared of record prior to taking office, or prior to the effective date hereof.

(Ord. 844 § 1 (part), 1966: Ord. 522 § 2 (part), 1961: prior code § 2-025(c))

The number of positions and the classification of such positions allowed within each department shall be established by resolution of the board of supervisors.

(Ord. 552 § 2 (part), 1961: prior code § 2-207)

Unless otherwise provided by a board of supervisors approved memorandum of understanding or by a board of supervisors resolution, employees, shall receive additional compensation in accordance with the following definitions and schedules:

(1) Standby Duty. "Standby duty" is defined as that circumstance which requires the employee so assigned to:

1. Be ready to respond in a reasonable time to calls for their service;

2. Be readily available at all hours by telephone, or other communication devices; and

3. Refrain from activities which might impair their assigned duties upon call.

Standby duty shall be assigned in writing and employees shall be compensated in accordance with a board of supervisors approved memorandum of understanding or by a board of supervisors resolution.

An employee shall not receive standby pay for hours actually worked or for hours reimbursed by a call-back minimum.

(2) Call-back. Those employees who are called back by management to perform duties or provide service after a work shift ends shall be compensated in accordance with a board of supervisors approved memorandum of understanding or by a board of supervisors resolution.

(3) Shift Differentials. Employees eligible for shift differential compensation shall be designated by a board of supervisors memorandum of understanding or by a board of supervisors resolution.

Compensation for shift differentials shall be in accordance with a board of supervisors approved memorandum of understanding or by a board of supervisors resolution.

(4) Differential for Bilingual Employees.

a. Unless otherwise provided by a board of supervisors memorandum of understanding or by a board of supervisors resolution, when it has been determined by the appointing authority that an employee's use of bilingual skills is essential and critical for the successful performance of the functions of the department, that employee shall receive a thirty-five-dollar per month differential. Written policies and procedures for determining eligibility for a differential shall be approved by the human resources director.

(Ord. 2318 § 6, 1987: Ord. 2301 § 1, 1987; Ord. 2283 § 1, 1986; Ord. 2237 § 1, 1985; Ord. 2196 § 1, 1984; Ord. 2151 § 1, 1983; Ord. 2148 § 4, 1983; Ord. 2118 § 2, 1983; Ord. 2104 § 7, 1982; Ord. 2072 § 10, 1981: Ord. 2035 § 5, 1980: Ord. 2025 § 6, 1980: Ord. 1955 § 1, 1979: Ord. 1923 § 1, 1978: Ord. 1821 § 1, 1977: Ord. 1484 § 1, 1975; Ord. 1409 § 1, 1974; Ord. 1297 § 5, 1973; Ord. 1280 § 1, 1973; Ord. 1237 § 1, 1972; Ord. 1236 § 1, 1972: Ord. 1235 § 1, 1972: Ord. 1185 § 4, 1971: Ord. 1122 § 1, 1970: Ord. 1058 § 1, 1969: Ord. 1051 § 4, 1969: Ord. 935 § 1, 1967: Ord. 909 § 1 (part), 1967: Ord. 902 § 3, 1967: Ord. 858 § 2 (part), 1966: Ord. 806 § 1 (part), 1965: Ord. 757 § 1 (part), 1964: Ord. 684 § 1 (part), 1963: Ord. 648 § 1, 1962: Ord. 612 § 4, 1962: Ord. 552 § 2 (part), 1961: prior code § 2-024)

(Ord. No. 3396, § 1, 9-17-19; Ord. No. 3576, § 1, 1-6-26)

Editor's note— Per Ord. No. 3396, § 1, adopted September 17, 2019, and at the direction of the city, instances of personnel director have been changed to human resources director thoughout the code.

Editor's note— Ord. No. 3577, § 1, adopted January 6, 2026, repealed § 2.48.171. Former § 2.48.171 pertained to pay differentials for sheriff's department and derived from Ord. 1491, § 3 (part), adopted 1975; Ord. 1484, § 2, adopted 1975; Ord. 1825, § 1, adopted 1977; Ord. 2025, § 7, adopted 1980; Ord. 2072, § 11, adopted 1981; Ord. 2147, § 3, adopted 1983; Ord. 2352, § 1, adopted 1988; Ord. No. 3396, § 1, adopted September 17, 2019.

Editor's note— Ord. No. 3578, § 1, adopted January 6, 2026, repealed § 2.48.172. Former § 2.48.172 pertained to Court on-call, court call-back, and standby and derived from Ord. 1294, § 1, adopted 1978; Ord. 2025, § 8, adopted 1980; Ord. 2072, § 12, adopted 1981; Ord. 2147, § 4, adopted 1983; Ord. 2352, § 2, adopted 1988.

In fixing compensation to be paid to persons in the county's employ, the board of supervisors and every other authority authorized to fix salaries or wages, shall provide a percentage change in compensation at least equal to the percentage change in compensation for the same quality of service rendered to persons, governmental agencies, firms or corporations under similar employment.

Prevailing salaries or wages shall be determined by negotiations between the county's employer representatives and the recognized employee organization(s).

In case such prevailing salaries or wages cannot be agreed to by parties, the matter may be submitted to a mutually selected arbitrator who shall make advisory recommendations to the negotiation parties.

(Ord. 1260 § 4, 1973: amendment adopted by the voters 11/4/84)