Sierra County Municipal Code Ch. 3.08 Compensation

A. The schedule of salary ranges and steps and the schematic list of classes and salary ranges as approved by the Board as a part of the county budget resolution and as set forth in applicable memorandum of understandings with employee bargaining units shall constitute the compensation plan applicable to all positions in the county service.

B. The compensation plan shall be maintained by the Personnel Director and shall serve as a reference index for determining the compensation rates associated with a designated salary range. All salaries prescribed shall be monthly equivalents (hourly rates are memo reference only).

C. Adjustments to the compensation plan shall be made on a periodic basis by a majority vote of the Board based upon such factors as the level and responsibility of the work performed, samples of prevailing rates for similar jobs paid by comparable and/or competing employers, cost of living, internal relationships between classes, and other valid factors.

A. The salary schedules for each class, as set forth with such amendments as may be adopted by the Board consistent with applicable memorandums of understanding, shall have the force and effect of law. The salaries or rates of compensation prescribed shall be fixed on the basis of permanent full-time service in permanent full-time positions, unless otherwise designated. The rates of pay prescribed shall be deemed to include pay in every form, except as authorized and incurred incident to employment or as approved by the Board as part of a current memorandums of understanding with a specific employee bargaining unit.

B. The rate of pay of a county employee shall correspond with the letters A, B, C, D, and E, respectively, which denote the various steps in the salary range.

1. The rate of pay upon appointment to a classification shall be at Step A through C of the assigned salary range, except as provided in SCC 3.08.030.

2. Step A shall be paid for the 1,040 hours of continuous employment for all permanent county employees. Upon satisfactory performance at Step A, the employee shall become eligible for an increase to Step B.

3. County employees shall be eligible for increases to Steps C, D, and E, respectively, after satisfactory performance during 2,080 hours at the preceding lower step.

C. All step increases shall be made on the basis of merit as established by employee job performance and upon the approval of the appointing authority. No step increase shall be given when inferior work, as documented by the employee’s supervisor, is evident.

D. Whenever an employee takes an authorized leave of absence in excess of 30 calendar days, the length of service in the current step shall be extended accordingly, and a new anniversary date shall be established as provided for and in accordance with SCC 3.09.040.

E. Extra help and permanent employees working less than full time shall be hired at Steps A through C of the appropriate range for the class, except as provided in SCC 3.08.030(C), and may be granted step increases by the appointing authority upon satisfactory performance.

F. Notwithstanding any other provision in this code or any provision in any memorandum of understanding, the Board shall, based on budgetary considerations, have the authority and right to suspend further step increases for all employees.

A. Advance steps above a C for new hires and voluntary reappointments to permanent full-time and permanent part-time positions may be requested under the following provisions and conditions:

1. That there is a demonstrated inability to recruit applicants at the entry level step as approved by the Board of Supervisors; or

2. Prior to the appointment of a new employee to a class or of a present employee seeking a voluntary reappointment, the department head shall make a written request to the Board of Supervisors to establish compensation at a rate of Steps D and E in the range assigned to the class when a candidate has training and/or experience beyond the minimum qualifications which training and/or experience is of the same type and level as that involved in the full and satisfactory performance in the class to which the candidate is being appointed. Such request shall follow prescribed procedures and provide sufficient documentation to enable the Board of Supervisors to determine the eligibility for advanced steps; and

3. Such information shall be presented to the Board by appointing authority. The Board, by a majority vote, shall authorize the appointment at a level above step C of the appropriate range.

B. Upon the reinstatement of a previous permanent employee separated due to a reduction in force or otherwise terminated in good standing, the compensation rate may be established at any step in the range for the class provided the rate shall not exceed the step occupied at the time of leaving county service, and the class specifications for the classification have not changed.

C. Upon the request of the department head, an extra help employee may be hired above Step C of the appropriate range if such employee has had prior service in a permanent position in the same classification within the same department, or if the individual is currently employed in a permanent position in the same classification in another county department. Such requests shall be made in writing to the Board of Supervisors who shall approve, disapprove, or modify the requests, based on the individual’s training and/or experience and the needs of the county.

D. The compensation for an employee receiving a promotional appointment to a permanent full-time or permanent part-time position shall be at the entrance step of the promoted class, or within $5.00 of a five percent increase in the monthly salary, whichever is the greater. However, in no case shall the salary exceed the maximum step assigned to the promoted class.

E. Prior to a promotion a department head may request approval to establish a compensation rate for a promotional candidate at a higher step in the range than that provided in subsection (D) of this section. The provisions and conditions established by subsection (A) of this section shall govern such requests.

F. A new anniversary date, for the purpose of calculating eligibility for merit/step increases in salary, shall be established upon the promotion date of an employee.

G. Disciplinary demotions shall be handled under the procedures established in Chapter 3.10 SCC. Upon a disciplinary demotion, an employee shall be assigned to any step in the lower classification range, which is at least five percent less than the salary received in the previous class. The employee shall lose all seniority rights in the previous class, and the time served in the previous class shall be credited to the new class for the purpose of establishing seniority lists. All disciplinary demotions shall require approval by the appointing authority. The Personnel Director shall insure that disciplinary demotions are handled according to proper procedures. A new anniversary date, for the purpose of calculating eligibility for merit/step increases in salary, shall be established based on the effective date of the demotion.

H. If an employee transfers to a different position in the same class, or to a different classification with the same salary range, no pay adjustment shall be made, and the individual’s anniversary date shall remain the same.

I. Upon an involuntary reappointment, the employee shall continue to receive the same rate of pay if that rate corresponds with a step in the new range. If the employee’s rate of pay does not correspond with a step in the range for the new class, the employee’s rate of pay shall be reduced to the nearest dollar amount in the new range. If the employee’s pay prior to the involuntary reappointment is above the maximum step in the new range, the pay shall be established at the maximum step in the new class. Under no circumstance shall an employee receive a salary increase upon an involuntary reappointment.

A. If an occupied position is reallocated to a higher salary range, and if the incumbent meets the minimum qualifications for the new class and remains in the position, the incumbent shall receive the entry level salary step or within $5.00 of a five percent increase in the monthly salary, whichever is the greatest. However, in no case shall the new salary exceed the maximum step of the salary range for the classification. A new anniversary date shall be established upon the date of the reallocation.

B. If a position is reallocated to a classification with the same salary range, the salary and anniversary date of the incumbent shall not change.

C. If a position is reallocated to a class with a lower salary range, and the incumbent’s rate of pay does not correspond with a step in the new range, the salary shall be “Y” rated. Any such “Y” rate shall be indicated with a capital “Y” following the salary on all personnel and payroll records and transactions. No salary increase, including cost of living increases, shall be given to incumbents occupying “Y” rated positions until such time as the “Y” rates are removed by adjustments to the compensation plan. “Y” rates shall also be cancelled upon the separation of an employee in the “Y” rated position.

D. When an employee is appointed to a temporary assignment in a position that provides for a higher rate of pay, there shall be no change in pay until the Board of Supervisors approves the temporary assignment and funding is available within the Department’s budget to cover such increased cost. When a temporary assignment is approved, the rate of pay shall be at the first step of the assigned range for the classification or within $5.00 of a five percent increase in the monthly salary, whichever is the greatest. However, in no case shall the new salary exceed the top step in the salary range for the classification. Time served as a temporary appointment shall be credited as continuous service in the individual’s regularly assigned position.

A. For permanent full-time and permanent part-time employees, the appointing authority, on an employee’s anniversary date, may grant a one step increase in salary provided the employee’s salary is not already at the maximum step in the range for the assigned class. A step increase may be granted at the six-month anniversary date as to any employee who is at the “A” step on the salary table for his or her classification and may be granted no sooner than one year (anniversary date) after receiving a prior step increase or one year (anniversary date) for an employee initially placed at a step other than the “A” step within his or her classification.

Such step increases shall be granted only if the appointing authority has determined that the employee’s performance has been satisfactory since the last step date or since a probationary appointment, whichever is more recent. The denial of a step increase shall not be deemed to constitute a form of disciplinary action against the employee.

B. If an employee’s (other than a probationary employee) performance has not been satisfactory, the appointing authority shall provide written notification to the employee specifying the reasons a step increase will not be granted. A copy of such notification shall be sent to the Auditor’s office. Such notification shall be provided prior to the employee’s step date. No such notice shall be required with regards to a probationary employee. A denied step increase may be subsequently granted by the appointing authority upon performance of a subsequent evaluation.

C. If two or more pay adjustments occur on the same effective date, such adjustments shall be made in the following sequence:

1. Adjustments to the table of pay rates;

2. Pay adjustment resulting from salary surveys;

3. Step increases; and

4. Pay adjustments resulting from promotions, reappointments, and position reallocations.

D. Longevity Pay. The Appointing Authority shall increase the salary of a permanent employee by a five percent longevity increase after five, 10, 15 and 20 years of continuous service. For the purpose of entitlement to longevity pay, work/years of continuous service shall be based on a full-time equivalent position (such that a 50 percent PTE employee needs the equivalent offive years of full-time employment to qualify for the longevity pay.) For the purpose ofthis subsection, any person rehired in the same classification within three years of his or her separation from County employment will be entitled to have his or her prior service counted in computing continuous service for the purpose of receiving longevity pay. This ordinance shall be deemed effective as to any employee rehired subsequent to January 1, 2005. (Ord. 1077, eff. 3/9/17; Ord. 1025, eff. 11/19/10; Ord. 982, eff. 11/2/06)

Repealed by Ord. 1104. (Ord. 771, eff. 5/7/91; Ord. 593, eff. 10/21/80)

A. It is the policy of the county to avoid the necessity of overtime work whenever possible. Except for emergency situations as described below, no overtime work shall be performed by any employee without the express authorization and direction to do so by the employee’s appointing authority or duly authorized supervisor. When overtime work is necessary to provide county services, employees shall be compensated according to and at such rates as are specified by:

1. A duly ratified collective bargaining agreement between the county and an organization representing the employees designated therein, or in the absence of an agreement;

2. As required by applicable law.

B. The department head shall be responsible for the administration of this policy in accordance with the terms and conditions as set forth and approved. Such responsibilities include, but shall not be limited to, the following:

1. The distribution of policy to all management personnel/supervisors on a periodic basis;

2. The discussion of policy with managers and supervisors to be certain it is properly understood and followed;

3. The authorization of overtime work to be performed by a department employee covered under this policy;

4. Ensuring that adequate funds are available to compensate employees for overtime work; and

5. The application of adequate controls to ensure that overtime work is not performed if such work has not been officially authorized.

C. Notwithstanding any other provision of this code to the contrary, overtime shall be computed solely on the basis of the hours worked in excess of 40 hours in a work week. Overtime of less than 15 minutes in excess of the regular workday shall not be computed, nor shall such periods be accumulated for the week. Overtime, if more than 15 minutes in excess of a regular workday, shall be computed to the nearest one-half hour. For the purpose of computing overtime, any sick leave, vacation leave taken, compensatory time off or holiday pay to an employee within a work week shall be deemed to constitute “hours worked” for the purpose of determining eligibility for overtime pay.

D. Subject to the limited “emergency” exceptions set forth below, overtime may only be earned with the prior written approval of the employee’s appointing authority, or the appointing authority’s designated representative. Employees cannot on their own decide to earn overtime and each department head shall be responsible for not allowing employees to work more than their assigned work hours without accruing overtime pay. Overtime may be authorized only when it is not possible to adjust staffing patterns and/or employee work schedules to provide essential staffing in the following types of circumstances:

1. Situations where overtime may be authorized:

a. The unexpected absence of an employee whose position must be filled to avoid a disruption of services or to avoid loss of funding.

b. The necessity of performing an unexpected heavier-than-normal workload to avoid disruption of necessary services.

c. Situations that are uncontrollable emergencies.

d. Attendance at agency-directed meetings/conferences; provided, that the total overtime authorized is pre-approved by the appointing authority. Overtime may not be earned for employee-initiated attendance at seminars, etc.

2. Emergency situations qualifying for retroactive approval.

In the face of a bona fide emergency involving risk to life, health or property, the response to which emergency falls within the reasonable scope of the employee’s job description, an employee may work overtime on such bona fide emergency situation without prior written authorization; provided, that:

a. Such overtime is reported to the supervisor or appointing authority at the earliest opportunity; and

b. The overtime is ratified by the appointing authority not later than 72 hours after the overtime was accrued.

E. Compensatory time off shall be allowed as per the provisions set forth in the most recently adopted memorandum of understanding with the applicable bargaining unit. (Ord. 1027, eff. 1/6/11)

Call back pay shall be as provided for in the most recently adopted memorandum of understanding with the applicable bargaining unit.

When an employee is required by a department to participate in an approved training course:

A. The department shall pay for or, if applicable, reimburse the employee for 100 percent of the costs of such required training. Where travel is required to attend training sessions, reimbursement for travel and incidental costs shall be covered under the county travel policy.

B. All employees, except department heads and elected officials, shall receive full compensation for travel time from their base station or residence, whichever is less.

A. All county employees shall be paid on a monthly pay period, with electronic payments issued to employees on the first day of the month. The pay period shall cover the period of time from the 25th of the month, two months prior, to the 24th of the prior month.

B. In any year when the first day of the month of July is a nonbanking day (when banks are otherwise closed), then the electronic payments issued to employees shall take place on the next banking day following the first of July. In any other month when the first day of the month is a nonbanking day, then the electronic payments issued to employees shall take place on the last banking day immediately prior to the first day of the month.

C. In addition, the County Auditor-Controller shall maintain the following records for payroll purposes:

1. A roster of employees, classifications, and salaries;

2. An individual file of each current employee containing a copy of the employee’s, personnel action forms showing each change of the employee’s status, dates of service, positions held, salary and wage changes, and any other necessary information related to payroll; and

3. An individual file containing the information set forth in subsection (C)(2) of this section for all terminated employees. In addition, personnel files for terminated employees shall also contain a copy of the employee’s separation report. Terminated employee’s files shall be kept for a period of not less than three years from the date of termination.

D. The County Auditor-Controller, with the Personnel Director, on matters relating to personnel, shall promulgate such procedures and regulations as necessary to implement the provisions of this section. (Ord. 1057, eff. 3/19/15)

Uniform allowances shall be as provided for in the most recently adopted memorandum of understanding with the applicable bargaining unit.

Educational incentive pay shall be as provided for in the most recently adopted memorandum of understanding with the applicable bargaining unit.

The county is a member of the California Public Employees Retirement System. The county participates, by contract, in the Public Employees Retirement System (PERS) three percent at age 55 for public safety employees (as classified by PERS) who are employed by the county as permanent employees before January 1, 2013. Such public safety employees will pay towards the county’s PERS retirement costs such amounts as set out in the most recent approved memorandum of understanding between the employee’s bargaining unit and the county, unless the employee contribution rate is otherwise established by any law.

For public safety employees who are hired by the county as permanent employees on or after January 1, 2013, and who constitute new members (to PERS) as defined in Cal. Gov’t. Code § 7522.04, such employees will participate in 2.5 percent at age 55 retirement plan through PERS and such employees shall be required to pay the applicable employee contribution towards the PERS retirement costs as may be established from time to time by PERS (reference – Cal. Gov’t. Code § 20516.5).

For employees who are hired by the county as permanent employees on or after January 1, 2013, and who do not constitute new members (to PERS) as defined in Cal. Gov’t. Code § 7522.04, such employees will participate in three percent at age 55 retirement plan and such employees shall pay nine percent of their gross pay towards their PERS retirement. (Ord. 1046, eff. 8/3/13)

The county is a member of the California Public Employees Retirement System. The county participates, by contract, in the Public Employees Retirement System (PERS) 2.7 percent at age 55 for miscellaneous PERS classification employees who are employed by the county as permanent employees before January 1, 2013. Such employees will pay towards the county’s PERS retirement costs such amounts as set out in the most recent approved memorandum of understanding between the employee’s bargaining unit and the county, unless the employee contribution rate is otherwise established by any law.

For employees who are hired by the county as permanent employees on or after January 1, 2013, and who constitute new members (to PERS) as defined in Cal. Gov’t. Code § 7522.04, such employees will participate in two percent at age 62 retirement plan through PERS (reference – Cal. Gov’t. Code § 7522.20). Such employees shall be required to pay the applicable employee contribution towards the PERS retirement costs as may be established from time to time by PERS.

For employees who are hired by the county as permanent employees on or after January 1, 2013, and who do not constitute new members (to PERS) as defined in Cal. Gov’t. Code § 7522.04, such employees will participate in 2.7 percent at age 55 retirement plan and such plan and such employees shall pay eight percent of their gross pay towards their PERS retirement. (Ord. 1046, eff. 8/3/13)

For employees with at least one year of full-time service, during the period of time that an employee is on leave, pursuant to the Family and Medical Leave Act of 1993 (FMLA – including any amendments thereto), the county shall pay the employee’s health insurance at the rate consistent with the most recently adopted memorandum of understanding with the employee’s bargaining unit.

Shift differential pay for permanent employees shall be as provided for in the most recently adopted memorandum of understanding with the applicable bargaining unit.

The county shall pay all or that portion of monthly premiums for health insurance for all eligible permanent employees and eligible dependents as set forth in the most recently adopted memorandum of understanding with the applicable bargaining units.

Notwithstanding any other provisions of this code, permanent part-time employees working a minimum of 50 percent of a full-time equivalent position (FTE) shall be eligible to participate in health plans provided by the county; provided, that the county shall fund only a portion of such employee’s participation cost prorated based upon the percentage of FTE employment for the employee’s position. Where approved personnel actions do not establish an employee’s work time, eligibility for county contribution shall be based on the percentage of full-time equivalent work as performed by the employee during the preceding six-month period. Costs of participation shall be based upon the premium cost paid by the county for full-time employees.

A. Employees Retired Prior to September 1, 1990. The county shall extend health plan coverage benefits to county employees retiring after January 1, 1986, but before June 30, 1987, who have 19 or more years of equivalent full-time county service, and to county employees retiring after June 30, 1987, but before September 1, 1990, who have 20 or more years of equivalent full-time county service and who are receiving PERS retirement benefits, at 100 percent of the premium cost.

B. Employees Employed on or Before September 1, 1990. The county shall extend health plan coverage benefits to county employees retiring after September 1, 1990, who have 20 or more years of equivalent full-time county service and who are receiving PERS retirement benefits, in the amount of the premium being paid for all employees at the time such employee retires until such retired employee is of the age for which Medicare benefits normally become available.

C. Employees Employed After September 1, 1990. The county shall extend health plan coverage benefits to county employees retiring after September 1, 1990, who have 20 or more years of equivalent full-time county service and who are receiving PERS retirement benefits, in the amount of the premium being paid for all employees at the time such employee retires for a period of five years from the date of retirement or until such retired employee is of the age for which Medicare benefits normally become available, whichever is less.

D. Employees Retired Pursuant to 1992 Employee Early Retirement Plan. The county shall extend health plan coverage benefits to county employees retiring between the months of October and December 1992, who have been offered and who accept the 1992 Employee Early Retirement Program, who have 15 or more years of equivalent full-time county service and who are receiving PERS retirement benefits in the amount of the county contribution to the premium being paid for all employees at the time such employee retires, for a period of time until such retired employee is of the age for which Medicare benefits normally become available. In the event any employee elects the early retirement program and retires on or before October 2, 1992, in addition to the county’s contribution to the Retiree Health Insurance premiums, the county shall pay the employees’ share in the amount of $37.46, for a period of time until such retired employee is of the age for which Medicare benefits normally become available.

For purposes of this chapter, “included nonrepresented employees” means the members of the Board of Supervisors; the Assessor; Auditor; Clerk-Recorder; District Attorney; Chief Probation Officer; Chief Technology Officer; Director of Public Works and Transportation; Director of Planning and Building; Sheriff/Coroner; Treasurer/Tax Collector; Director of Behavioral Health; Director of Personnel/Risk Manager; Director of Public Health; Director of Social Services and any assistant department head or deputy director position established by the Board of Supervisors. (Ord. 1148 § 1, eff. 9/17/26)

The county shall pay all or that portion of monthly premiums for health insurance for included nonrepresented employees (as defined above) who leave county service after 10 or more years of continuous county service as an included nonrepresented employee or for those included nonrepresented employees who have 20 or more years of represented and nonrepresented county service combined (“a qualified nonrepresented employee”). The amount of the premium paid by the county for such health plan coverage shall be the amount being paid for such qualified nonrepresented employee at the time such qualified nonrepresented employee leaves county service (“retired employee”) until such retired employee becomes eligible for health insurance due to subsequent employment or is of the age for which Medicare benefits normally become available. The retired employee must certify every six months that such retired employee is eligible for this benefit and that such retired employee is not eligible for health insurance from another employer. This code provision does not “vest” any right in the included nonrepresented employee to receive the health insurance benefits set forth above. Should any qualified nonrepresented employee separate from county employment prior to the modification or deletion of this code provision, the terms of this code provision shall vest as to such qualified nonrepresented employee who was separated from county employment prior to the modification or deletion of the terms of this provision.

Notwithstanding any other provision of this section, the Board of Supervisors may, by resolution, establish the manner in which the retiree health benefit is provided, including the authorization of optional alternative benefit programs, provided any such action is consistent with applicable law and does not impair vested rights. (Ord. 1148 § 2, eff. 9/17/26)

The county will pay all of that portion of monthly premiums for life insurance for all eligible employees as set forth in the current memorandum of understanding between the county and the employees or their authorized collective bargaining agents.