A. 
Classified Service. Each fiscal year, the director shall prepare and transmit to the commission for review and submission to the board a plan of compensation showing for each class in the classified service a maximum and minimum rate of pay based upon salaries prevailing in the labor market for comparable employment in governmental agencies and private industry. In determining the labor market and the governmental and private organizations considered appropriate for this purpose, consideration shall be given to the kind of employment under consideration and the nature of the recruitment problem. Consideration shall also be given to the internal relationships of the salary grades already established among like and promotionally related levels of classes of positions in the classified service of Placer County.
B. 
Unclassified Service. The county executive shall be responsible for recommending rates of pay for the unclassified service.
(Prior code § 14.700; Ord. 5478-B (Attach. A), 2007)
A. 
The board of supervisors, upon considering all recommendations, may enact in whole or in part the compensation plans proposed for employees in the classified and unclassified service. The compensation plan enacted for employees in the classified service shall include a salary grade for each class consisting of minimum, intervening and maximum steps.
B. 
For PPEO Represented Employees, Confidential Employees, Safety Management, Management, PCLEMA Represented Employees, DDAA Represented, PPOA Represented, and Unclassified Nonmanagement Employees. Effective November 1, 2019, each job classification shall have two salary ranges: Range A and B. Procedures for step advancement, promotion, demotion, transfer and layoff as set forth in Chapter 3 and the applicable MOU shall apply. Any future unit wide salary change shall be applied equally to Range A and Range B.
1. 
Salary Range A. Salary Range A shall be the salary range in place for each job classification as of October 31, 2019. Existing employees in permanent positions or extra help assignments as of October 31, 2019 shall be assigned to Range A for the remainder of their continuous employment with the county.
2. 
Salary Range B. Employees who are hired on or after November 1, 2019 shall be assigned to Salary Range B. The top step of Salary Range B shall be equal to the top step of Salary Range A for each job classification. Salary Range B shall consist of 10 steps (steps 1 through 10). The range between each Step 1 through 10 shall be approximately two and one-half percent not to exceed the top step of Salary Range A.
C. 
Where the board of supervisors authorizes recruitment for a position at a level shown above Step 1, without requiring additional qualifications, the board may order that the incumbents already holding positions in that classification shall have their existing pay adjusted so that it will bear the same relationship to the new recruitment step as it bore to Step 1, except that it shall not exceed Step 5 of the same grade, and except that all those with satisfactory performance in the class and whose salary rates are beneath the new recruitment rate shall have their salary rates adjusted upward to at least the new recruitment rate. All persons on the eligible list who are offered appointment in the classification shall be offered the new recruitment step.
D. 
Where a salary grade for a given class or for several classes is revised upward or downward, the incumbents in the positions in classes affected shall have their existing pay adjusted to the same step in the new grade.
(Prior code § 14.705; Ord. 5478-B (Attach. A), 2007; Ord. 5879-B § 5, 2017; Ord. 5894-B § 1, 2017; Ord. 5944-B § 1, 2019; Ord. 5986-B § 1, 2019; Ord. 6213-B § 1, 2023; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)
Classified and unclassified employees shall be paid biweekly (every other week) in direct proportion to actual hours worked. Forty hours shall constitute a workweek. Eighty hours shall constitute a pay period. Payday will be on the second Friday following the end of each pay period.
(Prior code § 14.707; Ord. 5266-B, 2003; Ord. 5478-B (Attach. A), 2007; Ord. 5894-B § 1, 2017)
Monthly equivalent rates of pay shall be determined in accordance with Article 3.12.
(Prior code § 14.708; Ord. 5006-B, 1999; Ord. 5478-B (Attach. A), 2007)
Each department shall maintain, as a permanent record, a document containing, for each employee employed in such a department, the employee's name, classification, salary, actual hours worked, sick leave, vacation, overtime, and any other information related to such employee's hours of service. Such document shall be subject to audit by the county auditor or authorized representative.
(Prior code § 14.709; Ord. 5478-B (Attach. A), 2007)
A. 
PPEO General and Professional Units, Confidential, Safety Management, PCLEMA Represented, DDAA Represented, PPOA Represented, Management, and Unclassified Nonmanagement Employees. Normally, and as a general rule, upon progress and productivity, employees may be considered eligible for increases in salary according to the following general plan.
1. 
The numbers 1-5 or 1-10 denote the various steps in the Salary Ranges A and B, respectively.
2. 
Step 1 will normally be paid upon initial employment.
3. 
Step 2 will normally be paid upon satisfactory completion of the probationary period, or for unclassified employees, upon the satisfactory completion of 2,080 paid hours.
4. 
Employees will be considered for increase to Step 3 at the satisfactory completion of 2,080 paid hours in Step 2.
5. 
Employees will be considered for future step increases at the satisfactory completion of 2,080 paid hours at each step in the salary range.
B. 
Deputy Sheriff's Association Employees.
1. 
The numbers 1, 2, 3, 4 and 5, respectively denote the various steps in the salary grade.
2. 
Step 1 will normally be paid upon initial employment.
3. 
Employees will be considered to be eligible for an increase to Step 2 at the satisfactory completion of 1,040 paid hours, exclusive of any form of overtime, at Step 1.
4. 
Employees will be considered to be eligible for an increase to Step 3 at the satisfactory completion of 2,080 paid hours, exclusive of any form of overtime, in Step 2.
5. 
Employees will be considered to be eligible for an increase to Step 4 at the satisfactory completion of 2,080 paid hours, exclusive of any form of overtime, in Step 3.
6. 
Employees will be considered to be eligible for an increase to Step 5 at the satisfactory completion of 2,080 paid hours, exclusive of any form of overtime, in Step 4.
C. 
No advance in pay shall be automatic upon completion of the periods of service outlined herein above. All increases shall be made on the basis of merit as established by the employee's service, and after the recommendation of the department head and approval by the director of human resources. Increase in pay shall be withheld in cases of inferior work, lack of application, or indifferent attitude.
D. 
The county executive officer shall approve or disapprove recommendations for step advancement in the unclassified service.
(Prior code § 14.710; Ord. 5006-B, 1999; Ord. 5478-B (Attach. A), 2007; Ord. 5594-B § 1, 2010; Ord. 5627-B § 10, 2010; Ord. 5879-B § 6, 2017; Ord. 5894-B § 2, 2017; Ord. 6025-B § 3, 2020; Ord. 6068-B § 1, 2021; Ord. 6213-B § 1, 2023; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)
The salary or rates of compensation for each class represent the rate of pay for full-time monthly employment unless the compensation plan specifically states otherwise. The prescribed rates shall be deemed to include pay in every form, except for necessary expenses authorized or incurred incident to employment or except as provided in the compensation plan.
A. 
The above provisions notwithstanding, any employee, except temporary and seasonal, who works less than 40 hours per week by reason of uncompensated absence shall receive compensation for such week only in an amount equal to that portion of hours actually worked which bears on the normal workweek.
B. 
Where employment is part-time, intermittent and irregular, the monthly rate shall be converted to an hourly rate in accordance with these rules and an employee shall be paid at such rate in accordance with actual hours worked.
C. 
Where the employee works on a part-time, irregular, or indeterminate basis, and it is not practicable to ascertain the number of working hours to be devoted to the service of the county, the total compensation for such service shall be fixed by the board after considering the recommendation of the appointing power. Such recommendation shall include an estimate of the average amount of time to be devoted by the employee to the performance of assigned duties and an appraisal of the value of such service.
D. 
Permanent part-time employees shall be paid for holidays, at their normal rate of pay, in the same ratio as their hourly work schedule bears to the normal work schedule of a full-time employee. PPEO, DDAA, PPOA, and DSA represented employees shall be paid for holidays at the "holiday pay" rate as defined in Section 3.08.170. If the prorated paid holiday hours result in a part-time employee receiving less pay than they would normally be scheduled to receive during the holiday week, their vacation, holiday credit or CTO balance will be charged for the additional hour(s), unless the employee requests, in writing, that their leave balances not be used. Vacation, holiday credit or compensatory time off hours cannot be used to pay a part-time employee for more hours than they would normally receive. A supervisor may adjust a part-time employee's work schedule during a holiday week with five calendar days' advance notice so that the employee does not receive more paid hours than they would normally be paid.
E. 
Temporary, seasonal and emergency employees shall not be compensated for holidays not worked. Temporary and seasonal employees are typically paid at the first step of the salary grade for the job they are appointed to. All such appointments are subject to the approval of the county executive.
F. 
Monthly and annual rates shall be converted to hourly rates on the basis of 2,080 hours per year or 52 weeks at 40 hours each.
(Prior code § 14.715; Ord. 5478-B (Attach. A), 2007; Ord. 5531-B, 2008; Ord. 5572-B § 11, 2009; Ord. 6068-B § 1, 2021; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)
A. 
PPEO General and Professional Units, DDAA Employees, PPOA Employees.
1. 
As provided in Section 3.04.650 advancement in salary rate of an employee from one step to the next step shall be made on the first day of the pay period in which the employee's anniversary date falls following the employee's completion of a year of continuous service in such class if such advancement is approved by the director of human resources.
2. 
For computing continuous service see definitions, Section 3.08.170.
3. 
It shall be the department's sole responsibility to submit requests for step increases, accompanied by performance reports to the department of human resources prior to the employee's anniversary date. During any period in which the board of supervisors has suspended merit increases for any classified or unclassified employees, the department head shall not submit requests for step increases to the director of human resources for classified employees or to the county executive officer for unclassified employees and the anniversary date for eligibility shall be extended for the period of suspension.
B. 
Deputy Sheriff's Association, Safety Management, PCLEMA Represented, Management, Confidential and Unclassified Nonmanagement Employees.
1. 
As provided in Section 3.04.650 progression from one step to the next step shall be made on the first day of the pay period in which the employee completes the eligibility requirement in such class if such progression is approved by the director of human resources or county executive officer.
2. 
It shall be the appointing authority or designee's sole responsibility to submit requests for step increases, accompanied by performance reviews documenting the performance to the director of human resources or county executive officer prior to the employee's eligibility date for step advancement. During any period in which the board of supervisors has suspended merit increases for any employees, the department head shall not submit requests for step increases to the director of human resources and the eligibility date for a step increase shall be extended for the period of suspension.
(Prior code § 14.720; Ord. 5478-B (Attach. A), 2007; Ord. 5594-B § 2, 2010; Ord. 5627-B § 11, 2010; Ord. 6025-B § 3, 2020; Ord. 6068-B § 1, 2021; Ord. 6213-B § 1, 2023; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)
A. 
Original appointment shall be made at the minimum rate for the position's class except that upon approval of the county executive officer, appointment may be made at higher than the minimum rate.
B. 
Consideration shall be given to labor market conditions, recruiting needs, education and experience of the eligible proposed as compared to the minimum qualifications for the class.
C. 
The county executive officer may adjust the step of an employee, within the limits of his or her grade, to correct any salary inequity.
(Prior code § 14.725; Ord. 5072-B, 2001; Ord. 5478-B (Attach. A), 2007)
A. 
In the event of a promotion of an employee to a position in a class with a higher pay grade, such employee shall be entitled to receive the rate of compensation in the entrance step of the class to which they have been promoted.
B. 
In cases where the pay grade overlaps, promotion shall be effected to the next higher salary in the grade of the new class which will provide for an increase of not less than five percent but not to exceed the top step of the salary grade.
C. 
For purposes of eligibility for future step increases, a new anniversary date shall be established as of the effective date of the promotion.
D. 
If the grade mentioned in subsection A of this section does not overlap, but such employee is found to possess extraordinary qualifications for such new position, their prospective department head may request, in writing, authority to enter such new employee at the second step of the new grade. Such request shall be submitted to the director of human resources, who shall approve or disapprove such request. If such new position is in the unclassified service, such request shall be submitted to the county executive officer, who shall approve or disapprove such request.
E. 
Educational or other special pay shall not be included when calculating the appropriate pay rate mentioned in subsections A and B of this section.
F. 
Employees appointed from a re-employment eligible list shall be placed at the same step in the salary grade that was attained immediately prior to layoff.
Upon recommendation of the appointing authority, the board of supervisors may adjust the step of an employee within the limits of the salary grade in the same manner as delineated under Section 3.04.680, Appointment at higher step. The new anniversary date will be the date of reemployment.
(Prior code § 14.730; Ord. 5478-B (Attach. A), 2007; Ord. 6068-B § 1, 2021; Ord. 6218-B, 9/26/2023)
In the case of the demotion of any employee to a class with a lower pay grade, such employee shall be placed at the pay step in the lower salary grade that is nearest to their current salary and results in a reduction in the salary of the employee after the demotion. In no case shall the reduction result in the employee being placed higher than the top step of the lower salary grade. In all demotion cases the employee shall retain his or her original anniversary date.
(Prior code § 14.735; Ord. 5478-B (Attach. A), 2007; Ord. 6246-B, 1/23/2024)