The current schedules of classifications, allocations of positions and compensation for county personnel, employees and officers will be maintained by the personnel director and presented in such a fashion so as to be readily available for review by county employees, officers, and the public. Amendments or changes to allocations of positions and compensation will be made by uncodified ordinance. The personnel director will maintain a backup copy of ordinances enacted on or after November 1, 2007, which contain these changes. Where a current salary or benefit is set forth in a collective bargaining agreement for represented employees or in a salary or benefits ordinance for unrepresented employees, those documents will be adopted as uncodified ordinances and will be maintained in such a fashion so as to be readily available for review by county employees, officers, and the public.
(Added during 2000 codification; Ord. 5057-B, 2000; Ord. 5062-B, 2000; Ord. 5065-B, 2000; Ord. 5066-B, 2000; Ord. 5067-B, 2000; Ord. 5068-B, 2000; Ord. 5069-B, 2000; Ord. 5071-B, 2001; Ord. 5073-B, 2001; Ord. 5074-B, 2001; Ord. 5078-B, 2001; Ord. 5081-B, 2001; Ord. 5082-B, 2001; Ord. 5083-B, 2001; Ord. 5087-B, 2001; Ord. 5088-B, 2001; Ord. 5089-B, 2001; Ord. 5091-B, 2001; Ord. 5093-B, 2001; Ord. 5094-B, 2001; Ord. 5111-B, 2001; Ord. 5108-B, 2001; Ord. 5107, 2001; Ord. 5105-B, 2001; Ord. 5104-B, 2001; Ord. 5103-B, 2001; Ord. 5102-B, 2001; Ord. 5101-B, 2001; Ord. 5100-B, 2001; Ord. 5098-B, 2001; Ord. 5097-B, 2001; Ord. 5139-B, 2001; Ord. 5140-B, 2001; Ord. 5150-B, 2002; Ord. 5154-B, 2002; Ord. 5155-B, 2002; Ord. 5160-B, 2002; Ord. 5162-B, 2002; Ord. 5165-B, 2002; Ord. 5165-B, 2002; Ord. 5166-B, 2002; Ord. 5168-B, 2002; Ord. 5172-B, 2002; Ord. 5174-B, 2002; Ord. 5176-B, 2002; Ord. 5177-B, 2002; Ord. 5178-B, 2002; Ord. 5181-B, 2002; Ord. 5182-B, 2002; Ord. 5184-B, 2002; Ord. 5185-B, 2002; Ord. 5186-B, 2002; Ord. 5188-B, 2002; Ord. 5189-B; 2002; Ord. 5193-B, 2002; Ord. 5194-B, 2002; Ord. 5196-B, 2002; Ord. 5197-B, 2002; Ord. 5198-B, 2002; Ord. 5203-B, 2002; Ord. 5228-B, 2003; Ord. 5231-B, 2003; Ord. 5232-13, 2003; Ord. 5234-B, 2003; Ord. 5239-B, 2003; Ord. 5240-B, 2003; Ord. 5242-B, 2003; Ord. 5247-B, 2003; Ord. 5254-B, 2003; Ord. 5256-B, 2003; Ord. 5257-B, 2003; Ord. 5260-B, 2003; Ord. 5262-B, 2003; Ord. 5264-B, 2003; Ord. 5267-B, 2003; Ord. 5279-B, 2003; Ord. 5282-B, 2003; Ord. 5286-B, 2004; Ord. 5287-B, 2004; Ord. 5290-B, 2004; Ord. 5295-B, 2004; Ord. 5297-B, 2004; Ord. 5303-B, 2004; Ord. 5306-B, 2004; Ord. 5311-B, 2004; Ord. 5322-B, 2004; Ord. 5329-B, 2004; Ord. 5334-B, 2004; Ord. 5337-B, 2004; Ord. 5343-B, 2004; Ord. 5344-B, 2005; Ord. 5347-B, 2005; Ord. 5349-B, 2005; Ord. 5356-B, 2005; Ord. 5357-B, 2005; Ord. 5358-B, 2005; Ord. 5359-B, 2005; Ord. 5369-B, 2005; Ord. 5372-B, 2005; Ord. 5374-B, 2005; Ord. 5380-B, 2005; Ord. 5382-B, 2005; Ord. 5384-B, 2005; Ord. 5385-B, 2005; Ord. 5386-B, 2005; Ord. 5389-B, 2005; Ord. 5390-B, 2005; Ord. 5392-B, 2006; Ord. 5395-B, 2006; Ord. 5396-B, 2006; Ord. 5399-B, 2006; Ord. 5401-B, 2006; Ord. 5402-B, 2006; Ord. 5410-B, 2006; Ord. 5411-B, 2006; Ord. 5413-B, 2006; Ord. 5414-B, 2006; Ord. 5417-B, 2006; Ord. 5418-B, 2006; Ord. 5422-B, 2006; Ord. 5426-B, 2006; Ord. 5429-B, 2006; Ord. 5431-B, 2006; Ord. 5432-B, 2006; Ord. 5468-B, 2007; Ord. 5478-B (Attach. A), 2007)
A. 
For employees represented by the Placer County Deputy Sheriff's Association (PCDSA) floating holiday shall be taken within the calendar year granted and shall not carry over from year to year. Unused holiday time will not be compensated upon termination.
B. 
Uniform Allowance.
1. 
DSA Represented Employees. Employees in the following classifications are eligible to receive a uniform allowance:
Deputy Sheriff I
Deputy Sheriff II
Sheriff's Sergeant
a. 
If required by the county to maintain a uniform, a uniform allowance shall be paid on a biweekly basis. This will not affect reserve deputies, honorary deputies and other county officers and employees deputized for special purposes. New employees will be advanced the first year's uniform allowance in their first full paycheck and receive uniform allowance on a biweekly basis upon their first-year anniversary.
b. 
The uniform allowance is $1,065.00 per year for Auburn area deputies and $1,215.00 per year for Tahoe, Colfax, Dutch Flat, and Foresthill area assigned deputies and resident deputies.
c. 
Employees appointed or reassigned to Dutch Flat or Foresthill resident deputy or to any position east of Serene Lakes shall receive a one-time winter clothing stipend in the amount of $250.00.
d. 
If purchase of the campaign hat is mandatory, the sheriff's office will pay for the cost of the hat and will reimburse association members immediately upon provision of a receipt.
2. 
LEMA Represented Employees.
a. 
If required by the county to maintain a uniform, a uniform allowance in the amount set forth below shall be paid on a biweekly basis.
b. 
The uniform allowance is $1,065 per year. For employees assigned to the Tahoe Substation the allowance is $1,215 per year.
c. 
If purchase of the Campaign hat is mandatory, the sheriff's office will pay for the cost of the hat and will reimburse employees immediately upon provision of a receipt.
d. 
New employees will be advanced the first year's uniform allowance in their first full paycheck and receive uniform allowance on a biweekly basis upon their first-year anniversary.
3. 
Classified Management. Probation managers who are required by the county to wear, purchase, and maintain a uniform shall receive a non-reimbursable, taxable, biweekly pay in accordance with procedures established by the auditor controller's office in the amount of $1,065 per year. The effective date shall be the beginning of the pay period in which the employee is required to wear, purchase, and maintain a uniform.
a. 
New employees will be advanced the first year's uniform allowance in their first full paycheck and receive uniform allowance on a biweekly basis upon their first-year anniversary.
4. 
PPOA Represented Employees. Uniform allowances shall be processed as non-reimbursable, taxable, biweekly pay in accordance with procedures established by the auditor controller's office. The effective date shall be the beginning of the pay period in which the employee is required to wear a uniform. Employees in the deputy probation officer (Field and Institution) I/II/Senior/Supervising classifications, who are required to wear a uniform as a regular part of their duties, will be paid $1,065 per year.
a. 
Effective March 8, 2025, employees assigned to the Tahoe Probation Office will be paid $1,215 per year.
b. 
New employees will be advanced the first year's uniform allowance in their first full paycheck and receive uniform allowance on a biweekly basis upon their first-year anniversary.
5. 
PPEO Represented Employees. Uniform allowances shall be processed as non-reimbursable, taxable, biweekly pay in accordance with procedures established by the auditor controller's office. The effective date shall be the beginning of the pay period in which the employee is required to wear a uniform. Employees in the following classifications, who are required to wear a uniform as a regular part of their duties, will be paid the following amount per year:
a. 
$800 Allowance.
Accounting Assistant Entry, Journey, Senior;
Accounting Technician;
Accountant I, II (Assigned to Probation);
Administrative Clerk Entry, Journey, Senior;
Administrative Legal Clerk Entry, Journey, Senior, Supervisor;
Administrative Assistant;
Administrative Technician (Assigned to Probation);
Animal Care Attendant, Supervisor;
Animal Care Program Coordinator;
Executive Assistant (Assigned to Probation);
Information Technology Specialist, Senior (Assigned to Probation);
Inmate Programs and Vocational Training Coordinator;
Inmate Services Clerk;
Probation Assistant;
Public Information Officer I, II (Assigned to Sheriff);
Public Safety Dispatcher I, II, Supervising;
Staff Services Analyst I, II, Senior (Assigned to Probation).
b. 
$1,165 Allowance.
Agricultural & Standards Inspector I, II, Senior, Supervising;
Animal Control Officer I, II, Senior, Supervising, Supervising Senior;
Community Service Officer I, II;
Coroner Technician;
Correctional Officer I, II;
Correctional Sergeant;
Environmental Health Specialist Trainee/Registered Assistant, Associate, Senior, Supervising;
Environmental Health Technical Specialist;
Environmental Health Technician I II, Senior;
Evidence Technician I, II, Supervising;
Investigative Assistant.
C. 
Career and Education Incentive.
1. 
Intermediate POST.
a. 
For employees represented by the Placer County Law Enforcement Association (PCLEMA), effective July 15, 2023, the compensation for POST intermediate certificate shall be eliminated.
b. 
For specified permanent full-time employees represented by the PCDSA, Intermediate POST certificate pay shall be as follows:
Deputy Sheriff II
$500/month
Sheriff's Sergeant
$650/month
Chief Deputy Coroner
$650/month
Investigator—District Attorney
$650/month
Investigator—Welfare Fraud
$650/month
Investigator—Welfare Fraud—Supervising
$650/month
2. 
Advanced POST.
a. 
For employees represented by PCLEMA, compensation for POST advanced certificate shall be pursuant to the terms of the Memorandum of Understanding between Placer County and the PCLEMA.
b. 
For specified permanent full-time employees represented by the PCDSA, Advanced POST certificate pay shall be as follows:
Deputy Sheriff II
$1,000/month
Sheriff's Sergeant
$1,150/month
Chief Deputy Coroner
$1,150/month
Investigator—District Attorney
$1,150/month
Investigator—Welfare Fraud
$1,150/month
Investigator—Welfare Fraud—Supervising
$1,150/month
3. 
POST incentive amounts are not cumulative or compounded and employees will receive only one rate of incentive pay for POST certification. The effective date of the POST special allowance pay shall be the beginning of the pay period in which the POST requirements were met as documented on the POST certificate.
4. 
Education Incentive Pay.
a. 
DSA Represented Employees. Full-time permanent employees represented by the PCDSA will be eligible for educational incentive pay. To be eligible for educational incentive pay the degree must be from an accredited college, consistent with the human resources department practices in determining validity of the college and degree. Employees must present evidence of successful completion of a qualifying degree, consistent with this section to their department head, which shall determine and certify whether employees are eligible to receive educational incentive pay. The effective date of the educational incentive pay shall be the beginning of the pay period immediately following receipt by the department of the qualifying degree at any point following the employee's date of hire.
i. 
The amount of the educational incentive for AA, BA or MA degrees shall be as follows:
Associate degree (AA)
$100/pay period
Bachelor's degree (BA)
$125/pay period
Master's degree (MA)
$175/pay period
ii. 
Assistant deputy sheriff I/II and deputy sheriff trainee are not eligible for education incentive pay.
b. 
PCLEMA Represented Employees. For employees represented by the PCLEMA, the educational incentive shall be as set forth in the Memorandum of Understanding between Placer County and the PCLEMA.
c. 
PPOA Represented Employees. For employees represented by the PPOA, the educational incentive shall be as set forth in the Memorandum of Understanding between Placer County and the PPOA.
d. 
Employees may not receive educational incentive pay for more than one degree. The payments are not cumulative and only one degree qualifies for payment.
D. 
Hazard Premium, Detective Division Premium, and Narcotics Division Premium Pays.
1. 
DSA Represented Employees. Hazard premium pay and detective division premium pay shall be as set forth in the Memorandum of Understanding between the county and the PCDSA.
2. 
PCLEMA Represented Employees. Hazard Premium and Narcotics Division Premium pays shall be as set forth in the Memorandum of Understanding between the county and the PCLEMA.
3. 
PPOA Represented Employees. Detective Division Premium Pay-Undercover shall be as set forth in the Memorandum of Understanding between the county and the PPOA.
4. 
PPEO Represented Employees. Hazard Premium Pay — Critical Incident Response Correctional Officers and Hazard Premium Pay - Family and Children's Services (FACS), shall be as set forth in the Memorandum of Understanding between the county and the PPEO.
E. 
Shift Differential Premium.
1. 
PPEO General and Professional Units and Confidential Employees.
a. 
Shift Differential Premium — Night Shift. Employees who are routinely and consistently scheduled to work other than a standard “daytime” shift (e.g., graveyard or swing where 50% or more of their hours are between 5:00 p.m. and 6:00 a.m.) shall receive a shift differential premium of seven and one-half percent of base pay for all hours worked.
b. 
Extended Hours Coverage. PPEO “daytime” shift employees who are not routinely and consistently assigned to work graveyard or swing shifts (e.g., 50% or more of their regular hours are between 5:00 p.m. and 6:00 a.m.) shall receive extended hours coverage pay in the amount of seven and one-half percent of base pay for all hours worked between the hours of 5:00 p.m. and 6:00 a.m., excluding any hours that are part of the employee’s regular shift, provided they work a minimum of three continuous hours between the period of 5:00 p.m. and 6:00 a.m., excluding any hours that are part of the employees’ regular shift.
i. 
Extended hours coverage shall not apply to call back duty.
2. 
PCDSA Represented Employees.
a. 
Shift Differential Premium — Night Shift. Employees who are routinely and consistently scheduled to work other than a standard "daytime" shift (e.g., graveyard or swing where 50% or more of their hours are between 4:30 p.m. and 6:30 a.m.) shall receive a shift differential premium of $4.41 per hour for all hours worked.
b. 
Extended Hours Coverage. Employees who are not routinely and consistently assigned to work a night shift (e.g., graveyard or swing shift) shall receive additional pay when working extended hours as follows:
i. 
Employees other than those regularly assigned to work at the jail shall receive an additional $4.41 per hour for any hours worked between 4:30 p.m. and 6:30 a.m. (excluding any hours that are part of the employee's regular shift), provided they work a minimum of one hour during that time period.
ii. 
Employees regularly assigned to work at the jail shall receive an additional $4.41 per hour for any hours worked between 4:30 p.m. and 6:30 a.m. (excluding any hours that are part of the employee's regular shift), provided they work a minimum of three continuous hours during the time period.
iii. 
This pay differential shall not be reportable to CalPERS.
3. 
PCLEMA Represented Employees. Shift Differential Premium—Night Shift. Employees who are routinely and consistently scheduled to work other than a standard "daytime" shift shall receive a shift differential premium of seven and one-half percent of base pay for all hours worked when working a night shift (e.g., graveyard or swing).
4. 
PPOA Represented Employees.
a. 
Shift Differential Premium – Night Shift. Employees who are routinely and consistently scheduled to work other than a standard “daytime” shift (e.g., graveyard or swing where 50% or more of their hours are between 5:00 p.m. and 6:00 a.m.) shall receive a shift differential premium of seven and one-half percent of base pay for all hours worked.
b. 
Extended Hours Coverage.
i. 
PPOA “daytime” shift employees who are not routinely and consistently assigned to work graveyard or swing shifts (e.g., 50% or more of their regular hours are between 5:00 p.m. and 6:00 a.m.) shall receive extended hours coverage pay in the amount of seven and one-half percent of base pay for all hours worked between the hours of 5:00 p.m. and 6:00 a.m., excluding any hours that are part of the employee’s regular shift, provided they work a minimum of three continuous hours between the period of 5:00 p.m. and 6:00 a.m., excluding any hours that are part of the employees’ regular shift.
ii. 
Extend hours coverage shall not apply to a call back duty event.
F. 
Rain Gear. Once every three years, employees assigned to the following areas shall be provided with rain gear, including coat, pants and boots, as deemed necessary by the appointing authority: roads, utility services, wastewater treatment, building maintenance, document solutions, animal control officers, TART bus drivers, building inspectors, mini-bus drivers, park workers, communications, garage, engineering technicians (when assigned field inspection duties), environmental health workers, IT analysts, IT technicians, and deputy probation officers assigned to field duties. The appointing authority can replace an employee's rain gear more often as they deem necessary.
G. 
Supplemental Compensation—Declared Snow Shift Assignments.
1. 
The county will pay an assignment differential of 10% of base salary to each employee assigned by the appointing authority, or designee, to perform snow removal duties. No employee will receive work out of class pay for the purpose of performing snow removal duties.
2. 
The number eligible and time period for which such status is available shall be determined jointly by the director of public works and the county executive office.
3. 
Such compensation shall be in addition to any overtime to which the employee is entitled under the provisions of Section 3.04.240, et seq.
H. 
Bilingual Pay.
1. 
Upon request of the department head and approval of the director of human resources, designated employees who are routinely and consistently assigned to positions requiring communication skills other than English shall be paid bilingual pay. Sign language shall constitute a second language within the meaning of bilingual pay provided that the requisite certification procedures as defined by the director of human resources have been completed. The effective date for bilingual pay shall be the beginning of the pay period upon successful completion of the requisite certification procedure.
a. 
PPEO, PCLEMA, DDAA, PPOA, management, confidential, and safety management employees shall be paid an additional five percent of base salary.
b. 
PCDSA Represented employees shall be paid an additional $464 per month.
I. 
Universal Technician Pay. Upon request of the department head, and approval by the director of human resources, the county will pay an additional five percent of base hourly rate, plus longevity if applicable, to employees who have been certified as a universal technician as required by 40 CFR Part 82, subpart F, and who are assigned duties in the department of facilities management that are consistent with that certification. The effective date shall be the beginning of the pay period the employee provides the supporting documentation.
J. 
Tool Reimbursement. The following classifications shall receive a $750 per year tool replacement allowance to be reimbursed quarterly in accordance with procedures established by the auditor controller's office. No more than one claim may be submitted for reimbursement in any calendar quarter. Classifications eligible for this personal reimbursement shall include:
11604
Automotive Mechanic
11605
Master Automotive Mechanic
11611
Equipment Mechanic
11613
Master Equipment Mechanic
11601
Equipment Service Worker I
11602
Equipment Service Worker II
13302
Supervising Mechanic
K. 
Jail Administrative Legal Clerk Training Pay. The county shall pay a differential of five percent of base salary to each employee in the classification of administrative legal clerk-journey and administrative legal clerk-senior who is routinely and consistently assigned by the sheriff to perform the duties of a jail administrative legal clerk trainer. It shall be understood that the above-described training pay shall be paid to an employee only during the time the employee is assigned jail administrative legal clerk trainer responsibilities. Payment of said training pay to that employee shall cease at the time the sheriff terminates the jail administrative legal clerk training responsibilities or reassigns training responsibilities to another employee.
L. 
Field or Jail Training Officer.
1. 
The county shall pay $389 per month to each employee in the classification of deputy sheriff II who is routinely and consistently assigned by the sheriff to perform the duties of a field training officer or as a jail training officer.
2. 
The county shall pay a differential of five percent of base salary to each employee in the classification of correctional officer II who is routinely and consistently assigned by the sheriff to perform the duties of a jail training officer.
3. 
It shall be understood that the above-described salary differentials shall be paid to an employee only during the time they are assigned formal field training or jail training responsibilities. Payment of said differential to that employee shall cease at such time as the sheriff shall terminate the field/jail training responsibilities or reassign same to another employee.
M. 
Public Safety Dispatcher Training Pay. The county shall pay a differential of five percent of base salary to each employee in the classification of public safety dispatcher II who is routinely and consistently assigned by the sheriff to perform the duties of a dispatch trainer. It shall be understood that the above-described salary differential shall be paid to an employee only during the time they are assigned dispatcher trainer responsibilities. Payment of said differential to that employee shall cease at such time as the sheriff shall terminate the dispatcher trainer responsibilities or reassign same to another employee.
N. 
POST Dispatcher Certificate Pay. Employees permanently allocated to the classifications of public safety dispatcher I, public safety dispatcher II, supervising public safety dispatcher, and dispatch services supervisor will be eligible for the following certificate pays:
1. 
Incentive pay for possession of a POST dispatcher intermediate certificate will be $100 per pay period.
2. 
Incentive pay for possession of a POST dispatcher advanced certificate will be $125 per pay period.
3. 
The above incentive amounts are not cumulative or compounded and employees will receive only one rate of incentive pay for the POST certification.
O. 
Lateral Signing Bonus. Public safety dispatcher II, supervising public safety dispatcher, and dispatch services supervisor, applicants with prior dispatch experience who are hired into permanently allocated positions will be eligible for the following one-time incentives upon their initial hire to the county:
1. 
An initial payment of $1,500 will be added to the first paycheck earned, and
2. 
A second/final payment of $1,000 will be paid out upon the successful completion of the entire probationary period as determined by the sheriff.
P. 
PPEO Professional Unit, Confidential and Management. The county shall pay a differential of five percent of base salary to each employee who obtains a certificate as a certified public accountant and who, with the concurrence of the county executive officer, makes use of the CPA in the course and scope of their employment.
Q. 
Canine Officer Premium Pay. Sworn peace officers represented by PCLEMA, PCDSA, PPOA, and the PPEO correctional officer classifications assigned by the sheriff, district attorney, or chief probation officer as "canine handlers," shall receive Canine Officer Premium pay as follows:
1. 
PPEO Represented Employees. The Canine Officer Premium terms and pay shall be as set forth in the Memorandum of Understanding between the county and the PPEO.
2. 
DSA Represented Employees. The Canine Officer Premium terms and pay shall be as set forth in the Memorandum of Understanding between the county and the PSA.
3. 
PCLEMA Represented Employees. The Canine Officer Premium terms and pay shall be as set forth in the Memorandum of Understanding between the county and the PCLEMA.
4. 
PPOA Represented Employees. The Canine Officer Premium terms and pay shall be as set forth in the Memorandum of Understanding between the county and the PPOA.
R. 
Jail Incentive Pay.
1. 
The county will pay a differential of five percent of base salary to each employee in the following classifications who are routinely and consistently assigned to work within the jail facility where criminally charged persons are confined.
Accounting Assistant — Entry/Journey/Senior
Accounting Technician
Administrative Clerk — Entry/Journey/Senior
Administrative Legal Clerk — Entry/Journey/Senior
Administrative Legal Supervisor
Administrative Assistant
Building Crafts Mechanic/Senior
Client Services Counselor — I/II/Senior
Client Services Practitioner — I/II/Senior
Custodian — I/II/Senior
Facilities Operations Supervisor
Staff Services Analyst I/II/Senior
2. 
Senior administrative legal clerks who are consistently assigned as shift supervisors over other employees in the jail will receive an additional five percent of base salary.
S. 
LCSW/MFT/MFCC Pay. The county shall pay an additional five percent of base hourly rate, plus longevity if applicable, to each employee in the classifications of client services practitioner I/II/senior and client services program supervisor, who obtains a certificate as a licensed clinical social worker (LCSW); marriage and family therapist (MFT); marriage, family, child counselor (MFCC); licensed professional counselor (LPCC); or licensed psychologist (Ph.D. and Psy.D.). The effective date shall be the beginning of the pay period the employee provides the supporting documentation.
T. 
Work Boot/Safety Shoe Allowance.
1. 
Each employee in the classifications listed below shall receive an annual work boot/safety shoe allowance. The annual safety boot allowance shall be paid in the first full pay period of the fiscal year. Employees that become eligible on or after the first full pay period of the fiscal year through December 31st shall receive the full allowance effective the date of eligibility. Employees eligible on or after January 1st shall not receive the work boot allowance for the remainder of that fiscal year. Employees receiving such allowance shall be required to wear work boots or safety shoes at all times while performing their job duties.
a. 
$150 Annual Allowance
Administrative Dispatcher (Public Works and Facilities Tahoe Assignment)
Architect, Senior
Project Manager I, II, Senior
b. 
$325 Annual Allowance
Agricultural and Standards Inspector I/II/Senior/Supervising
Animal Care Attendant; Animal Care Supervisor
Animal Control Officer I/II/Senior/Supervising
Animal Services Program Coordinator
Assistant Road Superintendent
Building Crafts Mechanic/Senior
Building Crafts Crew Supervisor
Building Inspector I/II/Senior/Supervising
Bus Driver I/II/Senior
Capital Improvements Technician I/II
Code Enforcement Officer I/II/Supervising
Custodian I/II/Senior/Supervising
Electrical Instrument and Control Technician I/II/Senior/Supervising
Emergency Services Specialist I/II/Senior
Engineering Technician I/II/Senior
Environmental Health Specialist — Trainee/Registered — Assistant/Associate/Senior/Supervising
Environmental Health Technical Specialist
Environmental Health Technician I/II/Senior
Equipment Mechanic I/II/Master Equipment Mechanic
Equipment Mechanic/Welder
Equipment Operator/Equipment Operator — Senior
Facilities Operations Supervisor
Information Technology Analyst I/II/Senior (Assigned to Telecommunications)
Information Technology Technician I/II/Supervisor (Assigned to Telecommunications)
Maintenance Worker
Mechanic — Supervising
Parking Enforcement Officer
Parks Worker/Senior
Parks Crew Supervisor
Parks Operations Supervisor
Road District Crew Supervisor
Road District Operations Supervisor
Sheriff's Automotive Technician I/II/Supervising
Surveyor Assistant/Associate/Senior
Transportation Supervisor
Utility Service Worker/Senior
Utility Service Crew Supervisor
Utility Operations Supervisor
Waste Disposal Site Attendant/Senior/Supervisor
Waste Management Operations Superintendent
Wildlife Specialist
U. 
Inmate Oversight Pay—PPEO Represented Employees. Inmate oversight pay shall be as set forth in the Memorandum of Understanding.
V. 
Wellness Incentive—PCLEMA. Wellness incentive pay shall be as set forth in the Memorandum of Understanding between the county and the PCLEMA.
W. 
PPEO and PPOA represented employees may receive one pay differential of two and one-half percent of base salary for one or more special skill certification(s) and/or licenses. To qualify, the certification(s) shall meet the following criteria:
1. 
Certification/license is for the performance of duties required by the county and approved by the employee's appointing authority and the county executive officer.
2. 
Certification/license is for the performance of duties not specified in the employee's job classification and/or required as a minimum qualification.
3. 
Certification/license must be required by the state of California or a regulatory agency in order to perform or oversee the duties.
4. 
Certification/license must be renewable and be kept current.
5. 
Certification/license duties are not already identified for additional compensation in the current MOU between PPEO and the county.
The pay differential will cease under any of the following conditions:
a. 
The employee's duties or work assignment change,
b. 
The certification/license is no longer necessary or applicable,
c. 
The certification/license is not used or required to perform the duties, or
d. 
The employee fails to maintain the certification/license.
6. 
The effective date shall be the beginning of the pay period the employee provides the supporting documentation.
X. 
Building Inspector Certificate Pay. Certificates that are attained by employees in the classifications of building inspector I/II, senior, and supervising, beyond those presented to meet the minimum qualification as stated in the class specifications shall be compensated at the rate of $50 per certificate per month up to a maximum of $200 per month for each of the certificates listed: plans examiner, plumbing, mechanical, electrical (commercial or residential). The county will reimburse a qualifying employee for all initial exams and renewal fees associated with the above certificates for up to three exams per year. The effective date shall be the beginning of the pay period the employee provides the supporting documentation.
Y. 
Confidential Pay. Permanent employees in positions designated as confidential, as defined in the Placer County Employer and Employee Relations Policy, shall receive five percent additional pay.
Z. 
Licensure/Certification. Management employees in the health and human services department who possess and use specialty licensure or certification which is above the minimum qualification and used during the normal course and scope of their position will receive a pay differential of five percent of base salary; example, licensed clinical social worker (LCSW).
AA. 
Tuition Reimbursement. Pursuant to the terms and conditions set forth in the county's tuition reimbursement policy, classified management employees are eligible for tuition reimbursement in the amount of $1,200 per fiscal year. PPEO, PCLEMA, DDAA, PPOA, and PCDSA represented employees may be eligible for tuition reimbursement pursuant to the applicable memorandum of understanding.
BB. 
 
ADMIN CODE
CLASSIFICATION TITLE
15585
Architectural Assistant I *a
14210
Architectural Assistant II *a
14207
Assistant Surveyor *b
13545
Capital Improvements Manager *a
OS2025-14202
Engineer—Assistant *b
13522
Property Manager *a
13519
Utility Program Manager *b
a. 
*All employees in this class shall be paid at the corresponding step of the next higher salary grade upon presentation of the certificate of registration as a licensed architect issued by the California State Board of Architectural Examiners.
b. 
*The county will pay an additional five percent of the base hourly rate, plus longevity if applicable, upon presentation of a certificate of registration as a civil engineer or land surveyor issued by the California State Board of Registration for Professional Engineers.
CC. 
Bus Driver I/II Signing Bonus and TART Retention Bonus.
1. 
Permanent new hire employees in the classification of Bus Driver I or Bus Driver II shall be eligible to receive a signing bonus, up to $2,000. This amount, less appropriate withholding taxes, will be paid out as follows:
a. 
Bus Driver I:
i. 
One thousand dollars will be paid at the beginning of the pay period in which the employee provides proof of a valid Class A or B driver's license with passenger endorsements and no air brake restrictions.
ii. 
One thousand dollars will be paid upon completion of 2,080 paid hours.
b. 
Bus Driver II:
i. 
One thousand dollars will be paid upon completion of 160 paid hours.
ii. 
One thousand dollars will be paid upon completion of 2,080 paid hours.
c. 
The maximum combined signing bonus amount to be paid to each qualified employee shall not exceed $2,000.
2. 
TART Retention Bonus. Permanent employees hired on or after August 9, 2025, in the classification of Bus Driver I or Bus Driver II, and who are assigned to Tahoe Area Rapid Transit (TART), shall be eligible for a one-time retention bonus. This amount, less appropriate withholding taxes, will be paid out as follows:
a. 
$2,000 will be paid upon completion of 4,160 hours (two years of service) for TART employees who have not yet completed 4,160 hours of service.
b. 
$2,000 will be paid upon completion of 6,240 paid hours (three years of service) for TART employees who have not yet completed 6,240 hours of service.
c. 
The maximum combined retention bonus to be paid to each qualified employee in this category shall not exceed $4,000.
3. 
TART Retention Bonus for Current Employees.
a. 
Permanent employees in the classifications of Bus Driver I/II/Senior, hired before August 9, 2025, shall receive a one-time retention bonus of $2,000.
4. 
Employees who terminate employment prior to meeting the applicable criteria are not eligible for any future bonus.
DD. 
Sheriff's Office Public Information Officer Stipend. The Sheriff's Lieutenant regularly assigned by the Sheriff to act as the Public Information Officer of the Sheriff's Office shall receive a stipend in the amount of $250 per pay period in recognition of routinely and consistently being available to work odd or unusual hours to provide public information services in times of critical incidents. This stipend is not reported to CalPERS.
The Sheriff's decision to regularly assign employees as the Public Information Officer shall not be grievable, nor shall the removal of an employee as the Public Information Officer constitute discipline under the MOU or POBR.
EE. 
Animal Premium Pay-Horse Handler. The Animal Premium Pay-Horse Handler shall be as set forth in the Memorandum of Understanding between the county and the PCDSA.
FF. 
Victim Support Canine Pay. Employees in the Multi-Disciplinary Interview Coordinator, Victim/Witness I/II/Senior, and Investigative Assistant classifications, assigned by the District Attorney, to provide care and board a county-owned canine, as "canine caretakers," shall receive Victim Support Canine Caretaker Pay of four hours per pay period, paid at time and one-half the employee's base hourly rate of pay. This compensation does not include veterinarian fees, feed, or other reimbursable expenses for the upkeep of the animal.
GG. 
All pays listed in this section must meet the CalPERS definition of special compensation to be considered reportable. CalPERS solely determines whether any or all pays listed in this section meet the CalPERS definition of special compensation for the calculation of retirement benefits. The county is not responsible for reporting any pays not determined by CalPERS to be reportable.
(Prior code § 14.3000; Ord. 4963-B, 1999; Ord. 4967-B, 1999; Ord. 4970-B, 1999; Ord. 4986-B, 1999; Ord. 4988-B, 1999; Ord. 4998-B, 1999; Ord. 5014-B, 2000; Ord. 5017-B, 2000; Ord. 5026, 2000; Ord. 5028-B, 2000; Ord. 5029-B (Attach. A, D, F), 2000; Ord. 5032-B, 2000; Ord. 5040-B, 2000; Ord. 5044-B, 2000; Ord. 5058-B (Attach. 1, 2, 5, 6, 7, 8, 9, 28, 30), 2000; Ord. 5062-B, 2000; Ord. 5069-B, 2000; Ord. 5075-B, 2001; Ord. 5083-B, 2001; Ord. 5085, 2001; Ord. 5089-B, 2001; Ord. 5095-B, 2001; Ord. 5111-B, 2001; Ord. 5107-B, 2001; Ord. 5100-B, 2001; Ord. 5099-B, 2001; Ord. 5115-B, 2001; Ord. 5137-B, 2001; Ord. 5138-B, 2001; Ord. 5139-B, 2001; Ord. 5150-B, 2002; Ord. 5153-B, 2002; Ord. 5160-B, 2002; Ord. 5163-B, 2002; Ord. 5164-B, 2002; Ord. 5165-B, 2002; Ord. 5172-B, 2002; Ord. 5186-B, 2002; Ord. 5189-B, 2002; Ord. 5193-B, 2002; Ord. 5194-B, 2002; Ord. 5197-B, 2002; Ord. 5203, 2002; Ord. 5205-B, 2002; Ord. 5215-B, 2002; Ord. 5216-B, 2002; Ord. 5224-B, 2003; Ord. 5230-B, 2003; Ord. 5240-B, 2003; Ord. 5247-B, 2003; Ord. 5254-B, 2003; Ord. 5256-B, 2003; Ord. 5257-B, 2003; Ord. 5260, 2003; Ord. 5261-B, 2003; Ord. 5263-B, 2003; Ord. 5267-B, 2003; Ord. 5279-B, 2003; Ord. 5281-B, 2004; Ord. 5286-B, 2004; Ord. 5288-B, 2004; Ord. 5297-B, 2004; Ord. 5303-B, 2004; Ord. 5309-B, 2004; Ord. 5311-B, 2004; Ord. 5312-B, 2004; Ord. 5314-B, 2004; Ord. 5334-B, 2004; Ord. 5336-B, 2004; Ord. 5337-B, 2004; Ord. 5343-B, 2004; Ord. 5349-B, 2005; Ord. 5361-B, 2005; Ord. 5363-B, 2005; Ord. 5372-B, 2005; Ord. 5379-B, 2005; Ord. 5382-B, 2005; Ord. 5386-B, 2005; Ord. 5391-B, 2005; Ord. 5396-B, 2006; Ord. 5410-B, 2006; Ord. 5414-B, 2006; Ord. 5422-B, 2006; Ord. 5426-B, 2006; Ord. 5428-B, 2006; Ord. 5441-B, 2007; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5447-B, 2007; Ord. 5448-B, 2007; Ord. 5451-B, 2007; Ord. 5472-B, 2007; Ord. 5478-B (Attach. A), 2007; Ord. 5531-B, 2008; Ord. 5572-B § 17, 2009; Ord. 5597-B, 2010; Ord. 5608-B § 6, 2010; Ord. 5683-B § 49, 2012; Ord. 5700-B § 37, 2013; Ord. 5719-B § 3, 2013; Ord. 5740-B §§ 15—18, 2014; Ord. 5766-B § 1, 2015; Ord. 5835-B § 1, 2016; Ord. 5879-B § 11, 2017; Ord. 5885-B § 3, 2017; Ord. 5894-B § 4, 2017; Ord. 5903-B § 2, 2018; Ord. 5991-B § 1, 2019; Ord. 6062-B § 1, 2020; Ord. 6068-B § 1, 2021; Ord. 6095-B § 1, 2021; Ord. 6102-B § 1, 2021; Ord. 6104-B § 1, 2021; Ord. 6159-B § 1, 2022; Ord. 6189-B § 1, 2023; Ord. 6213-B § 1, 2023; Ord. 6223-B, 10/17/2023; Ord. 6246-B, 1/23/2024; Ord. 6259-B, 3/26/2024; Ord. 6303-B, 3/18/2025; Ord. 6306-B, 4/15/2025; Ord. 6324-B, 7/22/2025; Ord. 6334-B, 8/5/2025; Ord. 6341-B, 9/23/2025; Ord. 6351-B, 12/16/2025)
A. 
The classifications below shall be eligible for the incentive pays listed below:
ADMIN. CODE
CLASSIFICATION TITLE
19824
Health Officer *a
19825
Chief Physician *a
19838
Physician *a
11798
Psychiatrist – Board Eligible *b
11798
Psychiatrist – Board Certified *b
11780
Chief Psychiatrist *b
13875
Public Works Manager *c
19815
Assistant Director of Emergency Services *c
19813
Assistant Director of Public Works *c
19837
Deputy Director of Public Works *c
11824
Forensic Pathologist – Board Eligible *d
11825
Forensic Pathologist – Board Certified *d
*a
Physicians are eligible to receive the following additional compensation:
Twenty percent pay differential if the incumbent has one or more board certifications as recognized by the American Board of Medical Specialties, or an affiliated Board, and the California Medical Board in a specialty or specialties that are relevant to the provision of county medical/psychiatric services;
Five percent pay differential if the incumbent is eligible for one or more board certifications as recognized by the American Board of Medical Specialties, or an affiliated Board, and the California Medical Board in a specialty or specialties that are relevant to the provision of county medical/psychiatric services;
*b
Fifteen percent pay differential for child psychiatrist specialization.
*c
The county will pay an additional five percent of the base hourly rate, plus longevity if applicable, upon presentation of a certificate of registration as a civil engineer or land surveyor issued by the California State Board of Registration for Professional Engineers.
*d
A single pay differential of 10% for certification in neuropathology, pediatric pathology, or other recognized and relevant specialties upon proof of certification by the incumbent.
B. 
Automobile Reimbursement. Department heads, assistant county executive officer, deputy county executive officers and the county's health officer who do not have permanent overnight assignment of a county vehicle shall receive $750 per month as a reimbursement for all private vehicle mileage on official county business, unless they elect not to receive such flat rate reimbursement. The reimbursement shall be paid on a bi-weekly basis.
Such officials electing to receive the flat rate reimbursement may, in addition, receive mileage reimbursement at the IRS rate for mileage driven within the county east of Baxter and outside the boundaries of Placer County.
Officials electing to receive the flat rate reimbursement shall not use county vehicles on official county business except as required in extraordinary circumstances.
C. 
Tuition Reimbursement. Unclassified management employees are eligible for tuition reimbursement in the amount of $1,200 per fiscal year, in accordance with the terms and conditions set forth in the county's tuition reimbursement policy.
D. 
Uniform Allowance. Employees in the following classifications who are required to wear, purchase, and maintain a uniform shall receive a uniform allowance:
Assistant Sheriff
Undersheriff
Sheriff-Coroner-Marshal
Assistant Chief Probation Officer
Chief Probation Officer
1. 
If required by the county to wear, purchase, and maintain a uniform as a regular part of their duties, a uniform allowance shall be paid on a biweekly basis. New employees will be advanced the first year's uniform allowance in their first full paycheck and receive uniform allowance on a biweekly basis upon their first-year anniversary.
2. 
The uniform allowance is $1,065.00 per year. The effective date shall be the beginning of the pay period in which the employee is required to wear, purchase, and maintain a uniform.
E. 
Career and Education Incentive. Full-time permanent employees in the following classes shall be eligible for the career and education incentive:
Assistant Sheriff
Investigator—Chief District Attorney
Sheriff-Coroner-Marshal
Undersheriff
1. 
POST Advanced Certificate Pay.
a. 
For safety management employees hired before February 26, 2013, compensation for POST advanced certificate is as follows:
Investigator—Chief District Attorney
$1,970 per month
Assistant Sheriff
$2,580 per month
Undersheriff
$2,840 per month
Sheriff-Coroner-Marshal
$3,015 per month
b. 
For safety management employees hired or rehired on or after February 26, 2013, compensation for POST advanced certificate is as follows:
Investigator—Chief District Attorney
$1,160 per month
Assistant Sheriff
$1,520 per month
Undersheriff
$1,670 per month
Sheriff-Coroner-Marshal
$1,775 per month
c. 
Safety Management. Effective July 15, 2023, compensation for POST advanced certificate will be modified as outlined below:
i. 
The POST advanced certificate tiers will be eliminated.
ii. 
The compensation for the POST advanced certificate for full-time permanent peace officer employees in the classifications below is as follows:
Investigator—Chief District Attorney
$1,160 per month
Assistant Sheriff
$1,520 per month
Undersheriff
$1,670 per month
d. 
Elected Safety Management. Effective August 26, 2023, the compensation for the POST advanced certificate for the Sheriff-Coroner-Marshal will be modified as outlined below:
i. 
The POST advanced certificate tiers will be eliminated.
ii. 
The compensation for the POST advanced certificate will be $1,775 per month.
2. 
Education Incentive. Employees shall receive educational incentive pay for completing an educational degree which enhances their ability to do their job. The education that is required for the employee's current job classification is not included.
a. 
Safety Management. Effective July 15, 2023, the education incentive will be modified for the Investigator— Chief District Attorney, Assistant Sheriff, and Undersheriff classifications as follows:
i. 
The associate's degree (AA) and bachelor's degree (BA) educational incentive pay will be eliminated.
ii. 
Full-time employees shall be compensated $50 per pay period for a master's degree (MA) when meeting the established criteria.
b. 
Elected Safety Management. Effective August 26, 2023, the education incentive for the Sheriff-Coroner-Marshal will be modified as follows:
i. 
The associate's degree (AA) and bachelor's degree (BA) educational incentive pay will be eliminated.
ii. 
The Sheriff-Coroner-Marshal classification shall be compensated $50 per pay period for a master's degree (MA) when meeting the established criteria.
c. 
To be eligible for educational incentive pay the degree must be from an accredited college, consistent with the human resources department practices in determining validity of the college and degree. Employees must present evidence of successful completion of a qualifying degree, consistent with this section to their department head, which shall determine and certify whether employees are eligible to receive educational incentive pay.
d. 
Employees may not receive educational incentive pay for more than one degree.
e. 
The effective date of the educational incentive pay shall be the beginning of the pay period the employee provides the supporting documentation.
F. 
Wellness lncentive. Safety Management and Elected Safety Management.
1. 
Effective July 15, 2023, the wellness incentive will be eliminated for safety management employees.
2. 
Effective August 26, 2023, the wellness incentive will be eliminated for the Sheriff-Coroner-Marshall classification.
G. 
CPA Incentive. The county shall pay a differential of five percent of base salary to each unclassified management and unclassified nonmanagement employee who obtains a certificate as a certified public accountant; maintains current certification; and who, with the concurrence of the county executive officer, makes use of the CPA certification in the course and scope of their employment.
1. 
Effective the pay period beginning May 4, 2024, each elected department head who obtains a certificate as a certified public accountant; maintains current certification; and who, with the concurrence of the county executive officer, makes use of the CPA in the course and scope of their duties, shall be eligible to receive the CPA incentive differential of five percent of base salary.
H. 
Licensure/Certification. Management employees in the health and human services department who possess and use specialty licensure or certification which is above the minimum qualification and used during the normal course and scope of their position will receive a pay differential of five percent of base salary; example, licensed clinical social worker (LCSW).
I. 
Bilingual Pay. Upon request of the department head and approval of the director of human resources, designated unclassified management and nonmanagement employees who are routinely and consistently assigned to positions requiring communication skills other than English shall be paid an additional five percent of base salary. Sign language shall constitute a second language within the meaning of bilingual pay provided that the requisite certification procedures as defined by the director of human resources have been completed. The effective date shall be the beginning of the pay period upon successful completion of the requisite certification procedure.
J. 
All pays listed in this section must meet the CalPERS definition of special compensation to be considered reportable. CalPERS solely determines whether any or all pays listed in this section meet the CalPERS definition of special compensation for the calculation of retirement benefits. The county is not responsible for reporting any pays not determined by CalPERS to be reportable.
(Prior code § 14.3010; Ord. 4987-B, 1999; Ord. 4995-B, 1999; Ord. 5014-B, 2000; Ord. 5018-B, 2000; Ord. 5032-B, 2000; Ord. 5040-B, 2000; Ord. 5050-B, 2000; Ord. 5058-B, 2000; Ord. 5061-B, 2000; Ord. 5062-B, 2000; Ord. 5065-B, 2000; Ord. 5069-B, 2000; Ord. 5075-B, 2001; Ord. 5083-B, 2001; Ord. 5085-B, 2001; Ord. 5089-B, 2001; Ord. 5111-B, 2001; Ord. 5106-B, 2001; Ord. 5100-B, 2001; Ord. 5099-B, 2001; Ord. 5115-B, 2001; Ord. 5122-B, 2001; Ord. 5136-B, 2001; Ord. 5138-B, 2001; Ord. 5140-B, 2001; Ord. 5153-B, 2002; Ord. 5161-B, 2002; Ord. 5182-B, 2002; Ord. 5184-B, 2002; Ord. 5192-B, 2002; Ord. 5193-B, 2002; Ord. 5194-B, 2002; Ord. 5196-B, 2002; Ord. 5197-B, 2002; Ord. 5201-B, 2002; Ord. 5215-B, 2002; Ord. 5216-B, 2002; Ord. 5223-B, 2002; Ord. 5230-B, 2003; Ord. 5231-B, 2003; Ord. 5235-B, 2003; Ord. 5240-B, 2003; Ord. 5281-B, 2004; Ord. 5295-B, 2004; Ord. 5297-B, 2004; Ord. 5303-B, 2004; Ord. 5312-B, 2004; Ord. 5324-B, 2004; Ord. 5329-B, 2004; Ord. 5334-B, 2004; Ord. 5343-B, 2004; Ord. 5353-B, 2005; Ord. 5345-B, 2005; Ord. 5349-B, 2005; Ord. 5359-B, 2005; Ord. 5363-B, 2005; Ord. 5368-B, 2005; Ord. 5374-B, 2005; Ord. 5382-B, 2005; Ord. 5389-B, 2005; Ord. 5393-B, 2005; Ord. 5395-B, 2006; Ord. 5397-B, 2006; Ord. 5402-B, 2006; Ord. 5403-B, 2006; Ord. 5408-B, 2006; Ord. 5425-B § 5, 2006; Ord. 5428-B, 2006; Ord. 5435-B, 2007; Ord. 5441-B, 2007; Ord. 5443-B, 2007; Ord. 5449-B, 2007; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5586-B 2010; Ord. 5617-B § 1, 2010; Ord. 5713-B § 1, 2013; Ord. 5732-B § 1, 2014; Ord. 5894-B § 5, 2017; Ord. 5903-B § 3, 2018; Ord. 5984-B § 1, 2019; Ord. 5991-B § 1, 2019; Ord. 6062-B § 1, 2020; Ord. 6095-B § 1, 2021; Ord. 6096-B § 1, 2021; Ord. 6159-B § 1, 2022; Ord. 6174-B § 1, 2022; Ord. 6213-B § 1, 2023; Ord. 6259-B, 3/26/2024; Ord. 6334-B, 8/5/2025; Ord. 6361-B, 2/17/2026)
Pursuant to Article XI, Sections 1, 3, and 4 of the California Constitution, Sections 302 and 604 of the Placer County Charter, adopted by the electorate on November 4, 1980, and California Government Code Sections 3504 and 3505, the Board of Supervisors shall negotiate and set compensation for all employees represented by PPEO, PCLEMA, DDAA, PPOA, and DSA.
(Prior code § 14.3005; Ord. 5441-B, 2007; Ord. 5478-B, 2007; Ord. 6060-B § 1, 2020; Ord. 6104-B § 1, 2021; Ord. 6246-B, 1/23/2024; Ord. 6334-B, 8/5/2025)
A. 
It shall be the duty of the director of human resources to maintain a roster showing the classifications and number of positions authorized in each county department.
B. 
The number of positions for each classification assigned to a department shall be as set forth in the annual budget approved for each department, and as such budget may be modified thereafter by the board of supervisors within such fiscal year.
C. 
Any department wishing to increase the number of classifications and/or positions may do so if:
1. 
Sufficient funds have been budgeted for such department; and
2. 
The written approval of the county executive is obtained.
D. 
The director of human resources may, if requested by the appointing authority, allow any position allocated by the board of supervisors listed in this chapter to be filled by a lower classification in the same or related series. The compensation of the appointee shall be appropriate to the job classification for which the appointment is made.
(Prior code § 14.3014; Ord. 5468-B, 2007; Ord. 5478-B, 2007; Ord. 5991-B § 1, 2019)
A. 
PPEO Represented, PPOA Represented, DDAA Represented, Management, Confidential and Unclassified Nonmanagement Employees. Effective the first day of the pay period that includes November 1, 2019 and subject to the conditions specified herein, PPEO, PPOA, and DDAA represented, management, confidential and unclassified nonmanagement employees shall be eligible for longevity pay under one of the following formulas.
1. 
Longevity Pay A. This category of longevity pay applies only to permanent employees who are already receiving longevity pay on or before October 31, 2019. For this category, each permanent employee will continue to receive longevity pay, which is a one-time five percent increase, calculated pursuant to subsection (A)(5). The basis to receive longevity pay will be determined by either one (but not both) of the following two formulas:
a. 
The permanent employee has been at step 5 of their salary grade for 10,400 paid hours (five years continuous full-time paid service) with Placer County.
b. 
The permanent employee has worked at least 10,400 paid hours (five years of continuous full-time paid service) calculated from the beginning of employment with Placer County.
2. 
Longevity Pay B. This category of longevity pay applies to permanent employees hired on or before October 31, 2019, that have not qualified for longevity pay by October 31, 2019. For this category, each permanent employee who has at least 20,800 continuous paid hours calculated from the beginning of employment (10 years of continuous full-time paid service) with Placer County shall receive as longevity pay a two percent increase, calculated pursuant to subsection (A)(5). Each permanent employee who has at least 31,200 continuous paid hours calculated from the beginning of employment (15 years of continuous full-time paid service) shall receive as longevity pay a three percent increase, calculated pursuant to subsection (A)(5). This category of longevity pay shall be calculated on a cumulative basis to equal no more than five percent in total.
3. 
Longevity Pay C. This category of longevity pay applies solely to retirees of the county with a retirement date of October 31, 2019, or earlier that were PPEO represented, management, confidential and unclassified, nonmanagement employees that had received longevity pay prior to his or her retirement. For this category, each retiree that received longevity pay on or before October 31, 2019, is deemed to have earned longevity pay under one of the following two formulas:
a. 
The retiree was a permanent employee that had been at step 5 of their salary grade for 10,400 paid hours (five years full-time paid service) with Placer County.
b. 
The retiree was a permanent employee that worked at least 10,400 paid hours (five years of continuous full-time paid service) calculated from the beginning of employment with Placer County.
If the retiree had not received longevity pay prior to their retirement on or before October 31, 2019, this subsection does not grant or change the longevity pay status to the retiree as it applies only to retirees that had already received longevity pay on or before October 31, 2019.
4. 
PPEO, PPOA, and DDAA represented, management, confidential and unclassified nonmanagement employees permanently hired on or after November 1, 2019, shall not be eligible for longevity pay.
5. 
 
a. 
DDAA, PPOA, Management, Confidential and Unclassified Nonmanagement Employees. Longevity pay shall be applied to current base hourly rate published in the salary schedule plus percentage-based special compensation identified in Section 3.12.020 or 3.12.030 of this code, as applicable.
b. 
PPEO Represented Employees. Longevity pay shall be applied to current base hourly rate published in the salary schedule plus the following special compensation: bilingual pay, certification pay (architect, universal technician, LCSW/MFT/MFCC, public health nurse, registered nurse, civil engineer/land survey), dispatcher training pay, detective division-undercover/special assignment pay, certified public accountant, declared snow shift, FACS, jail administrative legal clerk training, jail shift supervisor, jail training officer, night shift differential, jail incentive pay, inmate oversight pay as applicable.
6. 
For purposes of Longevity Pay A employees and Longevity Pay C retirees of the county with a retirement date of October 31, 2019, or earlier, an employee or retiree who took a voluntary demotion, transfer or reclassification to a lower salary grade is deemed to have the previously earned work hours at the higher salary grade count towards the longevity pay calculation in the lower salary grade.
7. 
Any form of overtime hours, extra-help hours and time off without pay regardless of the reason, will not be included for purposes of determining eligibility for longevity pay under any of the longevity pay formulas.
8. 
Eligible employees or retirees can qualify for longevity pay only pursuant to one of the longevity pay formulas. Once a longevity increase has been provided to an employee it will remain with the employee regardless of any future position or classification changes, so long as the employee remains within these bargaining units. If an employee moves out of these bargaining units, the employee will not be eligible for Longevity Pay A, B, or C pursuant to this subsection.
9. 
Movement Between Bargaining Units. Employees will be subject to the terms for longevity pay applicable to the bargaining unit in which they are represented.
10. 
Employees who separate from county service, but who reinstate at a future date, will follow the reinstatement provisions found in Section 3.08.1150 for eligibility for longevity pay.
11. 
Probation officer series employees who have received the 10 year and/or 20 year longevity pay under the DSA MOU and subsection B of this section as of April 1, 2008, will continue to receive said pay in a grandfathered status. Probation officer series employees will follow the PPEO professional unit longevity provision if they had not received longevity pay as of April 1, 2008.
B. 
DSA Represented, PCLEMA Represented Employees, and Safety Management. Permanent employees meeting the following criteria shall be eligible to receive two five-percent increases, calculated pursuant to subsection (B)(3), which shall be referred to as "longevity pay." As to either step alternative, a break in service will result in a new calculation for a new five- or 10-year period, and no service prior to the break will be counted as part of the new five- or 10-year period. Extra help time and time off without pay will not be included as part of this calculation. Time off without pay for disciplinary reasons or unpaid leave of absence will not constitute a break in service. Time off for these reasons will not count toward the completion of the required service time.
1. 
Longevity Pay 1 (Five Percent). An employee is eligible for five percent longevity pay upon meeting the requirements in either subsection (B)(1)(a) or (b), but cannot earn both:
a. 
Each permanent employee who has been at step 5 of their salary grade in the same classification for 10,400 paid hours (five years full-time paid service) with Placer County shall be eligible to receive a one-time five percent increase in their then current base hourly rate. This special compensation is not reportable to CalPERS.
b. 
Each permanent employee who has at least 20,800 paid hours (10 years of full-time paid service) with Placer County shall be eligible to receive a five percent increase for their then current base hourly rate. Longevity pay under subsection (B)(1)(b) is reported to CalPERS. Upon attaining eligibility under this subsection, employees shall earn longevity pay in subsection (B)(1)(b) and cease to be eligible for longevity pay in subsection (B)(1)(a).
2. 
Longevity Pay 2 (Additional Five Percent for a total of 10%). Each permanent employee who has at least 41,600 paid hours (20 years of full-time paid service) with Placer County, shall be eligible to receive an additional five percent increase, calculated pursuant to subsection (B)(3).
3. 
Longevity shall be applied to current base hourly rate published in the salary schedule plus the following special compensation items: Bilingual Pay, Detective Division Premium Pay, Field Training Officer, Jail Training Officer, Narcotic Undercover Pay, Shift Differential-Night Shift, and POST incentive pays, as applicable.
4. 
Employees who separate from county service, but who reinstate at a future date will follow the reinstatement provisions for eligibility for longevity pay; within two years maintains prior eligibility; two years or more is treated as a new employee.
5. 
Any form of overtime hours, extra help hours and time off without pay regardless of the reason will not be included for purposes of eligibility for longevity.
6. 
Once such longevity increase (longevity pay 1 and 2) has been provided to an employee, that employee shall have no further right to a longevity increase. The longevity increase(s) will remain with the employee regardless of any future position or classification changes, so long as the employee remains within the bargaining unit. If an employee moves out of the bargaining unit, the employee will not be eligible for longevity pay 1 or 2 pursuant to this subsection.
7. 
Movement Between Bargaining Units. Employees will be subject to the terms for longevity pay applicable to the bargaining unit in which they are represented.
C. 
Elected Department Heads. Effective January 13, 2001, and continuing thereafter, elected department heads shall be eligible at the beginning of the first full pay period of the seventh year in office to receive a one-time five percent increase in their then current salary. This longevity pay shall be calculated only on a cumulative basis with any other longevity pays earned under subsection A or B. Longevity shall be applied to current base hourly rate published in the salary schedule plus percentage-based special compensation identified in Section 3.12.030 of this code and flat special compensation allowances for POST intermediate certificate, POST advanced certificate, undercover assignment, and wellness, as applicable.
(Prior code § 14.3050; Ord. 5058-B, 2000; Ord. 5309-B, 2004; Ord. 5478-B, 2007; Ord. 5627-B § 25, 2010; Ord. 5683-B § 50, 2012; Ord. 5740-B § 19, 2014; Ord. 5992-B § 1, 2019; Ord. 6068-B § 1, 2021; Ord. 6072-B § 1, 2021; Ord. 6104-B § 1, 2021; Ord. 6159-B § 1, 2022; Ord. 6213-B § 1, 2023; Ord. 6223-B, 10/17/2023; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025; Ord. 6306-B, 4/15/2025; Ord. 6334-B, 8/5/2025)
A. 
Confidential, Management, Safety Management, and Unclassified Non Management Employees.
1. 
Tahoe Branch Assignment Premium shall be $775 per month.
2. 
Effective the first pay period following July 1, 2018, Tahoe Branch Assignment Premium shall be $825 per month.
3. 
Effective the first pay period following July 1, 2019, Tahoe Branch Assignment Premium shall be $875 per month.
4. 
Effective the first pay period following July 1, 2022, Tahoe Branch Assignment Premium shall be $1,000 per month.
5. 
Effective the first pay period following August 5, 2025, Tahoe Branch Assignment Premium shall be $1,100 per month.
6. 
Effective July 1, 2017, employees permanently assigned to a position located in the North Lake Tahoe “remote” or “rural” areas will qualify for the Tahoe Branch Assignment Premium.
a. 
Employees will be required to notify human resources if they are no longer assigned to a position qualifying for Tahoe Branch Assignment Premium.
B. 
DSA, PPOA, PPEO, PCLEMA, and DDAA Represented Employees. Tahoe Branch Assignment Premium Pay shall be as set forth in the Memorandum of Understanding between Placer County and the applicable labor unit.
(Prior code § 14.3092; Ord. 5029-B, 2000; Ord. 5058-B, 2000; Ord. 5309-B, 2004; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5740-B § 20, 2014; Ord. 5747-B § 2, 2014; Ord. 5749-B § 2, 2014; Ord. 5835-B § 3, 2016; Ord. 5879-B § 9, 2017; Ord. 5885-B § 4, 2017; Ord. 5894-B § 6, 2017; Ord. 5986-B § 2, 2019; Ord. 6102-B § 1, 2021; Ord. 6104-B § 1, 2021; Ord. 6159-B § 1, 2022; Ord. 6176-B § 1, 2022; Ord. 6223-B, 10/17/2023; Ord. 6303-B, 3/18/2025; Ord. 6334-B, 8/5/2025)
A. 
Management and Confidential Employees.
1. 
Cafeteria plan options may only be changed during open enrollment for the following calendar year.
2. 
Employees terminating from county employment, or who are removed from the management or confidential team designation, will receive a prorated amount based upon the number of pay periods completed during that calendar year.
3. 
Effective pay period 14, December 14, 2013, employees designated as confidential will receive an employer paid annual cafeteria contribution of $2,860 per person.
a. 
Effective pay period 15, December 17, 2022, employees designated as confidential will receive an employer paid annual cafeteria contribution of $4,000 per person.
b. 
Effective August 9, 2025, the county’s annual cafeteria plan contribution for confidential employees will be eliminated.
4. 
Effective pay period 14, December 8, 2018, employees designated as management will receive an employer paid annual cafeteria contribution of $4,000 per person.
a. 
Effective pay period 15, December 17, 2022, employees designated as management will receive an employer paid annual cafeteria contribution of $5,000 per person.
B. 
PPEO Represented Employees. For employees represented by PPEO, cafeteria plan benefits shall be as set forth in the Memorandum of Understanding between the county and Placer Public Employees Organization.
C. 
PCLEMA Represented Employees. For employees represented by PCLEMA, cafeteria plan benefits shall be as set forth in the Memorandum of Understanding between the county and Placer County Law Enforcement Management Association.
D. 
DDAA Represented Employees. For employees represented by DDAA, cafeteria plan benefits shall be as set forth in the Memorandum of Understanding between the county and Placer County Deputy District Attorneys' Association.
E. 
PPOA Represented Employees. For employees represented by PPOA, cafeteria plan benefits shall be as set forth in the Memorandum of Understanding between the county and Placer County Probation Peace Officers Association.
(Prior code § 14.3094; Ord. 5295-B, 2004; Ord. 5442-B, 2007; Ord. 5443-B, 2007; Ord. 5478-B, 2007; Ord. 5531-B, 2008; Ord. 5683-B § 51, 2012; Ord. 5719-B § 4, 2013; Ord. 5879-B § 12, 2017; Ord. 5925-B § 1, 2018; Ord. 6159-B § 1, 2022; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025; Ord. 6334-B, 8/5/2025)
A. 
PPEO and DDAA Represented CalPERS Miscellaneous Employees. Effective pay period 14, December 15, 2012, employees in the CalPERS miscellaneous retirement plan will pay 100% of their required CalPERS employee contribution.
B. 
PPEO Represented and PPOA Represented CalPERS Safety Employees. Effective pay period 14, December 15, 2012, employees in the CalPERS safety retirement plan will pay 100% of their CalPERS employee contribution.
C. 
Deputy Sheriff's Association—CalPERS Miscellaneous Employees. Effective pay period 9, September 26, 2009, for those employees represented by the PCDSA and included in the CalPERS miscellaneous retirement plan, the county will pick up six percent total of the employee's contribution of the CalPERS cost. The employee will pay two percent of the employee contribution of the CalPERS cost. New employees hired on or after pay period 16, January 1, 2011 will pay seven percent of their employee CalPERS contribution.
D. 
Deputy Sheriff's Association—CalPERS Safety Employees. For employees represented by the Placer County Deputy Sheriff's Association, their share of the CalPERS retirement contribution will be as required by California law, and as negotiated in the Memorandum of Understanding between Placer County and the Placer County Deputy Sheriff's Association.
E. 
Safety Management Employees. For those employees in the safety retirement plan and designated as safety management employees effective pay period 18, beginning 5:01 p.m., February 11, 2000, the county will pay an additional two and three-quarters percent to increase the amount paid by the county of the employee's required contribution from six and one-quarter percent to a total of nine percent.
New employees hired on or after pay period 21, March 12, 2011, pay the full nine percent of their employee CalPERS contribution.
F. 
Management and Confidential Employees. Effective pay period 3, beginning at 5:01 p.m., July 9, 2004, for those employees in the CalPERS miscellaneous retirement plan the county will pick up seven percent of the employee's contribution of the CalPERS cost and the employee will pay one percent of the eight percent total required CalPERS employee contribution.
Effective pay period 14, December 14, 2013, for confidential employees hired prior to March 13, 2011, the county will pick up six percent of the employee's contribution of the CalPERS cost and the employee will pay two percent of the eight percent total required CalPERS employee contribution.
New employees hired on or after pay period 21, March 12, 2011, pay 100% of their CalPERS employee contribution.
G. 
Unclassified Nonmanagement Employees. Effective pay period 16, January 1, 2011, for those employees in the CalPERS miscellaneous retirement plan, the county will pick up six percent of the employee's eight percent contribution of the CalPERS cost and the employee will pay two percent of the eight percent total required CalPERS employee contribution.
H. 
New employees in the CalPERS miscellaneous retirement plan, hired on or after pay period 21, March 12, 2011, will pay 100% of their CalPERS employee contribution.
I. 
PPEO Represented, DDAA Represented, PPOA Represented, Management, Safety Management, and Unclassified Nonmanagement Employees. Placer County will comply with the Public Employees' Pension Reform Act of 2013 (PEPRA) and future retirement legislation and/or regulations.
(prior code § 14.3096; Ord. 5029-B (Attach. I), 2000; Ord. 5230-B, 2003; Ord. 5309-B, 2004; Ord. 5478-B (Attach. A), 2007; Ord. 5572-B § 19, 2009; Ord. 5608-B § 7, 2010; Ord. 5627-B § 26, 2010; Ord. 5683-B § 52, 2012; Ord. 5719-B § 5, 2013; Ord. 5740-B § 22, 2014; Ord. 5835-B § 6, 2016; Ord. 6246-B, 1/23/2024; Ord. 6303-B, 3/18/2025)