This chapter may be referred to as the management compensation ordinance.
(SCC 295 § 1, 1977)
The purpose of this chapter is:
a.
To establish policies that will guide the Board of Supervisors in determining the compensation of management, confidential and other nonrepresented positions.
b.
To establish the general salary structure within which pay will be determined for such positions.
c.
To establish benefits applicable to employees covered by this chapter.
(SCC 295 § 1, 1977)
The employees covered by this chapter are:
a.
All employees designated as management pursuant to the employee relations ordinance and Section 2.79.020(j) of this code.
b.
All other employees authorized to receive management benefits in the salary ordinance.
c.
Confidential and other nonrepresented employees, as expressly covered by this chapter.
(SCC 295 § 1, 1977)
The personnel ordinance (Chapter 2.78) shall apply to management employees unless it is in conflict with this chapter, in which case this chapter shall prevail.
(SCC 295 § 1, 1977)
a.
The County Executive annually, prior to July 1st, shall have compiled salary and benefit information for management positions in comparable California counties.
b.
The County Executive annually, prior to July 1st, shall provide an opportunity for agency administrators, department heads, and other management personnel to present recommendations for special salary equity adjustments for management classes.
c.
The County Executive annually shall make recommendations to the Board of Supervisors regarding the setting of management salaries and benefits. These recommendations shall take into consideration: the duties, responsibilities, and degree of complexity of management positions; total compensation paid for similar positions in comparable California counties, if data concerning comparable positions is reasonably obtainable; changes in the cost of living; compensation adjustments authorized for represented personnel pursuant to negotiations; and special class equity adjustments that may be warranted based on internal salary relationships including the need to establish salary differentials based on differences in levels of responsibility.
d.
The salaries of confidential and other nonrepresented classes shall be considered in substantially the same manner as for management classes except that particular attention shall be given to compensation adjustments approved for occupationally-related represented personnel pursuant to negotiations.
(SCC 295 § 1, 1977)
a.
The Board shall approve a salary schedule for management classes. The salary for each management class shall be established at an appropriate range in the management salary schedule, except as otherwise provided by Board action.
b.
The entry step within each range shall be Step "A," unless expressly designated in the salary ordinance as Step "B" or "C." The County Executive may approve an appointment at above the entry step when appropriate because of equity or the needs of the service.
c.
Notwithstanding any salary schedule or contract providing a rate of compensation, any member of a management class may, July 1st of any year, elect, by providing written notice to the County's Internal Services Administrator, or his or her successor, to adjust that employee's individual compensation or any other allowance payable to the employee, to levels below those otherwise established. The written election shall specify the percentage by which any item of compensation is to be reduced.
If such election is made, it shall become effective for compensation earnable after July 1st following the election and shall be binding upon the employee and the County until the following July 1st. Unless a new election is made, compensation paid to the employee in the succeeding year shall be paid in accordance with all other ordinances or contracts than in effect governing employee's compensation without regard to the prior election.
(SCC 295 § 1, 1977; SCC 1512 § 1, 2012)
A management employee may transfer from a position in one management class to a position in another management class, in accordance with provisions of the personnel ordinance (Chapter 2.78).
(SCC 295 § 1, 1977)
a.
Management personnel are expected to work whatever time reasonably is required to perform the duties of their positions.
b.
Management personnel shall not accrue compensating time off or earn overtime pay.
c.
Management personnel are authorized, subject to approval of their immediate supervisors, to take reasonable time off for personal use during normal working hours without loss of compensation.
d.
Notwithstanding subsection (a) of this section or the provisions of Sections 2.100.050 and 2.100.060 of this chapter, if, during any job action by other employees of the County or during any declared local emergency, management personnel are required to work in excess of those hours otherwise reasonably required for such personnel, a department head, or the department head's designee, may recommend additional compensation for such affected personnel at their hourly salary rate not in excess of one hundred (100) hours unless otherwise authorized by the Board of Supervisors. Upon approval of any such recommendation by the County Executive Officer, payment shall be made to such employees with the next practicable regular biweekly compensation after such approval. Compensation pursuant to this subdivision must be approved within six months from the end of any job action or declared local emergency.
e.
Notwithstanding subsection (a) of this section or the provisions of Sections 2.100.050 and 2.100.060 of this chapter, if, during any job action by other employees of the County or during any declared local emergency, management personnel within a department are placed on standby by their supervisor or supervisors pursuant to existing, written departmental policies governing such standby, such employees may be compensated for standby hours in amounts not to exceed their hourly salary rate. In the event management personnel are compensated for standby pursuant to this subsection, they shall not also be eligible for compensation pursuant to subsection (d) of this section.
g.
Regular, full time, Executive Management and Department Heads who are exempt from the Fair Labor Standards Act (FLSA) are eligible to receive 80 hours of Management Leave effective January 1 of each year. Employees who enter an eligible position after January 1 shall receive a prorated number of hours. Any employees working in a regular position on a less than full-time basis shall not receive Management Leave. Management Leave may not be carried forward to the next calendar year. Executive Management and Department Heads will have any unused portion of the Management Leave hours cashed out and paid to the employee in the paycheck that includes the last day of the calendar year, or at the time of separation or transfer to an ineligible position, whichever is earlier.
h.
All other regular, full time, Unrepresented Management who are exempt from the Fair Labor Standards Act (FLSA) and are included in Bargaining Unit 050 are eligible to receive 80 hours of Management Leave effective January 1 of each year. Employees who enter an eligible position after January 1 shall receive a prorated number of hours. Any employees working in a regular position on a less than full-time basis shall not receive Management Leave. At no time shall any Unrepresented Manager accumulate more than 80 hours of Management Leave, and any unused leave shall only be cashed out and paid upon separation from the County.
(SCC 295 § 1, 1977; SCC 1345 § 1, 2006; SCC 1732, 1/23/2024; SCC 1743, 11/5/2024; SCC 1765, 11/4/2025)
a.
Management personnel may accumulate vacation to a maximum of 400 hours on any accrual date. Except as provided in subsection (b) of this section, the County shall not compensate unrepresented management personnel for the monetary value of any vacation earned during any bi-weekly pay period which is in excess of the maximum accrual balance specified in this section. This section shall not affect such compensation to the extent it is provided to personnel other than those holding management classifications either by ordinance or as a provision of a collective bargaining agreement with the County.
b.
Upon a declaration by any Department Director to the County Executive that it is more cost effective than alternative methods of staffing, unrepresented management personnel assigned to work in a County institution which operate 24 hours per day, seven days per week, shall be compensated for the monetary value of any vacation earned during any bi-weekly pay period which is in excess of the maximum accrual balance specified in this section.
(SCC 295 § 1, 1977; SCC 0983 § 2, 1995; SCC 1425 § 1, 2009)
a.
If a management employee dies while employed by the County, whether or not the death is job-related, the beneficiary shall be paid the monetary value of all sick leave accrued by the employee at the time of death. If the management employee was eligible for retirement at the time of death, the beneficiary shall have the right to waive the cash payment and instead receive credit toward retirement in accordance with Chapter 2.84. The retirement beneficiary, if any, shall be the beneficiary entitled to receive cash payment of accrued sick leave.
b.
A management employee who retires shall be paid the monetary value of one-half of accrued sick leave at the time of retirement. Payment shall be made as soon as practical after the retirement board has approved the amount of the employee's retirement allowance. Remaining sick leave shall be counted as credit toward retirement in accordance with Chapter 2.84. The employee shall retain the option of waiving the sick leave payoff and instead applying all accrued sick leave toward retirement credit. Sick leave payoff shall apply only to persons who actually retire from County service. Persons who separate from County service without retiring shall lose all right to sick leave payoff, whether or not such person receives a deferred retirement.
c.
Notwithstanding subsection (b), a management employee who is eligible to retire and elects, after the effective date of the ordinance codified in this subsection, to take a deferred retirement prior to June 27, 2004 or the County's implementation of enhanced retirement for the class in which such employee is employed, whichever is earlier, shall be paid the monetary value of one-half of accrued sick leave at the time of such employee's deferred retirement. Remaining sick leave shall be counted as credit toward retirement in accordance with Chapter 2.84. The employee shall retain the option of waiving the sick leave payoff and instead applying all accrued sick leave toward retirement credit. Sick leave payoff shall apply only to persons who actually retire from County service or who takes a deferred retirement. Persons who separate from County service who are not eligible to retire at time of separation shall lose all right to sick leave payoff, whether or not such person receives a deferred retirement at a later date.
(SCC 295 § 1, 1977; SCC 0745 § 1, 1988; SCC 0946 § 1, 1994; SCC 0950 § 2, 1994; SCC 1221 § 1, 2002)