Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Payroll Compensation topic
No spam. Unsubscribe anytime.
Board approves Charter 504 salary adjustments; labor leaders urge wider wage action
Summary
The El Dorado County Board approved salary adjustments tied to Charter Section 504 after staff found deputy sheriff pay averaged 3.12% below comparators. Labor representatives objected to automatic application for high‑paid unrepresented positions and pressed the board to prioritize rank‑and‑file raises; the board approved the resolution and directed a separate review of unrepresented compensation by March 2026.
The El Dorado County Board of Supervisors voted to adopt salary adjustments tied to Charter Section 504 at its Dec. 9 meeting after a staff wage study showed the county’s Deputy Sheriff 2 classification averaged 3.12% below comparable jurisdictions.
Human Resources Director Joey Carrasco presented the annual survey and recommended applying the adjustment to the deputy classification and other job classes linked by prior board resolutions. “Our deputy sheriff 2 classification is 3.12% below those 3 other agencies,” Carrasco said, explaining the methodology used to compare pay with neighboring agencies.
Why it matters: labor groups, county employees and the board framed the choice as a test of priorities in a tight budget year. Dozens of public commenters — including union leaders and county employees — urged the board to focus on lower‑paid staff who have not had raises since July 2023.
Labor concerns and public cost estimates: union representatives said the county’s automatic adjustments extend beyond peace officers to include several unrepresented executive or elected positions. Shannon Starr of Operating Engineers Local 3 argued the policy is being applied too broadly, saying the net effect is large increases for top earners while many rank‑and‑file employees remain at or near the county minimum. Public commenters and union speakers cited staff estimates that the adjustment will cost the county roughly $1.6 million annually and criticized what they called the timing and equity of the increases.
Board action and next steps: after discussion, supervisors approved the salary and benefits resolution and added direction to staff to return in March 2026 with a review of Resolution 6.02 and salary and benefits for unrepresented employees and all classifications affected by Charter Section 504. The motion to approve the item and request the March 2026 report carried unanimously.
What the board said: several supervisors emphasized the county’s long‑term goal of keeping wages at or near the median of comparable agencies and acknowledged the political sensitivity around negotiations and pending collective‑bargaining talks. The board also noted past efforts to bring many classifications to market medians and framed the March follow‑up as an opportunity to examine whether the policy should be refined for unrepresented positions.
What remains unresolved: union leaders pressed the board to direct negotiating teams to return to the table and to pursue a countywide approach that lifts lower‑paid classifications. The March 2026 review will be the next formal opportunity to revisit classification scope, methodology and options for addressing pay compression.
