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Sheriff’s office urges Tippecanoe County Council to address pay structure amid 27‑pay‑period impact
Summary
Deputies and the sheriff’s office told the Tippecanoe County Council on Dec. 9 that shifting to a year with 27 biweekly pay periods will reduce hourly and overtime rates and could hurt recruitment and retention; county staff said the council sets compensation and may require a special meeting to act before January.
Tippecanoe County law enforcement personnel used the public‑comment period of the Dec. 9 county council meeting to press elected leaders to address changes in employee pay tied to a year that includes 27 biweekly pay periods.
"We are the lowest paid sheriff's department," Lieutenant Brian Lowe said as he described recruitment and retention challenges and asked the council to consider the sheriff's office when deciding pay policy. Deputy Andy Cree said dividing an annual salary by 27 paychecks reduces overtime rates and pension calculations, and he provided payroll calculations to staff to show individual impacts. An official identified by role as the sheriff said the change could leave the department short by dozens of deputies over time and urged the council to find a solution.
Auditor Jennifer said two options exist for a 27‑pay year: divide annual salary by 27 or pay an extra biweekly check; she noted paying an extra biweekly check in 2026 would be roughly equivalent to a 3.8% increase in cost and recommended instead a plan of a 1% raise plus a flat stipend after reviewing constraints including minimum fund balances and a forthcoming juvenile facility project. Jennifer also flagged a $2.8 million increase in the county share of health‑insurance costs as a pressure on reserves.
Councilmembers and staff discussed authority and timing. A councilmember asked whether changing the number of pay periods was within the council’s purview; legal and budget staff said the council sets compensation, and acting before January likely would require a special meeting and additional appropriations. Staff also said hourly differences across the county from the pay‑period change ranged from about $0.50 to $1.30, with an average differential near $0.79 under some scenarios.
No formal pay‑policy change was adopted at the Dec. 9 meeting. Councilmembers said they would consider options — including adjusting overtime rules, changing stipend structures, or convening a special meeting — and that the personnel and commissioners’ committees are continuing to review alternatives.
The next county council meeting is scheduled for Jan. 13; staff said any mid‑December action would require a special meeting and additional appropriation if council chose to alter pay statements before the start of the year.
