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HF 752

A bill for an act relating to the compensation of county officers.

2025-2026 Regular Session Introduced by Megan Jones

HF 752 removes the 85% cap on deputy salaries, giving counties broader discretion to set deputy pay and require budget-aligned, justified adjustments.

Introduced, referred to Ways and Means.
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Bill Summary · HF 752

HF 752 — Summary

Overview
- Bill number and title: HF 752, A bill for an act relating to the compensation of county officers.
- Status and referral: Introduced March 5, 2025, referred to Ways and Means. Primary sponsor: JONES.
- Purpose: Reform how county officer compensation is set and approved, with changes to salary caps, who sets deputy salaries, and how increases are approved and offset.

Key provisions and changes

1) Final compensation schedule filing and effective date
- Requirement: A copy of the final county compensation schedule must be filed with the county budget at the office of the director of the department of management.
- Effective date: The final compensation schedule takes effect on July 1 following its adoption by the county board of supervisors.
- Clarification: The bill defines “current compensation schedule” as the schedule in effect when the board considers the recommended compensation schedule.

2) Elimination of the 85% cap on deputy salaries
- Current law: For counties with certain officer roles, the annual base salary of deputies and deputies/assistants could not exceed 85% of the annual base salary of the county sheriff, county attorney, or principal officer (as applicable).
- Change: The bill strikes these provisions, removing the 85% limit.
- Who sets deputy/assistant salaries: The annual salaries of deputies and assistants would be set by the county’s auditor, county attorney, treasurer, recorder, or other principal officers, as applicable.

3) Repeal of population-based salary limitation for county attorney
- Current law: In counties with populations of 200,000 or less, the county attorney’s salary must be between 45% and 100% of a district court judge’s salary.
- Change: The bill strikes this 45–100% requirement, removing the specific percentage limitation for smaller counties.

4) Unequal salary increase adjustments (board justification)
- New authority: The county board of supervisors may reduce the salary increase for an individual elected county officer without reducing the overall amount of increase proposed for other elected county officers by an equal amount, provided the board offers justification.
- Implication: This creates a mechanism for targeted adjustments to elected officer compensation while preserving total proposed increases.

Affected parties

  • County officers and staff: Deputy sheriffs, deputy officers of certain county offices, deputies and assistants, county sheriff, county attorney, auditor, treasurer, recorder, and other principal officers.
  • County governing bodies: Board of Supervisors and county-level budget/management offices.
  • Counties generally: All counties subject to the bill’s provisions.

Procedural and timeline aspects

  • Introduction: March 5, 2025; referred to Ways and Means.
  • Budget alignment: The final schedule must be filed with the county budget; intended to align compensation decisions with fiscal planning.
  • Fiscal year timing: Final schedule takes effect July 1 after board adoption, aligning with the fiscal year.

Potential impact to note

  • Increased local discretion in setting deputy/assistant salaries due to removal of the 85% cap.
  • Greater emphasis on budgetary and justification requirements for uneven adjustments among elected officers.
  • Removal of certain population-based salary constraints could lead to broader variance in county attorney salaries and overall compensation patterns across counties.
  • Administrative process changes (filing the final schedule with the budget) may affect budgeting workflows and timelines.

Sponsor
- Primary: JONES.

Compiled from official sources — confirm details with the bill’s official record.

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