A coalition of taxpayers, county workers and community members has launched a ballot initiative that would end automatic salary increases for certain high-ranking officials in El Dorado County, setting up what could become a major fiscal debate ahead of the November 2026 election.
The group, Hold El Dorado Accountable, announced this week that it has filed the proposed measure with the El Dorado County Elections Office. If approved by voters, the initiative would amend El Dorado County Charter Section 504, a charter provision that links certain law enforcement salaries to the average pay of three outside agencies.
Supporters say the measure—titled the “Compensation Equity & Accountability Act”—would restore what they describe as the original intent of voters who approved a charter amendment in 1995. The change would limit automatic cost-of-living pay increases strictly to sworn peace officers such as deputy sheriffs, captains and undersheriffs.
“Voters intended Section 504 to keep peace-officer salaries competitive, not to place executive management pay on autopilot,” the coalition said in a statement announcing the initiative.
How the salary formula works
Under Charter Section 504, the salary for the Deputy Sheriff II classification is adjusted annually based on the average compensation at three “comparator agencies”: the South Lake Tahoe Police Department, the Amador County Sheriff’s Department, and the California Highway Patrol.
Originally, the charter named six law-enforcement classifications tied to that formula: deputy sheriff, sheriff’s sergeant, sheriff’s lieutenant, sheriff’s captain, undersheriff, and sheriff/coroner/public administrator.
However, through board resolutions and labor agreements over the years, the El Dorado County Board of Supervisors expanded that linkage to 11 additional positions. Those roles include several of the county’s highest-ranking administrators and attorneys, such as the chief administrative officer, county counsel, district attorney and public defender.
In practice, when the deputy sheriff benchmark rises, the same percentage increase is typically applied to all 17 linked classifications.
Cost concerns cited by backers
Backers of the ballot measure argue that extending the formula to executive and legal positions has created a costly “loophole.”
According to figures cited by the coalition, the automatic adjustments average about $15 per hour—or roughly $31,000 annually—for each of the affected high-level officials. The group estimates the annual cost of raises for the 11 non-sworn classifications exceeds $450,000.
Advocates say the spending pressure comes as the county faces a projected $65 million budget shortfall over the next five years.
“Taxpayers deserve accountability and transparency in how top officials are compensated,” the coalition said, arguing the changes could free resources for services such as road maintenance and senior programs.
Legal dispute already underway
County officials have challenged the initiative in court, filing a lawsuit seeking a ruling on whether the proposal is legally valid before it reaches voters.
County leaders argue the measure could infringe on the board’s constitutional authority to set compensation for county employees.
Supervisors have also defended the current structure, saying competitive compensation is necessary to recruit and retain experienced leadership.
Path to the ballot
To qualify for the ballot, supporters must gather roughly 13,000 valid signatures from registered voters in El Dorado County. If successful, the measure could appear on the November 2026 county ballot.
The debate over Section 504 is expected to intensify as signature gathering continues and the legal challenge proceeds.
