To: Board of County Commissioners
Through: Jared Rawlison, Undersheriff, Sheriff’s Office
Prepared By:
prepared
Dusty Sash, Total Compensation Division Manager, Human Resources; Julie Weaver, Senior Compensation Analyst, Human Resources
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presenter
Presenter: Dusty Sash, Total Compensation Division Manager, Human Resources
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Subject:
title
2:00 PM *Lieutenant Shift Pay
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Purpose and Request:
recommended action
The purpose of this Study Session is to provide updated information and receive direction on implementing shift pay for Lieutenants who take on additional shifts doing deputy or sergeant level work.
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Alignment with Strategic Plan: Workforce and Community Prosperity - Provide competitive wages, benefits, and workforce policies that attract and retain top talent, as is financially sustainable.
Background and Discussion: To ensure that minimum staffing requirements are met, the Sheriff’s Office would like to offer incentive pay to Lieutenants a shift differential when taking open deputy or sergeant shifts. The current deputies and sergeants do not meet the need.
Lieutenant is classified as an exempt job and thus is not eligible for overtime and should not be treated as earning hourly rates.
The policy would read: “This policy only applies to those employees in a Lieutenant job title, who are actively working (i.e., not on any type of leave), and are providing coverage outside of their normal work duties and scheduled shifts. Employees can work no more than one shift per pay period. Direct Supervisor or higher-level command must pre-approve all after-hour shift coverage. Shift coverage pay = $425 for shifts 5 to 10 hours in length, $850 for shifts more than 10 hours.
Note: the max payout per pay period will be $850 as employees cannot work more than one shift per pay period.”
Requests for payment would be entered into My Arapahoe by the lieutenant and approved by the appropriate captain.
Alternatives: The Board could elect not to approve the proposed policy.
Fiscal Impact: The highest potential impact would be if all 24 Lieutenants worked over 10 hours, every pay period. If this were to occur the cost would be $530,400. As this does not add to base salary, there will not be a benefit load cost. However, the Sheriff’s Office is confident that they will be able to sustain this cost within their current budget and forward without asking for additional funding allocations.
Alignment with Strategic Implementation Strategies: N/A
Staff Recommendation: Human Resources and the Sheriff’s Office recommend the Board approve the Lieutenant Shift Pay effective September 26, 2026.
Concurrence: The County Attorney’s Office has reviewed this and confirmed that it meets necessary FLSA requirements.