Salaries, Compensation, and Benefits for Local Elected Officials

Overview

Local governments vary considerably in how they pay their elected officials. Some offer regular monthly salaries, while others disburse salaries each month plus stipends for attendance at regular and special council or commission meetings. Other elected officials do not receive monthly wages and are only paid per meeting attended or reimbursed for expenses.

Often, whether the elected official is eligible for certain employment-related protections and benefits depends on how the term “employee” is defined in the applicable state law. In most cases, elected officials are not considered employees, meaning they aren’t covered under the state Minimum Wage Act (RCW 49.46.010(3)(l)), the state’s Paid Sick Leave law (RCW 49.46.200-.210), or the federal Fair Labor Standards Act (29 U.S.C. §203(e)(2)(c)).

This page explores the various approaches that local governments take to compensate and provide benefits to their elected officials.

Setting Salaries

City and Town Elected Officials

A city or town council has two options for determining the salary for its members and the mayor. First, it may set the salaries directly by ordinance, as provided by the below statutes (if the legislative body sets salaries directly, it must be mindful of the prohibition on mid-term salary increases as discussed in the Changes to Salaries section):

• RCW 35A.12.070 and RCW 35A.13.040 for code cities
• RCW 35.22.205 for first class cities
• RCW 35.23.091 for second-class cities
• RCW 35.27.130 for towns 

Alternatively, the city council may establish an independent salary commission as discussed later in this section.

Examples of City Elected Official Salary Policies

• Des Moines Municipal Code Sec. 4.08.020 – Councilmembers are paid a set fee per meeting for attending a maximum of 40 regular or special council meetings per year.
• Port Orchard Ordinance No. 009-23 (2023) – Provides for biweekly council pay rate as well as a set inflation adjustment; link includes staff memo and supporting documents.
• Tacoma Municipal Code Sec. 1.19.010 – Discusses how the Citizen Commission on Elected Salaries determines City Council salaries and describes how councilmembers can opt into the same health benefits offered to part-time city employees.
• University Place Ordinance No. 773 (2023) – One-time salary increase to make councilmembers eligible for PERS retirement plan; link includes staff report and alternatives.

County Elected Officials

A county legislative body (board of county commissioners or county council) has two options for determining the salaries for county elected officials. 

First, the legislative body may set the salaries directly. However, RCW 36.17.020 requires salaries for elected officials be set at minimums based on county population size, with larger counties being required to follow higher minimum salary requirements than smaller counties. In this way, the county’s discretion to set salaries is more limited than cities' and towns'. (If the legislative body sets salaries directly, it must be mindful of the prohibition on mid-term salary increases as discussed in the Changes to Salaries section.)

Alternatively, the legislative body may establish an independent salary commission as discussed later in this section.

Examples of County Elected Official Salary Policies

• Pacific County Ordinance No. 190 (2021) – Sets salaries for elected roles as a percentage of the superior court judges’ salaries established in RCW 43.03.012; county commissioner salaries will not be adjusted until after commissioners’ terms of office end.
• Pend Oreille County Resolution No. 2021-79 (2021) – Creates salary schedule for commissioners as a percentage of superior court judges’ salaries established in RCW 43.03.012

Salary Commissions

As an alternative to the governing bodies setting their own salaries, RCW 35.21.015 (towns and cities) and RCW 36.17.024 (counties) authorize the creation of salary commissions to set and review compensation for local elected officials. The commissions are established by ordinance, resolution, or charter, and the mayor, county administrator, or executive appoint the commission members. These commissions are subject to the Open Public Meetings Act (OPMA).

Salary commissions can implement pay increases at any time, although decreases cannot take effect until after the end of the official’s term of office. (When elected officials set their own salaries, increases and decreases are prohibited during their term of office.) This is explored in more detail in the Change to Salaries subsection.

Examples of Salary Commission Approaches

• Battle Ground Ordinance No. 2021-40 (2021) – Establishes salary commission that meets annually to review elected officials’ salaries and health insurance benefits.
• Lake Forest Park Ordinance No. 1246 (2022) – Creates salary commission that meets every two years to fix elected officials’ salaries.
• Snohomish County Salary Commission – Shows salary commission meets every two years to fix elected officials’ salaries.
• Whatcom County
  • County Code Ch. 2.22 – Whatcom County Commission on Salaries for Elected Officials; the commission must meet biennially but may meet more frequently as needed.
  • Elected Official Salary Schedule (2023) – Details salary placements through 2031 and commission’s rationale for these placements.

Special Purpose District Elected Officials

Special purpose districts have statutory limits on the amount of compensation elected officials may receive on a daily and yearly basis. These limits are connected with attendance at official meetings of the governing body and in the performance of other official services or duties on behalf of the district. Every five years, the limit is increased by the Washington State Office of Financial Management (OFM), with the new maximum going into effect on January 1.

Although the state sets the maximum compensation that can be paid, many special purpose districts are authorized to establish lower compensation amounts. Other special purpose districts are required to pay the maximum amount set by the state. The table below lists the various salary parameters for special purpose district elected officials.

*Port districts do not have to follow the OFM salary schedule and may set higher or lower compensation by board resolution – see RCW 53.12.260(3).

** The maximum annual compensation limits for fire protection districts with an operating budget of $10 million or more were increased effective June 6, 2024 – after the adoption of WSR 23-23-158. See SSB 5925.

Examples of Special Purpose District Officials’ Salary and Compensation

• Central Whidbey Island Fire & Rescue Board of Fire Commissioners Policy Manual (2023) – Compensation amount is the amount required to be paid by OFM; policy sets criteria detailing for which services compensation may be paid. Allows for reimbursement of expenses incurred while working or attending meetings for the district and requires members to report their attendance at such meetings. Note that this policy does not reflect the increased salaries set by OFM, which were effective January 1, 2024.
• Clark Regional Wastewater District Adopted Budget (2023) – The budget reflects that commissioner salaries are the OFM maximum rate and indicates commissioners are eligible for medical benefits.
• Des Moines Pool Metropolitan Park District Bylaws (2016) – Includes Compensation section detailing how the legislative body has chosen to pay commissioners the OFM maximum rate for Metropolitan Park Districts.
• Snohomish County PUD No. 1 Commission Policies (2019) – Provides a monthly salary to commissioners, along with per diem compensation for participating in events related to district decisions and other related activities. Expense reimbursement following district’s travel policies also provided.  

Changes to Salaries

Salaries that are set by the governing body cannot be increased or decreased during the officials’ terms of office unless a previously adopted ordinance establishes an automatic fixed salary increase. Although elected officials’ salaries set by a salary commission also cannot be decreased until after the officials’ terms end, their salaries can be increased by the commission at any time during the officials’ terms.

Elected Officials Who Set Their Own Salary

When a governing body sets the salary of its members, that salary cannot be increased or decreased after an election or during the official’s term (Washington State Constitution Article 11, Sec. 8). The constitutional prohibition against increasing the salary of a councilmember applies to the term of office rather than to the individual holding the office (State ex rel Wyrick v. City of Ritzville and AGO 1999 No. 1). So, any changes in salary need to be adopted by the governing body prior to the general or special election and will only apply when a new term of office commences.

Those in the middle of their term will continue to receive the old salary until they are re-elected and start a new term. An official appointed or elected to fill a mid-term vacancy receives the same salary as the person who previously held the position.

The one circumstance in which mid-term salary increases are allowed is when the local code establishing the increase was adopted before the official’s term of office commenced, and it either (1) applied an automatic, fixed salary increase each year (e.g., a 3% increase takes effect each January 1); or (2) specified the actual salary amount for future years. See Richland Municipal Code Sec. 2.32.040, which establishes councilmember salaries for future years. 

These types of mid-term salary increase that take effect during the officials’ terms do not violate the constitution, as long as the increase is a specified amount and not tied to a variable index, such as the Consumer Price Index (CPI). As explained by the Washington State Auditor’s Office Bulletin (No. 1999-01), “[U]nless the increase can be foreseen at the beginning of the term, salary increases connected to an index violated the constitutional restriction.” (While this bulletin is from 1999, the State Auditor’s Office confirmed in 2024 that it is still accurate.)

In other words, a fixed salary increase, such as a codified 3% increase, can be foreseen, whereas connecting the increase to a CPI cannot be foreseen, as the CPI changes every year.

Elected Officials Who Do Not Set Their Own Salaries

Elected officials who don’t set their own pay may receive salary increases, effective immediately (Washington State Constitution, Article 30, Sec. 1). Specifically, the following roles do not set their own salaries and may see pay increases during their terms:

• ​​​Elected officials in cities, towns, or counties with salary commissions;
• Mayors in mayor-council cities/towns;
• Elected county assessors, auditors, clerks, coroners, executives, prosecuting attorneys, sheriffs, and treasurers; and
• Special purpose district official positions that “shall” follow the salaries determined by OFM, as none of these roles set their own salaries.

One caveat to this rule is that a mayor’s salary in a mayor-council code city cannot be immediately increased if there is a tie in voting for the higher salary. If the mayor breaks the tie, the higher salary cannot take effect until the new mayoral term commences.

Salary decreases for officials who do not set their own salaries can only go into effect after their term ends (Washington State Constitution, Article 11, Sec. 8). 

Waiving Salaries

Some elected officials voluntarily choose not to accept some or all of their salary. An elected official can voluntarily choose to waive, refuse, or donate a portion (or all) of the salary that has been established for the position. Many special district officials are given the express statutory authority to waive all or part of their salaries – see the special purpose district statutes listed in the table above. While there is not a comparable statutory provision for elected officials of cities or counties, they may nonetheless voluntarily choose to waive their salaries.

The simplest way for an elected official to reduce the salary they receive is by donating all or a part back to the local government. The donation would be tax deductible, but income received must still be reported by the elected official for tax purposes with all relevant deductions taken out. A second option is for the official to formally waive all or part of their salary.

Though elected officials may waive or reduce their salaries, local governments should be mindful of the Washington State constitutional prohibition in Article 11, Sec. 8. This constitutional prohibition does not allow local governments to increase or decrease officials’ salaries after their election and during the term of office. (The prohibition is explored in greater detail in the Changes to Salaries Section.)

MRSC’s view is that, so long as the salary waiver or reduction is voluntary, the salary waiver/reduction does not implicate the constitutional prohibition on decreasing salaries because the officials' salaries would not actually be decreased or diminished after the election or during the term of office. MRSC recommends salary waivers/reductions be captured in writing and done in accordance with adopted policies.

Examples of Salary Waivers

• Chelan County Municipal Code Sec 1.164.030 – Elected officials may, in writing, opt to receive a salary less than that established for their position, effective for the calendar year, unless they give 30 days notice of their intent to revoke the deduction.
• Ilwaco City Council/Mayor Salary Waiver Form (2016) – Councilmembers and their spouses sign written salary waivers before notaries. Since Washington is a community property state, the spouse is entitled to the wages of the other spouse. So, a spousal signature indicates they are also waiving the right to future wages and avoiding claims under chapter 49.48 RCW. They may later withdraw these waivers by submitting a withdrawal in writing to the city treasurer.
• Roslyn Municipal Code Chapter 2.08 – Allows mayor or councilmembers to refuse compensation at any time if they provide written notice to the clerk-treasurer, with the refusal in effect through December 31^st of the year specified.
• Stanwood Municipal Code Sec. 2.02.090 – Allows mayor or councilmembers to voluntarily decline all or a portion of their salaries, with a waiver signed by both councilmembers and spouses, to remain in effect until withdrawn in writing.

Benefits  

In addition to a salary, elected officials may also receive healthcare, retirement, and other benefits. Some of these benefits are mandated by the state, while others are dependent on local governments’ policies.

Healthcare Benefits

A local government may provide health insurance for its elected officials and their dependents, but coverage is not mandatory. Alternatively, a stipend could be given to an elected official instead of health insurance, but it would be treated as extra compensation subject to the constitutional prohibition against additional compensation during a term of office.

Read more about healthcare for elected officials on our page Health Insurance Benefits.  

Washington State Long-Term Services and Supports Trust Program  

The Washington State Long-Term Services and Supports Trust Program, commonly referred to as WA Cares, is a state-run, employee-financed program that provides payment for long-term healthcare services to qualified individuals who have paid into the program and need assistance. All local government elected officials receiving a salary are required to pay into the program by contributing 0.58% of each paycheck. After contributing for 10 years (or fewer if nearing retirement or having a sudden need), elected officials can access the benefit.

Washington State Paid Family and Medical Leave

The state’s Paid and Family Medical Leave (PFML) program allows qualified employees to take up to 12 weeks paid time off if they miss work for their own serious health conditions or to care for family members with serious health conditions; for the birth, adoption, or death of a child; or to spend time with a family member preparing for military service overseas.

Unlike other state laws where elected officials are classified as non-employees, PFML deems elected officials “employees,” making them eligible for leave under PFML. See AGO 2021 No. 1. Similar to WA Cares, local governments deduct premiums from the elected official’s paycheck to fund the PFML program (alternatively, the local government can elect to pay for the premiums).

Read more about PFML on our Family and Medical Leave page.

Washington State Paid Sick Leave

In addition to mandatory paid family and medical leave, the state has also adopted a mandatory paid sick leave law (RCW 49.46.200-.210). Unlike under PFML, however, elected officials are not eligible for the state’s paid sick leave because the law specifically excludes elected officials from the term “employee” (RCW 49.46.010(3)(1)). Therefore, elected officials are not eligible to receive paid sick leave from the state to care for themselves or family members.

On a related note, elected officials are generally not covered by employee personnel policies. Therefore, they do not accrue sick or vacation leave under local policy. Given that most elected officials may take time off as needed and are paid an established salary that cannot be diminished, it is generally unnecessary to provide them with sick and vacation leave under local policy.

Workers' Compensation

Elected officials are eligible for workers’ compensation from the state if they are injured while on the job. See WAC 296-17A-5305 and -5306.

For more information, see the Workers’ Compensation page on the Labor and Industries’ website.

Unemployment Benefits

Elected officials are not considered employees of a local government for the purpose of eligibility for unemployment compensation. See, generally, RCW 50.04.140.

Retirement Benefits

If a local government provides retirement benefits under one of the state’s Department of Retirement Systems plans, such as Public Employees Retirement System (PERS) Plan 1 or Plan 2, elected officials may apply to the state for plan membership and receive coverage under RCW 41.40.023(3)(a). To be eligible, the elected official must earn at least 90 times the state minimum wage each month, and they need to have worked for the state for at least five years. For instance, if the minimum wage is $16.28, then the official must earn that times 90, which is $1456.20 per month. Because the minimum wage is indexed to inflation, the minimum PERS salary threshold will usually increase every year.

For more information, see the Department of Retirement Systems webpage Elected or Appointed Official: Retirement Plan Information for State and Local Officials.

Expense Reimbursements

Elected officials also can receive reimbursement for expenses incurred when performing their official duties. These reimbursements typically cover standard expenses, like car mileage, plane tickets, lodging, meals, and registration fees.

To learn more details about the statutory authority, authorized expenses, and methods of payment, read our page Travel and Expense Reimbursement Policies.