Basically, this law says that, unless there's another law that says differently, a county superintendent has the authority to appoint a deputy if they choose to.

The county superintendent of schools in California can hire people for positions that need certain certifications. The employment contracts can last until the end of the school year when the superintendent's term ends, but they can't be longer than four years and six months.

This law ensures that people employed by a county superintendent of schools in roles that need certification, but aren’t part of civil or merit systems, have the same leave benefits as those in school or community college districts. They can enjoy similar rights to leaves of absence, sick leave, and bereavement leave, and these are funded from the county school service fund. Various specific sections apply to them just like district employees, and responsibilities usually managed by school boards are handled by the county superintendent. When granting certain types of leave, the county superintendent must also get approval from the county board of education.

This law allows a county superintendent of schools to hire substitute or temporary teachers in special schools like county community schools and juvenile court schools if student numbers go up suddenly. The hires are only for less than a year and should not lead to bigger class sizes than usual. If a temporary teacher works over 60 days in a school year, they are considered hired for the whole semester. These temp teachers don't need to replace someone who is absent. A sudden enrollment increase means more students are there compared to the average in the past two years.

This law allows county superintendents of schools in California to hire people with the right credentials to work on special projects funded by public or private groups. These workers sign written agreements about their employment terms. Their work doesn't count towards becoming a permanent employee unless they meet certain conditions, like working a large portion of the school year and then getting employed as a probationary worker in a certified position. They can be hired for less than a full school year and can be let go without following the usual rules for probationary or permanent staff termination. This law doesn't apply to regular employees who were already on probation in the main educational programs before these assignments.

This law allows the county superintendent of schools to give leaves of absence, either paid or unpaid, to employees who don't need certification, just the same as school district boards can do according to other specific rules.

This law deals with the employment status of teachers in County Superintendent of Schools in California. If a school has 250 or more students, teachers who have been employed for two or three consecutive years are eligible to become permanent employees, depending on when their probationary period started. Teachers who began before the 1983-84 fiscal year must work for three years, while those starting during or after must work for two years. Superintendents must inform teachers by March 15 of their second year if they will be reelected. If no notice is given, the teacher is automatically reelected. Permanent teachers have the same rights as those in certain school districts, and specific code sections are applicable to them. 'Teaching position' refers to certified roles recognized before a 1983 cutoff.

This law states that employees hired by a county superintendent of schools, either to supervise or teach within school districts or community colleges in their area, are considered county employees for workers' compensation insurance purposes. The insurance costs for these supervisory or instructional roles are covered by the county school service fund.

This law allows a county board of education and a county board of supervisors to agree to let a county superintendent hire an administrative adviser. This adviser helps coordinate communication and actions between various education and legal entities, such as the district attorney and school districts. The adviser's pay is set by the county board of education and comes from a specific part of the budget. The adviser may also serve as a deputy to the district attorney if they are a lawyer. However, the district attorney still retains all their legal duties related to schools.

This law section states that a health supervisor working for the county superintendent of schools is responsible for overseeing student health, and their specific duties are determined by the county superintendent.

This law allows county superintendents in California to award consultancy contracts to retired teachers and other certificated employees who worked for at least 10 years and are over the age of 55. These contracts can last up to five years or until the retiree turns 65, whichever comes first. People hired under these contracts will be considered employees and must adhere to certain earnings limits.

If a school employee's property, like eyeglasses or clothes, gets damaged or stolen while working and it's not their fault, the county superintendent can cover the repair or replacement costs based on the property's value at that time. If they pay for it, they can try to get that money back through legal action.

Before the salary or bonus of any employee in the county office of education is increased by $10,000 or more, the county board of education must discuss it during a public meeting. Similarly, any changes to an employee's retirement benefits must be discussed and approved by the county board in a public meeting.