This law allows the board of supervisors in a county to hire outside experts for special services needed by the county or its departments, districts, or courts. These services can include expertise in areas like finance, accounting, engineering, legal advice, medical services, and more. If the location needing the service is too far for county employees, and contracting is cheaper than travel costs, the board can contract out maintenance services as well. The board can decide how much to pay for these services, and can also direct a purchasing agent to make these contracts within certain financial limits.

This law allows a county's board of supervisors to create commissions or committees made up of citizens to investigate and report on various issues of interest to the board. These members don't need any specific background or expertise related to the issues they're studying. The board can cover the reasonable expenses for travel, lodging, and meals for these commission members when they are conducting official business, as long as these costs are approved by the board.

This law section states that the board of supervisors can choose to pay reasonable expenses or special payments, like per meeting stipends, to members of commissions, boards, or committees they appoint. However, these payments cannot be made to someone who is also a member of the board of supervisors.

This law says that if a county's board of supervisors hires someone for services, they can agree to pay that person later, either all at once or over time. The contract must clearly lay out the payment plan. The deferred money has to be kept with a trust company in California, which means a business that manages money for other people. The board and the trust company must have a written agreement on how the money will be invested. If the person hired doesn't do their job as promised, the agreement must allow the board to get the money back.

This law allows the board of supervisors to hire temporary workers from staffing agencies to support county offices during high demand times, staff shortages, or emergencies, as long as it's not due to a labor dispute. The board must decide that this approach is more cost-effective than hiring new staff. Temporary assignments should not exceed 90 days for any specific situation.

This law allows a county's board of supervisors to hire technical assistants to help the assessor with necessary mapping work. The board can either hire these assistants for their own county or collaborate with other counties to share personnel.

Such agreements can include how expenses are shared among the counties, detailing how much each county contributes to pay the assistants' salaries and expenses. These agreements can last for a fixed period or be ongoing until the counties decide to end them, with a method included for withdrawal from the agreement.

This law allows certain county officials, like the assessor or sheriff, to get outside legal help if there's a conflict of interest with using the county's usual lawyers. If the board disagrees that a conflict exists, the official can ask a judge to decide. The judge also decides if creating an 'ethical wall' within the county’s legal team is enough to handle the conflict. If the official's request for outside legal help is frivolous or in bad faith, their office has to cover all legal costs. Additionally, if needed, the judge can pick legal counsel, considering typical rates for such work in the county. This law also applies if a matter arises after an official has left office, as long as it relates to their duties while in office.

This law says that the same law firm can't advise or represent both the assessor and the county board of equalization in matters related to hearings before the board. However, this rule doesn't apply to the county counsel’s office. Different people from the county counsel’s office can represent each party, as long as one person doesn't represent both.

This law section allows the county's board of supervisors to hire an outside firm to handle various services related to workers’ compensation, public liability, and employee health claims. The firm can investigate, settle, and pay claims up to specified limits, and do so using funds from a specially established trust fund. The board sets the financial limit of this fund, but it must cover settlements for at least 30 days or $20,000, whichever is bigger. The firm can also hire lawyers to handle claims or represent the county in court, with attorney fees being a county expense. Alternatively, the board can assign these roles to a county employee. The section ensures flexibility for counties to manage their self-insured programs.

A 'firm' could mean a person or corporation, and 'board of supervisors' extends to include boards of various public agencies they govern. Similarly, 'county' also covers these districts and agencies.

This law allows county officials in highly populated counties (6 million or more people) to sign contracts for design and construction services up to $330,000 without board supervision. Any amendments to these contracts can be up to 10% of the original value or $330,000, whichever is lower. All amendments together can't go over 25% of the original contract value. The county must set detailed rules for how this authority is used. This law does not change any requirements to advertise and award public works projects as stated in the Public Contract Code.

This law requires each county to create a program that gives preference to disadvantaged groups when hiring for internships or student positions. Counties decide the criteria for participation and preferences based on a non-specific disclosure of eligibility for disadvantaged group status. The hiring process assesses the applicant's ability to fulfill job duties.

'Disadvantaged groups' include foster youth, homeless youth, formerly homeless youth, and formerly incarcerated youth. Foster youth are defined as those removed from homes under certain juvenile court petitions. Homeless youth must be verified under federal definitions, and formerly incarcerated youth must have been released before turning 21.

Preference means these applicants get priority over equally qualified candidates, but it doesn't guarantee a permanent civil service job and doesn't apply to charter counties.

If a county doesn't have a designated county counsel, the board of supervisors can hire or contract with lawyers to help the district attorney. These lawyers would assist in advising and representing county officials on legal matters related to their duties and civil law issues affecting the county or its districts.

This law allows the board of supervisors to hire people to make copies of county records if those records are destroyed by fire, a natural disaster, or other events, or if they are at risk of being destroyed due to age or frequent use.

The board of supervisors can set up insurance plans for county-employed doctors, nurses, and other health department staff. They can buy life and disability insurance for these employees from licensed insurance companies. The county can cover all or part of the insurance costs using general or salary funds, and may also deduct some of the insurance costs from the employees' paychecks if the employees are responsible for a part of the premium.

In counties with a civil service system, the board of supervisors can require certain county employees to provide an official bond, which is a type of insurance protecting the county. This bond might be grouped with other employees in a schedule bond, covered by a corporate surety—essentially, a business that provides this financial protection. This protection remains in place even if there are changes in leadership or membership within the county, as long as the person continues their job.

This law states that county boards of supervisors in California cannot set age limits for hiring employees. This means age cannot be a deciding factor for qualifying or disqualifying someone for a county job, regardless of whether the job is as an officer, deputy, or assistant.

This law states that if a person meets the minimum qualifications for a county job, they cannot be denied the position just because of their age. The board of supervisors and other county officials are not allowed to have rules, whether written or unwritten, that exclude qualified candidates based solely on age.

This law section states that a county cannot hire someone for a specific job if they have already reached the retirement age set by the county's retirement system for that job. This applies whether or not the person is part of the retirement system.

This law allows the board of supervisors to set age limits for hiring deputy sheriffs, county peace officers, and firefighters. It means they can decide the youngest and oldest someone can be to start those jobs, including when they manage fire districts.

Before January 1, 1981, if a person with a physical impairment wanted a job but didn't meet the physical standards, they could be asked to give up their future right to disability retirement benefits related to that impairment while working for the county. They must be informed in writing about what they are waiving, and they must acknowledge receiving this information in writing.

After working for at least two years, such an employee can ask the retirement board to review the waiver. They need to provide a doctor's report on their condition when they apply for this review. The board may require another medical exam, which the county will pay for, and then decide if the waiver should still apply, either partially or fully. Reviews of the waiver can only be requested every two years unless the board allows more frequent reviews at its discretion.

This California law allows county boards of supervisors to create municipal advisory councils for unincorporated areas. These councils provide advice on local issues like public health, safety, services, and planning. The council can represent the community to various government entities unless the board decides otherwise. The county may cover travel expenses for council members when on official duties.

The resolution to set up such a council must include its name, member selection process (election or appointment), powers, the area it covers, and whether its establishment needs voter approval. The law also calls for additional rules and procedures for the council's operation.

This law states that serving on the governing board of certain special districts is not considered a conflict with serving on a municipal advisory council created under Section 31010. Specifically, this applies to board members of community services districts and recreation and park districts. Essentially, if you're on the board of one of these districts, you can also serve on the advisory council without any legal conflict.

This law states that employees have the right to look at their own personnel records, following the rules outlined in another part of the law, specifically Section 1198.5 of the Labor Code.