Iowa Sheriffs’ Pay Raises Spark County Budget Concerns
A recent opinion from Iowa Attorney General Brenna Bird has clarified how counties must determine sheriff salaries under the 2021 “Back the Blue” law, leading to increased scrutiny of county budgets. The law, enacted following protests after the death of George Floyd, requires sheriff pay to be comparable to other law enforcement leaders.
The “Back the Blue” Law: Intended Impact and Unforeseen Consequences
The 2021 “Back the Blue” law aimed to address pay disparities between county sheriffs and their counterparts in state and local law enforcement. Attorney General Bird emphasized the legislative intent: to ensure sheriffs are compensated at a level comparable to police chiefs and state patrol commanders. Since the law’s implementation, the average sheriff’s salary in Iowa has risen by 44%, jumping from $87,019.77 to $125,305.85.
However, this mandated increase is creating financial strain for smaller counties. Wayne and Ringgold counties, with populations of 6,497 and 4,663 respectively (as of the 2020 census), initially requested guidance from the Attorney General on navigating the law’s requirements.
Lawsuits and Resolutions: A Case Study in Wayne County
Wayne County Sheriff D. Keith Davis filed a lawsuit against the county supervisors, alleging they hadn’t properly followed the “Back the Blue” law by failing to document comparable salaries. Sheriff Davis was earning $88,473.54 in 2025, the second-lowest salary among Iowa sheriffs according to a survey by the Iowa Association of Counties. The lawsuit was dropped in January after the supervisors approved a 15% pay raise for the Sheriff.
Similar challenges are emerging in other counties. The Davis County Compensation Board recently recommended a 56% salary increase for their sheriff, from $85,878 to $133,969, reflecting the impact of the law on even modestly sized counties (population 9,110 as of 2020).
The Broader Financial Picture for Iowa Counties
The Attorney General’s opinion underscores the need for counties to meticulously document the salary comparisons used to justify sheriff pay. While the intention of the law is to support law enforcement leadership, the financial implications for smaller, rural counties are significant. Supervisors are grappling with balancing the legal requirements of the “Back the Blue” law with the need to maintain fiscal responsibility.
The situation highlights a potential tension between state mandates and local control, particularly in areas with limited tax bases. The increased costs associated with sheriff salaries may necessitate difficult decisions regarding other county services.
Looking Ahead: Potential Legislative Adjustments?
The Iowa legislature refined the “Back the Blue” law in 2024 to reinforce the requirement that sheriff pay remain competitive. However, the ongoing challenges faced by smaller counties suggest further legislative adjustments may be considered to address the unintended consequences of the law. Possible solutions could include state funding to offset the increased costs or modifications to the salary comparison formula to account for county size and population.
Frequently Asked Questions
Q: What is the “Back the Blue” law?
A: It’s a 2021 Iowa law requiring county sheriffs’ salaries to be comparable to those of law enforcement leaders in city police departments and state agencies.
Q: Why are some counties struggling with sheriff pay?
A: The law’s requirements are leading to significant pay increases, which are straining the budgets of smaller, rural counties.
Q: What is the Attorney General’s role in this issue?
A: Attorney General Brenna Bird has issued an opinion clarifying how counties must comply with the law and emphasizing the need for proper documentation of salary comparisons.
Q: Has the law been changed since 2021?
A: Yes, the Iowa Legislature refined the law in 2024 to reinforce the requirement that sheriff pay remain competitive.
Did you know? The average salary of a county sheriff in Iowa has increased by 44% since the “Back the Blue” law was enacted.
Pro Tip: County supervisors should carefully document all salary comparisons to ensure compliance with the “Back the Blue” law and avoid potential legal challenges.
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