Resolution No. 23- 29
WHEREAS, the Town Council finds that based on substantial evidence, including without limitation the staff report presented to the Town Council on May 17, 2023, pursuant to Public Contract Code Section 22050, the emergency will not permit a delay resulting from a competitive solicitation for bids, and that responding to the emergency requires repair of public facilities and infrastructure, other directly related and immediate actions, and procurement of the necessary equipment, services, and supplies for those purposes, without a competitive bidding process.
NOW, THEREFORE, BE IT RESOLVED by the Town Council of the Town of Mammoth Lakes as follows:
Section 1. The foregoing recitals are true and correct and incorporated herein by reference.
Section 2. The Town Council hereby directs and authorizes the Town Manager and Public Works Director to contract for repairs to Town facilities and infrastructure damaged by the winter of 2022- 2023, to take any directly related action, and to procure the necessary equipment, services, and supplies for the repairs, without a competitive bidding process.
Section 3. Pursuant to Public Contract Code Section 22050, the Town Council shall review the emergency action authorized by this resolution at its next regular meeting and at each regular meeting thereafter until the emergency repair work is complete, to determine, by a four -fifths vote, that there is a need to continue the action.
Section 4. The Town Clerk shall certify as to the adoption of this resolution.
APPROVED AND ADOPTED this 17' h
day of T
ATTEST:
J lE GRAY, Town Jerk
STATE OF CALIFORNIA )
COUNTY OF MONO ) ss.
TOWN OF MAMMOTH LAKES)
I, JAMIE GRAY, Town Clerk of the Town of Mammoth Lakes, DO HEREBY CERTIFY under penalty of perjury that the foregoing is a true and correct copy of Resolution No. 23- 29 adopted by the Town Council of the Town of Mammoth Lakes, California, at a meeting thereof held on the 17th day of May 2023, by the following vote:
AYES: Councilmembers Bubser, Rea, Rice, Mayor Pro Tern Sauser, and Mayor Wentworth
NOES: None
ABSENT: None
ABSTAIN: None
DISQUALIFICATION: None
JANO GRAY,- Town Cleril
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Authorize a professional services agreement with Keyser Marston Associates Inc. for Mammoth Mountain Main Lodge Redevelopment financial advisory services.
Council Meeting Date: 6/21/2023
Prepared by: Sandra Moberly, Community and Economic Development Director Recommended Motion: Authorize the professional services agreement with Keyser Marston Associates, Inc., subject to the Town Attorney’s approval and finalization of the agreement, for financial advisory services as described in the agreement which is included as Attachment 1.
Summary:
In 2020, approximately 35.7 acres of land was transferred from the United States Forest Service to Mammoth Main Lodge Redevelopment LLC (MMLR). The land is currently located within the municipal boundary limits of the Town of Mammoth Lakes (Town). In 2021 the Town processed a concept review which resulted in a formal submittal of the project in September 2022. The proposed project includes up to 250 hotel “keys,” for-sale residential of up to 164 units, club amenities, retail, dining, and skier services. Over the past several years, as a part of both the concept review and formal land use application, staff has been working with the applicant on baseline CEQA/NEPA analysis that will inform Environmental Impact Report/Environmental Impact Statement (EIR/EIS). A comprehensive update on the project will be provided to Council on July 19, 2023.
Staff anticipates that, at some point in the project process, the applicant will be submitting an application for a development agreement which will require financial analysis and negotiation between the Town and the applicant. Keyser Marston Associates, Inc., has significant experience in development agreement negotiations as well as pro forma analysis, fiscal benefits analysis, and public financing strategy analysis. Kathe Head, the staff representative from Keyser Marston Associates, Inc. has experience negotiating development agreements involving large hotel projects and manages the affordable housing negotiation group for the company which makes her particularly suited to this work.
As a note, the work on this contract will not begin until the applicant has submitted a development agreement application or there is other financial analysis needed as a part of the project process.
Staff anticipate this to occur in mid-late 2023 but would like to have this contract in place so work can begin as soon as the request is submitted.
FINANCIAL CONSIDERATIONS:
The costs will be billed on a time/materials basis and the project applicant will cover all costs related to this contract. The Town will track and invoice costs on a monthly basis.
LEGAL CONSIDERATIONS:
The Town Attorney has reviewed the attached consulting agreement and will work with staff and the consultant to finalize the agreement.
ATTACHMENT: Draft Consulting Agreement: Keyser Marston Associates, Inc.
TOWN OF MAMMOTH LAKES
PROFESSIONAL SERVICES AGREEMENT
1. PARTIES AND DATE.
This Agreement is made and entered into this 20th day of June, 2023, by and between the Town of Mammoth Lakes, a municipal corporation, organized under the laws of the State of California, with its principal place of business at 437 Old Mammoth Rd., Suite 230, Mammoth Lakes, California, 93546 (“Town”) and Keyser Marston Associates, Inc., a California Corporation, with its principal place of business at 777 South Figueroa Street, Suite 2555, Los Angeles, CA 90017 (“Consultant”). Town and Consultant are sometimes individually referred to herein as “Party” and collectively as “Parties.”
2. RECITALS.
2.1 Consultant.
Consultant desires to perform and assume responsibility for the provision of certain professional financial advisory consulting services required by the Town on the terms and conditions set forth in this Agreement. Consultant represents that it is experienced in providing professional financial advisory consulting services to public clients, is licensed in the State of California, and is familiar with the plans of Town.
2.2 Project.
Town desires to engage Consultant to render such professional financial advisory consulting services for the Mammoth Mountain Main Lodge Redevelopment project (“Project”) as set forth in this Agreement.
3. TERMS.
3.1 Scope of Services and Term.
3.1.1 General Scope of Services. Consultant promises and agrees to furnish to the Town all labor, materials, tools, equipment, services, and incidental and customary work necessary to fully and adequately supply the professional financial advisory consulting services necessary for the Project (“Services”). The Services are more particularly described in Exhibit “A” attached hereto and incorporated herein by reference. All Services shall be subject to, and performed in accordance with, this Agreement, the exhibits attached hereto and incorporated herein by reference, and all applicable local, state and federal laws, rules and regulations.
3.1.2 Term. The term of this Agreement shall be from June 20, 2023 to June 20, 2026, unless earlier terminated as provided herein. Consultant shall complete the Services within the term of this Agreement, and shall meet any other established schedules and deadlines.
3.2 Responsibilities of Consultant.
3.2.1 Independent Contractor; Control and Payment of Subordinates. The
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2 Services shall be performed by Consultant or under its supervision. Consultant will determine the means, methods and details of performing the Services subject to the requirements of this Agreement. Town retains Consultant on an independent contractor basis and not as an employee.
Consultant retains the right to perform similar or different services for others during the term of this Agreement. Any additional personnel performing the Services under this Agreement on behalf of Consultant shall also not be employees of Town and shall at all times be under Consultant's exclusive direction and control. Neither Town, nor any of its officials, officers, directors, employees or agents shall have control over the conduct of Consultant or any of Consultant's officers, employees, or agents, except as set forth in this Agreement. Consultant shall pay all wages, salaries, and other amounts due such personnel in connection with their performance of Services under this Agreement and as required by law. Consultant shall be responsible for all reports and obligations respecting such additional personnel, including, but not limited to: social security taxes, income tax withholding, unemployment insurance, disability insurance, and workers’ compensation insurance.
3.2.2 Schedule of Services. Consultant shall perform the Services expeditiously, within the term of this Agreement, and in accordance with the Schedule of Services set forth in Exhibit “A” attached hereto and incorporated herein by reference. Consultant represents that it has the professional and technical personnel required to perform the Services in conformance with such conditions. In order to facilitate Consultant's conformance with the Schedule, Town shall respond to Consultant's submittals in a timely manner. Upon request of Town, Consultant shall provide a more detailed schedule of anticipated performance to meet the Schedule of Services.
3.2.3 Conformance to Applicable Requirements. All work prepared by Consultant shall be subject to the approval of Town.
3.2.4 Substitution of Key Personnel. Consultant has represented to Town that certain key personnel will perform and coordinate the Services under this Agreement. Should one or more of such personnel become unavailable, Consultant may substitute other personnel of at least equal competence upon written approval of Town. In the event that Town and Consultant cannot agree as to the substitution of key personnel, Town shall be entitled to terminate this Agreement for cause. As discussed below, any personnel who fail or refuse to perform the Services in a manner acceptable to the Town, or who are determined by the Town to be uncooperative, incompetent, a threat to the adequate or timely completion of the Project or a threat to the safety of persons or property, shall be promptly removed from the Project by the Consultant at the request of the Town. The key personnel for performance of this Agreement are as follows: Kathe Head, President.
3.2.5 Town's Representative. The Town hereby designates Sandra Moberly, Community and Economic Development Director, or his/her designee, to act as its representative in all matters pertaining to the administration and performance of this Agreement (“Town's Representative”). Town's Representative shall have the power to act on behalf of the Town for review and approval of all products submitted by Consultant but not the authority to enlarge the Scope of Work or change the total compensation due to Consultant under this Agreement. The Town Manager shall be authorized to act on Town's behalf and to execute all necessary documents which enlarge the Scope of Work or change the Consultant's total compensation subject to the
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3 provisions contained in Section 3.3 of this Agreement. Consultant shall not accept direction or orders from any person other than the Town Manager, Town's Representative or his/her designee.
3.2.6 Consultant's Representative. Consultant hereby designates Kathe Head, President, or his/her designee, to act as its representative for the performance of this Agreement (“Consultant's Representative”). Consultant's Representative shall have full authority to represent and act on behalf of the Consultant for all purposes under this Agreement. The Consultant's Representative shall supervise and direct the Services, using his/her best skill and attention, and shall be responsible for all means, methods, techniques, sequences, and procedures and for the satisfactory coordination of all portions of the Services under this Agreement.
3.2.7 Coordination of Services. Consultant agrees to work closely with Town staff in the performance of Services and shall be available to Town's staff, consultants and other staff at all reasonable times.
3.2.8 Standard of Care; Performance of Employees. Consultant shall perform all Services under this Agreement in a skillful and competent manner, consistent with the standards generally recognized as being employed by professionals in the same discipline in the State of California. Consultant represents and maintains that it is skilled in the professional calling necessary to perform the Services. Consultant warrants that all employees and subconsultants shall have sufficient skill and experience to perform the Services assigned to them. Finally, Consultant represents that it, its employees and subconsultants have all licenses, permits, qualifications and approvals of whatever nature that are legally required to perform the Services, and that such licenses and approvals shall be maintained throughout the term of this Agreement.
As provided for in the indemnification provisions of this Agreement, Consultant shall perform, at its own cost and expense and without reimbursement from the Town, any services necessary to correct errors or omissions which are caused by the Consultant's failure to comply with the standard of care provided for herein. Any employee of the Consultant or its sub-consultants who is determined by the Town to be uncooperative, incompetent, a threat to the adequate or timely completion of the Project, a threat to the safety of persons or property, or any employee who fails or refuses to perform the Services in a manner acceptable to the Town, shall be promptly removed from the Project by the Consultant and shall not be re-employed to perform any of the Services or to work on the Project.
3.2.9 Laws and Regulations. Consultant shall keep itself fully informed of and in compliance with all local, state and federal laws, rules and regulations in any manner affecting the performance of the Project or the Services, including all Cal/OSHA requirements, and shall give all notices required by law. Consultant shall be liable for all violations of such laws and regulations in connection with Services. If Consultant performs any work knowing it to be contrary to such laws, rules and regulations, Consultant shall be solely responsible for all costs arising therefrom.
Consultant shall defend, indemnify and hold Town, its officials, directors, officers, employees, agents, and volunteers free and harmless, pursuant to the indemnification provisions of this Agreement, from any claim or liability arising out of any failure or alleged failure to comply with such laws, rules or regulations.
3.2.10 Insurance.
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4 3.2.10.1 Time for Compliance. Consultant shall not commence work under this Agreement until it has provided evidence satisfactory to the Town that it has secured all insurance required under this section. In addition, Consultant shall not allow any subconsultant to commence work on any subcontract until it has provided evidence satisfactory to the Town that the subconsultant has secured all insurance required under this section.
3.2.10.2 Types of Insurance Required. As a condition precedent to the effectiveness of this Agreement for work to be performed hereunder, and without limiting the indemnity provisions of the Agreement, the Consultant, in partial performance of its obligations under such Agreement, shall procure and maintain in full force and effect during the term of the Agreement the following policies of insurance. If the existing policies do not meet the insurance requirements set forth herein, Consultant agrees to amend, supplement or endorse the policies to do so.
(A) Commercial General Liability: Commercial General Liability Insurance which affords coverage at least as broad as Insurance Services Office “occurrence” form CG 0001, or the exact equivalent, and shall be no less than $1,000,000 per occurrence and no less than $2,000,000 in the general aggregate. Defense costs shall be paid in addition to the limits.
The policy shall contain no endorsements or provisions limiting coverage for (1) contractual liability; (2) cross liability exclusion for claims or suits by one insured against another; or (3) contain any other exclusion contrary to the Agreement.
(B) Automobile Liability Insurance: Automobile Liability Insurance with coverage at least as broad as Insurance Services Office Form CA 0001 covering “Any Auto” (Symbol 1), or the exact equivalent, covering bodily injury and property damage for all activities shall be in an amount of not less than $1,000,000 combined limit for each occurrence. (C) Workers’ Compensation: Workers' Compensation Insurance, as required by the State of California and Employer's Liability Insurance with a limit of not less than $1,000,000 per accident for bodily injury and disease.
(D) Professional Liability: Professional Liability insurance with minimum limits of $1,000,000 per claim and in the aggregate. Covered professional services shall specifically include all work to be performed under the Agreement and delete any exclusions that may potentially affect the work to be performed (for example, any exclusions relating to lead, asbestos, pollution, testing, underground storage tanks, laboratory analysis, soil work, etc.). If coverage is written on a claims-made basis, the retroactive date shall precede the effective date of the initial Agreement and continuous coverage will be maintained or an extended reporting period will be exercised for a period of at least three (3) years from termination or expiration of this Agreement.
3.2.10.3 Endorsements. Required insurance policies shall not be in compliance if they include any limiting provision or endorsement that has not been submitted to the Town for approval.
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5 (A) The policy or policies of insurance required by Section 3.2.10.2(A), Commercial General Liability, shall be endorsed to provide the following:
(1) Additional Insured: Consultant agrees to endorse the third party general liability coverage required herein to include as additional insureds Town, its officials, employees, agents, and volunteers, using standard ISO endorsement No. CG 2010 with an edition date of 2010 or similar form. This provision shall also apply to any excess/umbrella liability policies. Consultant also agrees to require all contractors, subcontractors, and anyone else involved in any way with the Project contemplated by this Agreement to do likewise. (B) The policy or policies of insurance required by Section 3.2.10.2(C), Workers' Compensation, shall be endorsed to provide the following:
(1) Waiver of Subrogation: A waiver of subrogation stating that the insurer waives all rights of subrogation against the indemnified parties.
3.2.10.4 Primary and Non-Contributing Insurance. All insurance coverages shall be primary and any other insurance, deductible, or self-insurance maintained by the indemnified parties shall not contribute with this primary insurance. Policies shall contain or be endorsed to contain such provisions.
3.2.10.5 Waiver of Subrogation. Required insurance coverages shall not prohibit Consultant from waiving the right of subrogation prior to a loss. Consultant shall waive all subrogation rights against the indemnified parties. Policies shall contain or be endorsed to contain such provisions.
3.2.10.6 Deductible. Any deductible or self-insured retention must be approved in writing by the Town and shall protect the indemnified parties in the same manner and to the same extent as they would have been protected had the policy or policies not contained a deductible or self-insured retention.
3.2.10.7 Evidence of Insurance. The Consultant, concurrently with the execution of the Agreement, and as a condition precedent to the effectiveness thereof, shall deliver either certified copies of the required policies, or original certificates and endorsements on forms approved by the Town. The certificates and endorsements for each insurance policy shall be signed by a person authorized by that insurer to bind coverage on its behalf. At least fifteen (15) days prior to the expiration of any such policy, evidence of insurance showing that such insurance coverage has been renewed or extended shall be filed with the Town. If such coverage is cancelled or reduced, Consultant shall, within ten (10) days after receipt of written notice of such cancellation or reduction of coverage, file with the Town evidence of insurance showing that the required insurance has been reinstated or has been provided through another insurance company or companies.
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6 3.2.10.8 Failure to Maintain Coverage. Consultant agrees to suspend and cease all operations hereunder during such period of time as the required insurance coverage is not in effect and evidence of insurance has not been furnished to the Town. The Town shall have the right to withhold any payment due Consultant until Consultant has fully complied with the insurance provisions of this Agreement. In the event that the Consultant's operations are suspended for failure to maintain required insurance coverage, the Consultant shall not be entitled to an extension of time for completion of the Services because of production lost during suspension.
Contractor shall provide immediate written notice if: (i) any of the required insurance policies is terminated; (ii) the limits of any of the required policies are reduced; or (iii) the deductible or selfinsured retention is increased.
3.2.10.9 Acceptability of Insurers. Each such policy shall be from a company or companies with a current A.M. Best's rating of no less than A:VII and authorized to do business in the State of California, or otherwise allowed to place insurance through surplus line brokers under applicable provisions of the California Insurance Code or any federal law.
3.2.10.10 Pass Through Clause. Consultant agrees to ensure that its subconsultants, subcontractors, and any other party involved with the project who is brought onto or involved in the project by Consultant, provide the same minimum insurance coverage and endorsements required of Consultant. Consultant agrees to monitor and review all such coverage and assumes all responsibility for ensuring that such coverage is provided in conformity with the requirements of this section. Consultant agrees that upon request, all agreements with consultants, subcontractors, and others engaged in the project will be submitted to the Town for review.
3.2.10.11 Requirements Not Limiting. Requirements of specific coverage features or limits contained in this Agreement are not intended as a limitation on coverage, limits or other requirements, or a waiver of any coverage normally provided by any insurance. Specific reference to a given coverage feature is for purposes of clarification only as it pertains to a given issue and is not intended by any party or insured to be all inclusive, or to the exclusion of other coverage, or a waiver of any type. If Consultant maintains higher limits than the minimums shown above, Town requires and shall be entitled to coverage for the higher limits maintained by Consultant. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to Town.
3.2.10.12 Prohibition of Undisclosed Coverage Limitations. None of the coverages required herein will be in compliance with these requirements if they include any limiting endorsement of any kind that has not been first submitted to the Town and approved of in writing.
3.2.10.13 Separation of Insureds. A severability of interests provision must apply for all additional insureds ensuring that Consultant’s insurance shall apply separately to each insured against whom claim is made or suit is brought, except with respect to the insurer’s limits of liability. The policy(ies) shall not contain any cross-liability exclusions.
3.2.10.14 Timely Notice of Claims. Consultant shall give the Town
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7 prompt and timely notice of claims made or suits instituted that arise out of or result from Consultant’s performance under this Agreement, and that involve or may involve coverage under any of the required liability policies.
3.2.11 Safety. Consultant shall execute and maintain its work so as to avoid injury or damage to any person or property. In carrying out its Services, the Consultant shall at all times be in compliance with all applicable local, state and federal laws, rules and regulations, and shall exercise all necessary precautions for the safety of employees appropriate to the nature of the work and the conditions under which the work is to be performed. Safety precautions, where applicable, shall include, but shall not be limited to: (A) adequate life protection and life saving equipment and procedures; (B) instructions in accident prevention for all employees and subconsultants, such as safe walkways, scaffolds, fall protection ladders, bridges, gang planks, confined space procedures, trenching and shoring, equipment and other safety devices, equipment and wearing apparel as are necessary or lawfully required to prevent accidents or injuries; and (C) adequate facilities for the proper inspection and maintenance of all safety measures.
3.3 Fees and Payments.
3.3.1 Compensation. Consultant shall receive compensation, including authorized reimbursements, for all Services rendered under this Agreement at the rates set forth in Exhibit "A" attached hereto and incorporated herein by reference. The total compensation shall not exceed fifty thousand dollars ($50,000) without written approval of the Town Council or Town Manager as applicable. Extra Work may be authorized, as described below, and if authorized, will be compensated at the rates and manner set forth in this Agreement.
3.3.2 Payment of Compensation. Consultant shall submit monthly invoices.
Town shall pay all undisputed amounts within 30 days of the receipt of each invoice.
3.3.3 Reimbursement for Expenses. Consultant shall not be reimbursed for any expenses unless authorized in writing by Town, or included in Exhibit "A" of this Agreement.
3.3.4 Extra Work. At any time during the term of this Agreement, Town may request that Consultant perform Extra Work. As used herein, "Extra Work" means any work which is determined by Town to be necessary for the proper completion of the Project, but which the Parties did not reasonably anticipate would be necessary at the execution of this Agreement.
Consultant shall not perform, nor be compensated for, Extra Work without written authorization from the Town.
3.3.5 Rate Increases. In the event that this Agreement is renewed pursuant to Section 3.1.2, the rate set forth in Exhibit “A” may be adjusted each year at the time of renewal as set forth in Exhibit “A.”
3.4 Accounting Records.
3.4.1 Maintenance and Inspection. Consultant shall maintain complete and accurate records with respect to all costs and expenses incurred under this Agreement. All such
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8 records shall be clearly identifiable. Consultant shall allow a representative of Town during normal business hours to examine, audit, and make transcripts or copies of such records and any other documents created pursuant to this Agreement. Consultant shall allow inspection of all work, data, documents, proceedings, and activities related to the Agreement for a period of three (3) years from the date of final payment under this Agreement.
3.5 General Provisions.
3.5.1 Termination of Agreement.
3.5.1.1 Grounds for Termination. Town may, by written notice to Consultant, terminate the whole or any part of this Agreement at any time and without cause by giving written notice to Consultant of such termination, and specifying the effective date thereof, at least seven (7) days before the effective date of such termination. Upon termination, Consultant shall be compensated only for those services which have been adequately rendered to Town, and Consultant shall be entitled to no further compensation. Consultant may not terminate this Agreement except for cause.
3.5.1.2 Effect of Termination. If this Agreement is terminated as provided herein, Town may require Consultant to provide all finished or unfinished Documents and Data and other information of any kind prepared by Consultant in connection with the performance of Services under this Agreement. Consultant shall be required to provide such document and other information within fifteen (15) days of the request.
3.5.1.3 Additional Services. In the event this Agreement is terminated in whole or in part as provided herein, Town may procure, upon such terms and in such manner as it may determine appropriate, services similar to those terminated.
3.5.2 Delivery of Notices. All notices permitted or required under this Agreement shall be given to the respective parties at the following address, or at such other address as the respective parties may provide in writing for this purpose:
Consultant: Keyser Marston Associates, Inc.
777 South Figueroa Street, Suite 2555
Los Angeles, CA 90017
ATTN: Kathleen Head, President
Town: Town of Mammoth Lakes
PO Box 1609
437 Old Mammoth Road, Suite 230
Mammoth Lakes, CA 93546
ATTN: Sandra Moberly, Community and Economic
Development Director
Such notice shall be deemed made when personally delivered or when mailed, forty-eight (48) hours after deposit in the U.S. Mail, first class postage prepaid and addressed to the party at
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9 its applicable address. Actual notice shall be deemed adequate notice on the date actual notice occurred, regardless of the method of service.
3.5.3 Ownership of Materials and Confidentiality.
3.5.3.1 Documents & Data; Licensing of Intellectual Property. This Agreement creates a non-exclusive and perpetual license for Town to copy, use, modify, reuse, or sublicense any and all copyrights, designs, and other intellectual property embodied in plans, specifications, studies, drawings, estimates, and other documents or works of authorship fixed in any tangible medium of expression, including but not limited to, physical drawings or data magnetically or otherwise recorded on computer diskettes, which are prepared or caused to be prepared by Consultant under this Agreement (“Documents & Data”). Consultant shall require all subconsultants to agree in writing that Town is granted a non-exclusive and perpetual license for any Documents & Data the subconsultant prepares under this Agreement. Consultant represents and warrants that Consultant has the legal right to license any and all Documents & Data.
Consultant makes no such representation and warranty in regard to Documents & Data which were prepared by design professionals other than Consultant or provided to Consultant by the Town.
Town shall not be limited in any way in its use of the Documents & Data at any time, provided that any such use not within the purposes intended by this Agreement shall be at Town's sole risk.
3.5.3.2 Confidentiality. All ideas, memoranda, specifications, plans, procedures, drawings, descriptions, computer program data, input record data, written information, and other Documents & Data either created by or provided to Consultant in connection with the performance of this Agreement shall be held confidential by Consultant. Such materials shall not, without the prior written consent of Town, be used by Consultant for any purposes other than the performance of the Services. Nor shall such materials be disclosed to any person or entity not connected with the performance of the Services or the Project. Nothing furnished to Consultant which is otherwise known to Consultant or is generally known, or has become known, to the related industry shall be deemed confidential. Consultant shall not use Town's name or insignia, photographs of the Project, or any publicity pertaining to the Services or the Project in any magazine, trade paper, newspaper, television or radio production or other similar medium without the prior written consent of Town.
3.5.3.3 Confidential Information. The Town shall refrain from releasing Consultant’s proprietary information ("Proprietary Information") unless the Town's legal counsel determines that the release of the Proprietary Information is required by the California Public Records Act or other applicable state or federal law, or order of a court of competent jurisdiction, in which case the Town shall notify Consultant of its intention to release Proprietary Information.
Consultant shall have five (5) working days after receipt of the Release Notice to give Town written notice of Consultant's objection to the Town's release of Proprietary Information.
Consultant shall indemnify, defend and hold harmless the Town, and its officers, directors, employees, agents, and volunteers, from and against all liability, loss, cost or expense (including attorney’s fees) arising out of a legal action brought to compel the release of Proprietary Information. Town shall not release the Proprietary Information after receipt of the Objection Notice unless either: (1) Consultant fails to fully indemnify, defend (with Town's choice of legal counsel), and hold Town harmless from any legal action brought to compel such release; and/or
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10 (2) a final and non-appealable order by a court of competent jurisdiction requires that Town release such information.
3.5.4 Cooperation; Further Acts. The Parties shall fully cooperate with one another, and shall take any additional acts or sign any additional documents as may be necessary, appropriate or convenient to attain the purposes of this Agreement.
3.5.5 Attorney's Fees. If either party commences an action against the other party, either legal, administrative or otherwise, arising out of or in connection with this Agreement, the prevailing party in such litigation shall be entitled to have and recover from the losing party reasonable attorney's fees and all other costs of such action.
3.5.6 Indemnification.
3.5.6.1 Scope of Indemnity. To the fullest extent permitted by law, Consultant shall defend, indemnify and hold the Town, its directors, officials, officers, employees, volunteers and agents free and harmless from any and all claims, demands, causes of action, costs, expenses, liability, loss, damage or injury of any kind, in law or equity, to property or persons, including wrongful death, in any manner arising out of, pertaining to, or incident to any alleged acts, errors or omissions, or willful misconduct of Consultant, its officials, officers, employees, subcontractors, consultants or agents in connection with the performance of the Consultant's Services, the Project or this Agreement, including without limitation the payment of all consequential damages, expert witness fees and attorneys fees and other related costs and expenses. Notwithstanding the foregoing, to the extent Consultant's Services are subject to Civil Code Section 2782.8, the above indemnity shall be limited, to the extent required by Civil Code Section 2782.8, to claims that arise out of, pertain to, or relate to the negligence, recklessness, or willful misconduct of the Consultant.
3.5.6.2 Additional Indemnity Obligations. Consultant shall defend, with counsel of Town’s choosing and at Consultant's own cost, expense and risk, any and all claims, suits, actions or other proceedings of every kind covered by Section 3.5.6.1 that may be brought or instituted against Town or its directors, officials, officers, employees, volunteers and agents. Consultant shall pay and satisfy any judgment, award or decree that may be rendered against Town or its directors, officials, officers, employees, volunteers and agents as part of any such claim, suit, action or other proceeding. Consultant shall also reimburse Town for the cost of any settlement paid by Town or its directors, officials, officers, employees, agents or volunteers as part of any such claim, suit, action or other proceeding. Such reimbursement shall include payment for Town's attorney's fees and costs, including expert witness fees. Consultant shall reimburse Town and its directors, officials, officers, employees, agents, and/or volunteers, for any and all legal expenses and costs incurred by each of them in connection therewith or in enforcing the indemnity herein provided. Consultant's obligation to indemnify shall not be restricted to insurance proceeds, if any, received by the Town, its directors, officials officers, employees, agents, or volunteers.
3.5.7 Entire Agreement. This Agreement contains the entire Agreement of the parties with respect to the subject matter hereof, and supersedes all prior negotiations,
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11 understandings or agreements. This Agreement may only be modified by a writing signed by both parties.
3.5.8 Governing Law. This Agreement shall be governed by the laws of the State of California. Venue shall be in Mono County.
3.5.9 Time of Essence. Time is of the essence for each and every provision of this Agreement.
3.5.10 Town's Right to Employ Other Consultants. Town reserves the right to employ other consultants in connection with this Project.
3.5.11 Successors and Assigns. This Agreement shall be binding on the successors and assigns of the parties.
3.5.12 Assignment or Transfer. Consultant shall not assign, hypothecate, or transfer, either directly or by operation of law, this Agreement or any interest herein without the prior written consent of the Town. Any attempt to do so shall be null and void, and any assignees, hypothecates or transferees shall acquire no right or interest by reason of such attempted assignment, hypothecation or transfer.
3.5.13 Construction; References; Captions. Since the Parties or their agents have participated fully in the preparation of this Agreement, the language of this Agreement shall be construed simply, according to its fair meaning, and not strictly for or against any Party. Any term referencing time, days or period for performance shall be deemed calendar days and not work days.
All references to Consultant include all personnel, employees, agents, and subconsultants of Consultant, except as otherwise specified in this Agreement. All references to Town include its elected officials, directors, officers, employees, agents, and volunteers except as otherwise specified in this Agreement. The captions of the various articles and paragraphs are for convenience and ease of reference only, and do not define, limit, augment, or describe the scope, content, or intent of this Agreement.
3.5.14 Amendment; Modification. No supplement, modification, or amendment of this Agreement shall be binding unless executed in writing and signed by both Parties.
3.5.15 Waiver. No waiver of any default shall constitute a waiver of any other default or breach, whether of the same or other covenant or condition. No waiver, benefit, privilege, or service voluntarily given or performed by a Party shall give the other Party any contractual rights by custom, estoppel, or otherwise.
3.5.16 No Third-Party Beneficiaries. There are no intended third party beneficiaries of any right or obligation assumed by the Parties.
3.5.17 Invalidity; Severability. If any portion of this Agreement is declared invalid, illegal, or otherwise unenforceable by a court of competent jurisdiction, the remaining provisions shall continue in full force and effect.
Keyser Marston – June 20, 2023
12 3.5.18 Prohibited Interests. Consultant maintains and warrants that it has not employed nor retained any company or person, other than a bona fide employee working solely for Consultant, to solicit or secure this Agreement. Further, Consultant warrants that it has not paid nor has it agreed to pay any company or person, other than a bona fide employee working solely for Consultant, any fee, commission, percentage, brokerage fee, gift or other consideration contingent upon or resulting from the award or making of this Agreement. For breach or violation of this warranty, Town shall have the right to rescind this Agreement without liability. For the term of this Agreement, no member, officer or employee of Town, during the term of his or her service with Town, shall have any direct interest in this Agreement, or obtain any present or anticipated material benefit arising therefrom.
3.5.19 Equal Opportunity Employment. Consultant represents that it is an equal opportunity employer and it shall not discriminate against any subconsultant, employee or applicant for employment because of race, religion, color, national origin, handicap, ancestry, sex or age. Such non-discrimination shall include, but not be limited to, all activities related to initial employment, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff or termination. Consultant shall also comply with all relevant provisions of Town's Minority Business Enterprise program, Affirmative Action Plan or other related programs or guidelines currently in effect or hereinafter enacted.
3.5.20 Labor Certification. By its signature hereunder, Consultant certifies that it is aware of the provisions of Section 3700 of the California Labor Code which require every employer to be insured against liability for Worker's Compensation or to undertake self-insurance in accordance with the provisions of that Code, and agrees to comply with such provisions before commencing the performance of the Services.
3.5.21 Authority to Enter Agreement. Consultant has all requisite power and authority to conduct its business and to execute, deliver, and perform the Agreement. Each Party warrants that the individuals who have signed this Agreement have the legal power, right, and authority to make this Agreement and bind each respective Party.
3.5.22 Counterparts. This Agreement may be signed in counterparts, each of which shall constitute an original.
3.6 Subcontracting.
3.6.1 Prior Approval Required. Consultant shall not subcontract any portion of the work required by this Agreement, except as expressly stated herein, without prior written approval of Town. Subcontracts, if any, shall contain a provision making them subject to all provisions stipulated in this Agreement.
Keyser Marston – June 20, 2023
13 TOWN OF MAMMOTH LAKES KEYSER MARSTON
ASSOCIATES, INC.
By: By:
Daniel C. Holler, Town Manager Kathleen Head, President [If Corporation, TWO SIGNATURES,
President OR Vice President AND Secretary
OR Treasurer REQUIRED]
Attest:
By:
Tim Bretz, Vice President
By:
Jamie Gray
Town Clerk
Approved as to Form:
By:
Andrew Morris
Town Attorney
Keyser Marston – June 20, 2023
A-1
EXHIBIT "A"
SCOPE OF SERVICES/SCHEDULE OF SERVICES/COMPENSATION
777 SOUTH FIGUEROA STREET, SUITE 2555 LOS ANGELES, CALIFORNIA 90017 PHONE 213.622.8095 2305006.KMA:KHH
WWW.KEYSERMARSTON.COM 99900.900.002
ADVISORS IN:
Real Estate
Affordable Housing
Economic Development
BERKELEY
A. Jerry Keyser
Timothy C. Kelly
Debbie M. Kern
David Doezema
LOS ANGELES
Kathleen H. Head
James A. Rabe
Gregory D. Soo-Hoo
Kevin E. Engstrom
Julie L. Romey
Tim R. Bretz
SAN DIEGO
Paul C. Marra
Linnie A. Gavino
May 15, 2023
Sandra Moberly
Community & Economic Development Director
Town of Mammoth Lakes
P.O. Box 1609
Mammoth Lakes, California 93546
Dear Ms. Moberly:
Keyser Marston Associates, Inc. (KMA) is pleased to submit the following proposal to provide economic consulting services to the Town of Mammoth Lakes (Town).
Specifically, KMA is proposing to provide real estate, financial, fiscal impact and negotiations services related to the proposed redevelopment of the Mammoth Main Lodge Base.
BACKGROUND STATEMENT
The United States Forest Service approved the “2019 Land Exchange”, which resulted in Mammoth Main Lodge Redevelopment LLC (Developer) owning approximately 35.7 acres of land (Development Site) that can be described as follows:
1. Parcel A, which is the existing Mammoth Main Lodge Base; and
2. Parcel B, which is located in proximity to the existing Mammoth Main Lodge Base.
The Developer is proposing to construct a large scale mixed use project that includes the following components:
1. Private uses including:
Sandra Moberly, Community & Economic Development Director May 15, 2023 Town of Mammoth Lakes Page 2
2305006.KMA:KHH
99900.900.002
a. Hotels;
b. Condominiums and single family homes;
c. Retail; and
d. Food and beverage services.
2. Public serving uses including:
a. Road improvements;
b. Reconstruction of the existing Main Lodge skier services facility; c. Public parking;
d. A new gondola; and
e. Additional ski trails.
The entitlements process for the proposed project is anticipated to include the following:
1. General Plan, Zoning Code and Zoning Map Amendments;
2. A Specific Plan that will establish a base density, permitted uses and associated development standards; and
3. A Development Agreement.
The proposed scope of services would be provided by the KMA Los Angeles office. The contact person for this proposal, and the Principal-in-Charge of this engagement, are provided on the following page.
Sandra Moberly, Community & Economic Development Director May 15, 2023 Town of Mammoth Lakes Page 3
2305006.KMA:KHH
99900.900.002
Kathleen Head
President, Keyser Marston Associates, Inc.
777 South Figueroa Street, Suite 2555
Los Angeles, California 90017
Telephone: 213.622.8095 Email: [email protected] Fax: 213.622.5204 The proposed scope of services, deliverables and budgets are provided in attachments to this letter. KMA appreciates the opportunity to submit this proposal. Please do not hesitate to contact me if this proposal can be modified to better meet your needs.
Sincerely,
Keyser Marston Associates, Inc.
Kathleen Head
2305006.KMA:KHH
99900.900.002
PROPOSED SCOPE OF SERVICES
KMA proposes to undertake the following work scope:
1. Review materials submitted by the Developer and identify any additional information needs.
2. Analyze the value enhancement created by the development scope being proposed by the Developer versus the scope of development allowed under the Development Site’s current zoning standards.
3. Assist the Town in creating a community benefits package to be imposed on the proposed project.
4. Undertake a peer review of the following financial reports that have been commissioned:
a. A fiscal impact analysis of the proposed project; and b. Non-residential and residential nexus studies.
5. Assist the Town in the negotiations process with the Developer.
6. Prepare and participate in presentations to Town Council and/or Planning Commission.
7. Provide additional services as requested by the Town.
2305006.KMA:KHH
99900.900.002
DELIVERABLES
KMA proposes to provide the following documents to the Town:
1. A memorandum that summarizes the assumptions, analysis, and findings derived from the value enhancement analysis. The pro forma analyses will be provided as appendices to the summary memorandum.
2. A memorandum that uses the estimated value enhancement as a metric in identifying the recommended community benefits package.
3. A memorandum that summarizes the results of the KMA peer review of the following documents:
a. The fiscal impact analysis; and
b. The non-residential and residential nexus studies.
4. Power Point presentations for use at Town Council and Planning Commission meetings.
2305006.KMA:KHH
99900.900.002
BUDGET
Recognizing the general nature of the Town’s request for services, KMA proposes that the Town execute a general services contract with a $50,000 cap. KMA also proposes that the contract remain in effect for 24 months following execution.
The billing rate schedule that will be applied to the services provided under the contract are presented in the following table:
KMA Billing Rate Schedule (2022 – 2023)
Chairman, President, Managing Principals* $305.00
Senior Principals* $295.00
Principals* $275.00
Managers* $245.00
Senior Associates $205.00
Associates $185.00
Senior Analysts $170.00
Analysts $145.00
Technical Staff $105.00
Administrative Staff $90.00
* Rates for individuals in these categories will be increased by 50% for time spent in court testimony.
Mammoth Lakes Town Council
Agenda Action Sheet
-
Title: Approve the Memorandum of Understanding (“MOU”) between the Town of Mammoth Lakes and the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and the Mammoth Lakes Public Works Employees’ Association (“PWEA”) which shall be in effect from July 1, 2023, through June 30, 2026.
Council Meeting Date: 6/21/2023
Prepared by: Rob Patterson, Administrative Services/Finance Director Recommended Motion: Approve the Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes General Employees’, the Mammoth Lakes Management Employees’, and the Mammoth Lakes Public Works Employees’ Associations.
Summary: Town Management has met and conferred in good faith with three of its recognized bargaining units, the Mammoth Lakes General Employees’ Association, the Mammoth Lakes Management Employees’ Association, and the Mammoth Lakes Public Works Employees’ Association. The Associations and Town representatives have reached tentative agreements.
Members of each association have voted to approve the agreements. Upon approval by Town Council, the Town will implement the new agreements beginning July 1, 2023; with salary-based adjustments effective July 10, 2023, the beginning of the first full pay period in July of fiscal year 2023-24. Financial based elements for all three associations include a pay adjustment of 12% over the length of the three-year agreement, paid at 8% for fiscal year 2023-24, 2% for fiscal year 2024- 25, and 2% for fiscal year 2025-26. The Town is also increasing employer contributions up to $75 per pay period to each employees’ deferred compensation plan, with a minimum employee contribution of $25 per pay period. Employees in the GEA and MEA will receive a one-time lumpsum payment as an appreciation bonus in the amount of $2,500, and employees in the PWEA will receive a one-time lump-sum payment as an appreciation bonus in the amount of $3,000 on the first regular pay date in July 2023. Employees in all three associations will continue to receive a revenue sharing payment based upon Transient Occupancy Tax (“TOT”) revenues received not to exceed $4,000. Employees in the PWEA will receive an increase in their overtime meal allowance to $23 for shifts worked of 12 hours or more, an increase in potential for special compensation to a maximum of 5%, and an increase in eligible tool allowance reimbursement to $1,500 per fiscal year for employees who work for Garage Operations.
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES
GENERAL EMPLOYEES’ASSOCIATION
July 1, 2023 to June 30, 2026
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Section 3500 et seq). The parties to this Memorandum of Understanding are the Town of Mammoth Lakes, State of California, which hereinafter shall be referred to as “Town” and the Mammoth Lakes General Employees’ Association, which hereinafter shall be referred to as “Association.” The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees represented by the Association and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment, conditions, and employee relations of such employees.
This Memorandum of Understanding has been presented to the Town Council as a joint recommendation of the undersigned for salary, fringe benefits, and other working conditions for the period beginning July 1, 2023 to June 30, 2026, and was ratified by the Town Council on, June 21, 2023 and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes General Employees’ Association.
TOWN OF MAMMOTH LAKES MAMMOTH LAKES GENERAL EMPLOYEES’
ASSOCIATION
Daniel C. Holler Danny Earls
Town Manager General Employees’ Association Representative Date Date
Jamie Gray Mark Bell
Town Clerk General Employees’ Association Representative Date Date
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
Table of Contents
ARTICLE 1: Agreement...............................................................................................................4 ARTICLE 2: Recognition .............................................................................................................4 ARTICLE 3: Non-Discrimination................................................................................................4 ARTICLE 4: Association Rights..................................................................................................4 ARTICLE 5: Town Rights............................................................................................................5 ARTICLE 6: Negotiation Procedure ...........................................................................................5 ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures ..........................6 ARTICLE 8: Comprehensive and Other Leave .........................................................................6
8.1 Comprehensive Leave ............................................................................................................6
8.2 Scheduling/Notification .........................................................................................................6
8.3 Comprehensive Leave at Termination ...................................................................................7
8.4 Comprehensive Carryover/Payouts........................................................................................7
8.5 Comprehensive Leave Accruals.............................................................................................7
8.6 Parental Leave ........................................................................................................................8
8.7 Family and Medical Leave .....................................................................................................8
8.8 Military Leave ........................................................................................................................8
8.9 Jury Duty................................................................................................................................8
8.10 Leave Without Pay ...............................................................................................................9
8.11 Unpaid Leave of Absence ....................................................................................................9
8.12 Catastrophic Leave ...............................................................................................................9 ARTICLE 9: Workers’ Compensation........................................................................................9
9.1 Industrial Accident and Illness Leave ....................................................................................9
9.2 On-the-Job Injury ...................................................................................................................9 ARTICLE 10: Health Insurance Benefits..................................................................................10
10.1 Health Insurance Benefits ..................................................................................................10
10.2 Flexible Benefit Section 125 Program and Benefit Stipend ..............................................10
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan ..............................10 ARTICLE 11: Deferred Compensation.....................................................................................11 ARTICLE 12: Retirement Contribution ...................................................................................12 ARTICLE 13: State Disability Insurance..................................................................................13 ARTICLE 14: Dues Deductions .................................................................................................13 ARTICLE 15: Life Insurance .....................................................................................................14 ARTICLE 16: Wellness...............................................................................................................14 ARTICLE 17: Education Reimbursement................................................................................14
17.1 Education and Training ......................................................................................................14
17.2 Educational Reimbursement Policy ...................................................................................14 ARTICLE 18: Anniversary Awards ..........................................................................................14 ARTICLE 19: Work Schedule....................................................................................................15 ARTICLE 20: Salaries and Wages.............................................................................................15
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
20.1 Salary Scales ......................................................................................................................15
20.2 Base Annual Salaries..........................................................................................................15
20.3 Bilingual Pay......................................................................................................................16
20.4 Special Function Pay..........................................................................................................16
20.5 Bonus..................................................................................................................................16 ARTICLE 21: Paid Municipal Holidays ...................................................................................17 ARTICLE 22: Overtime..............................................................................................................18
22.1 Overtime Policy - Definition..............................................................................................18
22.2 Overtime Compensation.....................................................................................................18
22.3 Maximum Accumulation of Compensatory Time .............................................................18
22.4 Usage of Compensatory Time............................................................................................18
22.5 Compensatory Leave at Termination .................................................................................19 ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime.............................19 ARTICLE 24: Severance.............................................................................................................19 ARTICLE 25: Effect of Agreement............................................................................................19
25.1 Complete Understanding....................................................................................................19
25.2 Improvement in Benefits....................................................................................................20
25.3 Savings...............................................................................................................................20 ARTICLE 26: Severability..........................................................................................................20 ARTICLE 27: Duration ..............................................................................................................20 Exhibit A: List of Classifications................................................................................................21 Exhibit B: Compensation Schedules..........................................................................................22
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 1: Agreement
The Articles and provisions contained herein constitute a bilateral and binding agreement (“Agreement”) by and between the Town Council of the Town of Mammoth Lakes, California (“Town”) and the Mammoth Lakes General Employees’ Association (“Association”).
ARTICLE 2: Recognition
The Town recognizes the Association as the exclusive representative of all regular employees whose job classifications are listed in attached Exhibit A.
ARTICLE 3: Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, physical or mental disability, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran status, and/or any other category protected by federal and/or state law. In addition, Town policy prohibits retaliation because of the employee’s opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee’s participation in an employment investigation, proceeding, hearing, or legitimate employee organization activities. Employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct to the Town, and the Town will investigate those complaints.
ARTICLE 4: Association Rights
4.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities and to use the Town email, meeting rooms, equipment, and supplies to notice and conduct meetings. Use of space must not interfere with any Town needs or use.
4.2 The Town Manager may authorize up to forty (40) hours annually, not to exceed five (5) days per year, for the Association President or their designee to conduct Association business or attend state or national conferences sponsored by employee associations, exclusive of activities directly related to negotiations affecting this MOU. Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. Association members shall provide their supervisors with reasonable notification requesting release time to conduct association business outside of formal negotiations.
4.3 Within thirty (30) days of the ratification of this Agreement, or any subsequent modification thereof, by both parties, the employer agrees to provide an executed copy to the Association and an electronic copy for distribution and placement on the Town’s website.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
4.4 A representative from the Association shall have the right and the opportunity during normal business hours to speak to a new employee for the purposes of explaining the new employee’s contractual rights and introducing them to the Association. No employee is required to attend such meeting.
4.5 The Town agrees to notify the Association at least thirty (30) days prior to the elimination of any position and/or implementing an employee layoff which would impact Association-represented employees. The Association may then request to meet and confer.
ARTICLE 5: Town Rights
It is understood and agreed that the Town Council retains all of its powers and authority to direct, manage, and control the operation of the Town to the full extent of the law. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Town, the adoption of ordinances, policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.
Included in these Town duties and powers are the exclusive rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its departmental policies, goals, and objectives; insure the rights and privileges of citizens; determine staffing patterns; determine the number and kind of personnel required; maintain the efficiency of Town operations; build, move, or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; enter into contracts for supplies and services; and take appropriate action in the event of an emergency. In addition, the Town retains the right to hire, classify, assign, transfer, evaluate, promote, demote, suspend, and terminate employees. These rights will be in conformance with the provisions of state and federal laws.
The Town retains its right to waive, for the duration of the cause, pertinent policies and practices referred to in this Agreement in cases of civil defense, natural disasters, epidemics, or acts of God. All rights, powers, and privileges of the Town shall be exercised by the Town Council and the operation of the Town shall be administered by the Town Manager or any other person properly designated by the Town Council or the Town Manager.
ARTICLE 6: Negotiation Procedure
6.1 Either party may utilize the services of outside consultants.
6.2 The Town Council and the Association will discharge their respective duties required by this agreement in compliance with the Meyers-Milias-Brown Act (Government Code, Section 3500-3511).
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
6.3 Either party may submit a request to begin negotiations. The other party has the obligation to respond to such request promptly, as required by the Meyers-Milias-Brown Act (“MMBA”). Negotiations shall take place at mutually agreeable times and places.
6.4 The Association shall designate a minimum of two (2) representatives to meet with the Town Council’s representatives.
6.5 The parties agree to comply with the MMBA and provide all information relevant to the negotiations process. Neither party is obligated to provide documents subject to legal privilege.
ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures
7.1 The Personnel Rules established pursuant to Town Council Resolution, or as subsequently modified by Town Council Resolution, are incorporated herein by reference, as are the Grievance and Disciplinary procedures and provisions established pursuant to said Resolution.
7.2 In the event that the Town intends to revise disciplinary and grievance procedures in the Town’s Personnel Rules, the Town will meet and confer with the Association.
ARTICLE 8: Comprehensive and Other Leave
8.1 Comprehensive Leave
Comprehensive leave combines several types of leaves, including vacation leave, sick leave, personal leave, and bereavement leave.
8.2 Scheduling/Notification
The scheduling of comprehensive leave for vacation and personal leave purposes and the amount to be taken at any one time shall be determined by the Department Head in accordance with the department’s rules and with regard for the needs of the Town primarily and the preferences of the employee secondarily.
In the event an employee finds it necessary to take comprehensive leave which has not been scheduled in advance, such as for illness, bereavement, emergencies, etc., it is the responsibility of the employee to make documented attempt to contact (i.e. by phone, in person, via text message, or email) their supervisor at least one (1) hour prior to the beginning of their work day to inform the supervisor of the unexpected need to utilize comprehensive leave.
It is the responsibility of the employee to maintain an appropriate level of leave sufficient to cover time lost in case of an unforeseeable event. If an employee does not have enough leave left, they will have their benefits prorated accordingly for time missed from work. More than one occurrence of missing work without having enough leave to cover time lost may result in disciplinary action.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
8.3 Comprehensive Leave at Termination
At separation of service from the Town, employees with accrued comprehensive leave shall be paid out for the balance at the date of termination, inclusive of a prorated accrual of comprehensive leave based on full-time hours worked in their final month of employment prior to permanent separation. Payment for accrued comprehensive leave shall be at the employee’s current regular rate of pay, or as required by law, and shall occur at the next regular pay date following the date of termination.
8.4 Comprehensive Carryover/Payouts
No employee shall be able to accrue comprehensive leave in excess of eight hundred and fifty (850) hours. When an employee reaches a comprehensive leave balance of eight hundred and fifty (850) hours, their accrual shall stop until which time their balance falls below eight hundred and fifty (850) hours.
In the event an employee is not permitted to schedule and take leave as caused by the Town, which would result in the employee exceeding the accumulation limit, the employee may request the Town Manager to consider the reasons for exceeding the cap and may be granted a ninety (90) day extension of time, in which leave time will be scheduled that will bring the employee’s accrued time below the eight hundred and fifty (850) hour limit. One (1) additional ninety (90) day extension may be granted.
Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of two hundred (200) hours, once during the second quarter of the calendar year and again during the fourth quarter of the calendar year. All such requests will be processed, and payouts made in accordance with a schedule established by the Town Manager, or designee.
Employees will be provided ample advance notification of the schedule. Members requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred and forty (240) hours. Payouts will be made at the employee’s current regular rate of pay. Employees may elect to take their payout as cash or may elect to deposit their payout through payroll into an eligible 457(b) plan pursuant to applicable state and federal laws.
The Town Manager may authorize payouts at other times upon the specific written request of an employee, but only if extraordinary circumstances warrant such consideration.
8.5 Comprehensive Leave Accruals
Employees accrue comprehensive leave based upon their length of continuous service as determined by their anniversary date according to the following schedule:
Date of hire in full-time status until two-year anniversary 16.67 hours/month Two-year anniversary 18.67 hours/month
Five-year anniversary 20.67 hours/month
Ten-year anniversary 22.67 hours/month
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
8.6 Parental Leave
The Town and the Association acknowledge that the California Government Code provides a number of employee benefits for pregnancy, childbirth, and related conditions. The Town provides parental leave in accordance with applicable state and federal law. The Town will provide up to date and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
The requirement for integrated use of leave time to coordinate with the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.7 Family and Medical Leave
The Town and the Association acknowledge that state and federal law requires employers to grant family and medical leave under specified circumstances. The Town provides family and medical leave in accordance with applicable state and federal law. The Town will provide up to date and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
Employees that have a FMLA or CFRA-qualifying event will receive FMLA or CFRA benefits.
Those who are also eligible for other benefits such as State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits must utilize paid leave in accordance with state and federal law on a prorated basis to supplement their additional payments and continue to receive the benefits provided under the FMLA and CFRA laws.
The requirement for integrated use of leave time to coordinate with FMLA, CFRA, or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.8 Military Leave
The Town and the Association acknowledge that both state and federal law requires an employer to grant an employee leave for specified military service. The Town and the employees in the unit of representation agree to absolute compliance with the law.
8.9 Jury Duty
Employees shall receive full compensation for serving on Jury Duty, provided that Juror Pay (not including mileage) received by the employee is paid to the Town.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
8.10 Leave Without Pay
The Department Head may approve an employee’s request for up to forty (40) cumulative hours of leave without pay per calendar year. Leave without pay may be granted only after all accrued leave has been exhausted. All benefits, including but not limited to, leave accrual, health insurance, and retirement shall be reduced proportionally to the reduction in work hours.
8.11 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to a six (6) month unpaid leave that will guarantee that the member shall retain permanent status upon return. Requests for a leave of absence will be made in writing to the Town Manager and shall contain all relevant facts and circumstances in support of the request. The Town Manager’s approval of a leave of absence is discretionary; however, the primary consideration in reaching a decision to grant or deny a leave of absence shall be the efficient and orderly operation of the Town and the affected department. All benefits, including but not limited to, leave accrual, health insurance, and retirement shall be terminated for the duration of the leave of absence, except as otherwise required by law. All accrued leave balances must be exhausted before the employee may go onto an unpaid leave of absence.
8.12 Catastrophic Leave
The Town has a policy that allows employees to donate their leave to other employees that have suffered a catastrophic event and have exhausted all types of leave at their disposal. An employee who is eligible to receive other benefits such as (SDI) or Workers’ Compensation benefits may receive Catastrophic Leave on a pro-rated basis not to exceed the employee’s normal rate of pay. Information related to Catastrophic Leave shall be available from the Human Resources Department.
ARTICLE 9: Worker’s Compensation
9.1 Industrial Accident and Illness Leave
Industrial accident leave shall be granted as required by law.
9.2 On-the-Job Injury
Whenever an employee is absent due to an illness or injury arising out of and in the course of employment, the unit member shall receive full compensation, less any Workers’ Compensation insurance benefits received, during the first fifteen (15) working days of such absence without deduction from accrued comprehensive leave. Thereafter, if the employee is still properly absent from duty, they may receive, from accrued comprehensive leave, if any, an amount equal to the difference between the amount the member receives as Workers’ Compensation insurance benefits and the amount of their regular compensation until the unit member returns to work or accrued leave is exhausted. If comprehensive leave is exhausted, then the unit member will be compensated at the statutory rate under the current Workers’ Compensation regulations by the
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
Town’s Workers’ Compensation Insurance carrier. All benefits, including but not limited to, leave accrual, health insurance, and retirement, shall be reduced proportionally to the reduction in work hours; exceptions to the pro-ration may be considered by the Town Manager.
ARTICLE 10: Health Insurance Benefits
10.1 Health Insurance Benefits
Employees and their dependents shall be eligible for coverage under the Town’s health plan, subject to the plan’s terms and conditions.
10.2 Flexible Benefit Section 125 Program and Benefit Stipend The Town will contract with CalPERS for health insurance for the period of this Agreement. The Town will maintain a flexible benefit program.
a. Employees and their dependents shall be able to participate in the CalPERS Health Program.
b. The Town shall contribute the minimum amount required by state law per month per retired employee as the “employer contribution” to the cost of the premium for the health program, should the employee elect to participate in the plan. This is otherwise known as the PEMHCA minimum.
c. The Town will provide a monthly contribution to each employee in an amount equal to the cost of coverage under the CalPERS Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “employee,” “employee plus one,” or “employee plus two” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS Health Program premium.
d. Employees who do not elect to take the Town’s health insurance must provide proof of health coverage provided by their spouse or domestic partner’s employer (or other group coverage in accordance with applicable state and federal law) and shall be eligible to receive a benefit stipend of six hundred dollars ($600) per month.
Payments from the Town that the employee receives in lieu of the contribution to the flexible spending (cafeteria) account, shall not be considered an increase in base compensation and shall be taxable pursuant to IRS regulations.
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan Employees may participate in the Health Reimbursement Arrangement (HRA) Plan as established by the Town to reimburse employees for vision and dental expenses as defined by IRS Publication 502 and the Town’s Vision and Dental Policy. Employees who participate shall be eligible for reimbursement up to a total of one thousand five hundred dollars ($1,500) for employees and eight hundred dollars ($800) for each eligible dependent (as defined by HRA
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
guidelines specified in IRS Publication 969) per fiscal year, which total may be combined for the use of either the employee or any of their eligible dependents. When two (2) regular, full-time Town employees are considered to be eligible dependents of one another, they shall not be covered by each other, and their dependent children may only be covered by one (1) parent.
New employees not employed by the Town for the full fiscal year shall be entitled to a pro-rata reimbursement amount upon hire. Up to eighty percent (80%) of the unused portion of the total benefit, (not to exceed two thousand dollars ($2,000) per year for employees with less than one (1) year of service with the Town) may be “rolled over” from one fiscal year to the next, for a total of not more than three (3) fiscal years. For purposes of identifying the unused portion, receipts for services performed in the previous fiscal year must be submitted within sixty (60) days of the beginning of the new fiscal year. Employees must be in regular, full-time status with the Town at the time the vision/dental services were performed.
The current fiscal year benefit amount will be used to pay all reimbursement requests. Once the current fiscal year benefit amount is exhausted, rollover benefit amounts from previous years will be used to fund the reimbursement requests. “Rollover Year 1” benefit will be accessed first for reimbursement requests. Then, “Rollover Year 2” benefit amount will be accessed for reimbursement requests. Finally, if the current fiscal year and “Rollover Year 1” and “Rollover Year 2” benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” sixty (60) days after the close of a fiscal year will no longer be available to fund reimbursement requests. Vision and dental services performed in the immediately preceding fiscal year shall be considered reimbursable. Requests for reimbursement for vision/dental services performed in years prior to the immediately preceding fiscal year shall not be eligible.
Eligibility for reimbursement ends on the last paid day of employment for expenses incurred prior to permanent separation from service. Employees must submit a request to Human Resources in writing prior to permanent separation to be eligible for reimbursement of vision or dental services received prior to their permanent separation. Exceptions to reimbursement are subject to HRA guidelines and Town Manager approval. Employees may elect to not participate in the reimbursement program by notifying the Human Resources Department with a written request to opt out of the plan.
ARTICLE 11: Deferred Compensation
The Town shall maintain an IRC Section 457(b) deferred compensation plan in good standing and shall make voluntary participation in the plan available to employees.
The Town shall contribute to a Town Section 457(b) deferred compensation plan for the benefit of the employees. Beginning on the first full pay period in July, 2023, the Town shall contribute fifty dollars ($50) per pay period for twenty-four (24) pay periods per year into an approved deferred compensation plan. The Town shall contribute to the employees’ Section 457(b) plan an amount equal to the amount contributed by that employee up to an additional twenty-five dollars ($25). The maximum employer contribution shall not exceed a total of seventy-five dollars ($75)
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
per pay period, with a minimum employee contribution of twenty-five dollars ($25) per pay period. Deposits shall occur as part of the first and second payrolls of each month.
Employees shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive employer contributions retroactive to their hire date. Employees who sign up after sixty (60) days from their hire date will receive employer contributions beginning on the next applicable pay period and the Town's contributions will not be retroactive.
ARTICLE 12: Retirement Contribution
12.1 Employees covered by this Agreement will participate in the California Public Employees Retirement System (CalPERS). The Town shall maintain the employer contribution to CalPERS for the term of this Agreement.
Employees participate in CalPERS as follows:
a. Employees hired before January 1, 2013, or “Classic Members” as defined by CalPERS (not new members per CCR 579.1(b)), shall receive the 2.7% @ age 55 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These employees shall pay the entire eight percent (8%) of the CalPERS employee’s contribution on a pre-tax basis. b. Non-Classic employees (New Members - CCR 579.1(a)) hired after January 1, 2013 will pay the full CalPERS required amount to this plan in accordance with the Public Employee Pension Reform Act (PEPRA) employee’s contribution on a pre-tax basis.
Both parties recognize that this contribution will change from time to time and will be adjusted on the first full pay period of each fiscal year. New miscellaneous members will receive the 2% @ age 62 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement COLA.
12.2 The Town agrees to maintain the employer portion of the contribution to CalPERS.
12.3 Participation in the CalPERS plan discontinues employee participation in the Social Security System related to Town employment.
12.4 All participation in CalPERS is subject to the contract between the Town and CalPERS and the interpretation of rules, regulations, and contract by CalPERS.
12.5 Employee “member contributions” shall be made pursuant to Internal Revenue Code (414)(h)(2).
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 13: State Disability Insurance
Employees participate in State Disability Insurance (SDI). Under the California Unemployment Insurance Code, “disability” includes any illness or injury, either physical or mental, including pregnancy, childbirth, or related medical condition that prevents a member from doing their regular or customary work. Employee contributions shall be made via payroll on a pre-tax basis.
Employees who are eligible to receive SDI shall utilize paid leave on a prorated basis to supplement their SDI payments, in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law. All benefits shall be reduced proportionally to the reduction in paid leave hours utilized in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law.
ARTICLE 14: Dues Deductions
Employees may sign up for payroll deductions of Association dues with the Association. The Association will certify to the Town any new members of the Association.
Town agrees to deduct dues as established by the Association. The sum so withheld shall be remitted by the Town, without delay, directly to the Association along with a list of employees who have had such amounts deducted. As periodically requested by the Town, the Association agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members, to the Town.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-paid status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions have priority over Association dues.
It shall be the sole responsibility of the Association to procure and enforce payroll deduction of dues.
The Association agrees to indemnify, defend, and hold harmless the Town, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this section. In no event shall the Town be required to pay from its own funds Association dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Association member who notifies the Town of their desire to discontinue dues deductions or otherwise withdraw from Association membership shall be referred back to the Association. The Town agrees to continue all dues deductions until notified of a deduction change by the Association.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 15: Life Insurance
The Town will provide a term life insurance policy for employees in the amount of $50,000, dropping to $25,000 at age seventy (70). Dependents shall be eligible for coverage under the group life insurance policy in the amount of $5,000; premiums will be paid by the Town.
ARTICLE 16: Wellness Program
16.1 The Town shall maintain a corporate membership at an athletic/health club, if available, within the Town limits.
ARTICLE 17: Education Reimbursement
17.1 Education and Training
Continuing Education: Funding for continuing education may be available to employees on a case-by-case basis and is subject to Department Head approval and budget.
Licenses, Certifications, and Professional Development: The Town recognizes the importance of having highly skilled employees and encourages employees to take educational and training courses each year. Management will make every effort to assure that Town funds are provided annually in each budget for these purposes.
17.2 Educational Reimbursement Policy
Education reimbursement will be provided in accordance with the Town’s Educational Reimbursement Policy.
ARTICLE 18: Anniversary Awards
The Town Council recognizes the important contribution made by valued long-term employees and wishes to reward their service to the Town. Productive, long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.
The Town shall award employees for every five (5) years of service to the Town according to the schedule herein provided. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:
Years of Service* Award
5 years Council recognition and 20 hours of paid administrative leave 10 years Council recognition and 28 hours of paid administrative leave 15 years Council recognition and 36 hours of paid administrative leave 20 years Council recognition and 44 hours of paid administrative leave 25 years Council recognition and 84 hours of paid administrative leave 30 years Council recognition and 88 hours of paid administrative leave
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
*For each following five-year increment, Council recognition and 88 hours of administrative leave.
Paid administrative leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.
ARTICLE 19: Work Schedule
19.1 The normal workweek for employees is forty (40) hours. The standard workweek begins at 12:00 a.m. midnight on Monday and ends at 11:59 p.m. on Sunday, unless an alternative work schedule is approved according to the Alternative Work Schedule Policy. Alternative work schedules and work weeks may be established on a departmental basis with the approval of the Town Manager, with the needs of the department and the Town being the primary consideration and the preferences of the employee being a secondary consideration.
19.2 The normal workday for employees is eight (8) hours per day.
19.3 The Town Manager may designate other normal working hours as required by the needs of the Town. This may include what are referred to as “9-80” or “4-10” work schedules.
19.4 If an employee is required to work overtime because of an emergency declared by the Town Manager or designee, that employee’s regular work schedule (other than during the period of emergency) shall remain unchanged. Any such overtime shall be treated as compensatory time and shall be used by the employee at the employee’s discretion subject to approval by the employee’s supervisor or Department Head. In the event the Town is reimbursed by the State or Federal emergency management systems for overtime earned during an emergency, members may, on their individual discretion, request to exchange earned compensatory time for paid time up to the amount of unused compensatory time earned during the emergency. Should reimbursement be in an amount less than required to totally compensate all eligible employees, the funds shall be used as a pool and all employees requesting reimbursement will receive a pro rata share against total overtime hours worked.
ARTICLE 20: Salaries and Wages
20.1 Salary Scales
The salary scale shall consist of eight (8) steps, attached as Exhibit B.
20.2 Base Annual Salaries
Employees shall receive the following adjustments to base salary effective on the dates as shown. Increases will go into effect on the first full pay period of the month.
July, 2023............................8% pay adjustment
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
July, 2024............................2% pay adjustment July, 2025............................2% pay adjustment
20.3 Bilingual Pay
The Town acknowledges that bilingual speaking ability may enhance an employee’s ability to contribute to the Town. As such, employees who meet bilingual proficiency qualifications may receive a pay differential of five percent (5%) of their base salary. Approval of bilingual pay shall be tied into demonstrated enhancements from an employee’s ability to speak dual languages. The Town Manager and Human Resources Manager shall determine the appropriateness of bilingual pay, designate language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, and which will determine the qualifications for and maintenance of this incentive.
20.4 Special Function Pay
The Town and the Association agree that an employee’s possession of certain appropriate certifications, licenses, degrees, and skills which are not a part of the required qualifications for a position (as outlined in the position’s job description) may be of value to the Town, and, when utilized, increase the employee’s value. Department Heads and/or employees may identify such certifications, licenses, degrees, and skills that could merit special function pay. Employees must actively and regularly utilize certifications, licenses, degrees, and skills that benefit the Town in order to qualify and maintain special function pay status. Special function pay shall be two and one-half percent (2.5%) of an employee’s base salary. Final approval of Special Function Pay status shall be determined by the employee’s Department Head and Human Resources Manager.
Special function pay may include, but is not limited to:
Notary
Special license or certification applicable to job
Driver’s license used but not required for position
20.5 Bonus
On the regular pay date following ratification and adoption of this Agreement by the Town Council, all employees shall receive a one-time lump-sum payment of two thousand five hundred dollars ($2,500) as an appreciation bonus. Employees must be employed by the Town on the date of payment to be eligible for this bonus program, employees may elect to have any or all the lump-sum payment deposited into an eligible 457(b) account, and the appreciation bonus payment shall be subject to all applicable taxes and withholdings.
Employees shall be eligible for an annual contingent payment based upon Transient Occupancy Tax (TOT) revenues received during the previous fiscal year, in order to allow them to share in the success of the Town. No individual payment shall exceed four thousand dollars ($4,000). The amount will be based on eight percent (8%) of the TOT revenues that are greater than the amount budgeted to be received and retained by the Town (i.e., the amount does not include TOT
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
allocated to outside agencies (Tourism, Housing, and Transit). The revenue sharing payment shall be calculated based on the total year end Town’s share of TOT revenues above the original fiscal year TOT budget. This amount shall be divided by the number of all eligible, miscellaneous regular employees at the time of the payment to determine the amount per employee. In order to be eligible for this contingent revenue sharing payment, an employee must be (a) employed with the Town for some part of the fiscal year on which the calculation is based, and (b) be employed with the Town on the date the payment is made. Eligibility for this payment is not complete, and no right to this payment is earned, unless both of these criteria are satisfied. New employees who join Town service during any year who are not employed by the Town for the full fiscal year, but who are employed when the payments are calculated and paid, are eligible for a pro-rata payment based on regular hours worked, including part-time employment for employees that subsequently became full-time prior to the start of the fiscal year. Payments shall be deposited on the first regular payroll in August following the close of the fiscal year on which the calculation is based. Payments shall be subject to applicable state and federal tax withholdings. Payments shall not be subject to retirement.
ARTICLE 21: Paid Municipal Holidays
All holidays are considered one eight (8)-hour workday. The following are recognized as paid municipal holidays:
New Year’s Day;
Martin Luther King Jr. Day;
Presidents’ Day;
Memorial Day;
Independence Day;
Labor Day;
Veterans Day;
Thanksgiving Day;
Friday following Thanksgiving Day;
Christmas Eve;
Christmas Day;
New Year’s Eve.
Floating Holiday (one per fiscal year)
If a paid municipal holiday falls upon a Sunday, the Monday following will be considered the observed holiday. If said holidays fall upon a Saturday, the Friday preceding will be considered the observed holiday. If the alternative Monday or Friday is already a different holiday (i.e., in the case of Christmas Eve and Christmas Day), the holiday will be observed on whichever day, Monday or Friday, is not already a holiday. A list of recognized paid municipal holidays shall be established and published by the Human Resources Department in the form of a memorandum to all full-time, regular employees.
Floating holidays shall be taken at the discretion of the employee’s supervisor, provided they are not taken in conjunction with another paid municipal holiday, unless the employee is required to
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
work on a paid municipal holiday. The procedure for taking a floating holiday shall be the same as the procedure for using comprehensive leave as outlined in section 8.2 “Scheduling/Notification”. The floating holiday shall not roll over to the following fiscal year.
ARTICLE 22: Overtime
22.1 Overtime Policy – Definition
It is the policy of the Town that overtime work is to be kept at a minimum consistent with the protection of the lives and property of Mammoth Lakes citizens and the efficient operation of the Departments and operations of the Town. Overtime must be authorized in advance by both the supervisor and Department Head and is subject to such other rules and procedures as the Town Manager may prescribe.
Overtime shall be defined as time actually worked beyond forty (40) hours per work week. “Time actually worked” is defined as all time during which an employee is necessarily required by the employer to be on the employer’s premises, on duty, or at a prescribed workplace.
Properly approved travel time for work purposes will be compensated as “hours worked” in compliance with applicable FLSA regulations. Town-paid leaves (e.g., comprehensive leave, holidays, etc.), meal periods, other state or federal paid leaves and release time for Association business, are not considered “time actually worked”.
22.2 Overtime Compensation
For hours worked in excess of forty (40) hours in any workweek, one of the following shall occur at the discretion of the Department Head, and in consultation with the employee.
Employee shall accrue compensatory time-off on a time-and-one-half basis; or, Overtime shall be paid at time-and-one-half the regular hourly rate of pay.
22.3 Maximum Accumulation of Compensatory Time
Employees may accumulate up to one hundred (100) hours of compensatory time. Time off for compensatory time must be approved in advance by the Department Head, or their designee. In the event of a separation from service, the employee shall be entitled to a cash payment of all their accumulated compensatory time, regardless of cause or reason.
22.4 Usage of Compensatory Time
Compensatory time earned shall be used at the employee’s discretion with the prior approval of the employee’s supervisor or their designee. The employee must be permitted to use the compensatory time off within a reasonable period after making a request if the employee’s use of the compensatory time does not unduly disrupt the operation of the department.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
22.5 Compensatory Leave at Termination
Upon separation from the Town, employees shall receive payment for all accrued compensatory leave at the employee’s current regular rate of pay, or as required by law.
ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime
23.1 An employee on a leave-of-absence without pay shall not receive any compensation for holidays occurring during such leave.
23.2 An employee must be in a pay status on the workday preceding a holiday to be eligible to be compensated for the holiday.
23.3 All time worked on a paid municipal holiday as defined by the Town, except personal leave, shall be paid at the rate of one and one-half (1.5) times the employee’s regular rate of pay or shift differential rate, whichever is applicable. The employee will also receive time off in an amount equal to up to eight (8) hours of compensatory time for hours actually worked on the paid municipal holiday and shall be deposited into the employee’s compensatory leave bank. Hours banked as compensatory time for hours worked on the paid municipal holiday shall be used as outlined in section 22.4. Hours banked as compensatory time in excess of one hundred (100) for hours worked on the paid municipal holiday shall be paid out in accordance with section 22.3. No employee shall be required or authorized to work on a paid municipal holiday without prior mutual agreement between the employee and Department Head, or designee.
ARTICLE 24: Severance
If an employee is laid off by the Town without cause, upon separation agreement approved by the Town which releases all claims against the Town, Town employees, and Town officials, the employee shall be eligible to receive severance payment in accordance with the schedule below.
All payments under this section are subject to applicable payroll taxes and withholdings.
Five years of continuous service Two weeks (80 hours)
Ten or more years of continuous service Four weeks (160 hours) ARTICLE 25: Effect of Agreement
25.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment executed according to the provisions of the Agreement.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
25.2 Improvements in Benefits
Improvements in member benefits contained in this Agreement which are brought about by the amendment or addition of statutory mandated guarantees now provided in California law shall be incorporated into this Agreement.
25.3 Savings
If any provision of this Agreement or any application thereof to any member is held by a court of competent jurisdiction to be contrary to law, then such provision or application shall be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect.
ARTICLE 26: Severability
Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause, or provision shall not invalidate the remaining portions thereof, and such remaining portions shall remain in full force and effect.
Upon such invalidation, the parties agree to meet and confer immediately on substitute provisions for such parts or provisions rendered or declared illegal or an unfair labor practice.
ARTICLE 27: Duration
The provisions set forth herein are final. Except as otherwise provided herein, no changes or modifications shall be offered, urged, or otherwise presented by the General Employees Association or the Town of Mammoth Lakes for the duration of this Agreement, provided, however, that nothing herein shall prevent the parties from meeting and conferring and making modifications herein by mutual consent. The provisions herein shall be from July 1, 2023 to June 30 2026.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
EXHIBIT A
List of Classifications Represented by the General Employees’ Association Assistant Clerk
Assistant Engineer
Assistant Planner
Associate Planner
Building Inspector/Plans Examiner
Code Compliance Officer
Engineering Assistant
Engineering Technician
Finance Analyst
Outdoor Recreation Coordinator
Payroll/Human Resources Specialist
Permit Technician I
Permit Technician II
Permit Technician/Plans Examiner
Program and Facilities Administrator
Records Supervisor
Recreation Supervisor
Revenue Accountant
Revenue Specialist
Senior Accounting Assistant
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2023 – June 30, 2026
EXHIBIT B
Compensation Schedules
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES
MANAGEMENT EMPLOYEES’ASSOCIATION
July 1, 2023 to June 30, 2026
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Section 3500 et seq). The parties to this Memorandum of Understanding are the Town of Mammoth Lakes, State of California, which hereinafter shall be referred to as “Town” and the Mammoth Lakes Management Employees’ Association, which hereinafter shall be referred to as “Association.” The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees represented by the Association and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment, conditions, and employee relations of such employees.
This Memorandum of Understanding has been presented to the Town Council as a joint recommendation of the undersigned for salary, fringe benefits, and other working conditions for the period beginning July 1, 2023 to June 30, 2026, and was ratified by the Town Council on June 21, 2023, and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes Management Employees’ Association.
TOWN OF MAMMOTH LAKES MAMMOTH LAKES MANAGEMENT
EMPLOYEES’ ASSOCIATION
Daniel C. Holler Kat Kelly
Town Manager Management Employees’ Association Representative Date Date
Jamie Gray Jamie Gray
Town Clerk Management Employees’ Association Representative Date Date
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
Table of Contents
ARTICLE 1: Agreement...............................................................................................................4 ARTICLE 2: Recognition .............................................................................................................4 ARTICLE 3: Non-Discrimination................................................................................................4 ARTICLE 4: Association Rights..................................................................................................4 ARTICLE 5: Town Rights............................................................................................................5 ARTICLE 6: Negotiation Procedure ...........................................................................................5 ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures ..........................6 ARTICLE 8: Comprehensive and Other Leave .........................................................................6
8.1 Comprehensive Leave ............................................................................................................6
8.2 Scheduling/Notification .........................................................................................................6
8.3 Comprehensive Leave at Termination ...................................................................................7
8.4 Comprehensive Carryover/Payouts........................................................................................7
8.5 Comprehensive Leave Accruals.............................................................................................7
8.6 Parental Leave ........................................................................................................................8
8.7 Family and Medical Leave .....................................................................................................8
8.8 Military Leave ........................................................................................................................8
8.9 Jury Duty................................................................................................................................8
8.10 Leave Without Pay ...............................................................................................................9
8.11 Unpaid Leave of Absence ....................................................................................................9
8.12 Catastrophic Leave ...............................................................................................................9
8.13 Administrative Leave ...........................................................................................................9 ARTICLE 9: Workers’ Compensation........................................................................................9
9.1 Industrial Accident and Illness Leave ....................................................................................9
9.2 On-the-Job Injury ...................................................................................................................9 ARTICLE 10: Health Insurance Benefits..................................................................................10
10.1 Health Insurance Benefits ..................................................................................................10
10.2 Flexible Benefit Section 125 Program and Benefit Stipend ..............................................10
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan ..............................11 ARTICLE 11: Deferred Compensation.....................................................................................11 ARTICLE 12: Retirement Contribution ...................................................................................12 ARTICLE 13: State Disability Insurance..................................................................................13 ARTICLE 14: Dues Deductions .................................................................................................13 ARTICLE 15: Life Insurance .....................................................................................................14 ARTICLE 16: Wellness...............................................................................................................14 ARTICLE 17: Education Reimbursement................................................................................14
17.1 Education and Training ......................................................................................................14
17.2 Educational Reimbursement Policy ...................................................................................14 ARTICLE 18: Anniversary Awards..........................................................................................14 ARTICLE 19: Work Schedule....................................................................................................15
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 20: Salaries and Wages.............................................................................................15
20.1 Salary Ranges.....................................................................................................................15
20.2 Base Annual Salaries..........................................................................................................15
20.3 Bilingual Pay......................................................................................................................15
20.4 Special Function Pay..........................................................................................................16
20.5 Bonus..................................................................................................................................16 ARTICLE 21: Paid Municipal Holidays ...................................................................................17 ARTICLE 22: Compensation for Municipal Holidays.............................................................17 ARTICLE 23: Safety Equipment ...............................................................................................17
23.1 Safety and Weather Protection Equipment ........................................................................18
23.2 Boot and Sunglass Allowance............................................................................................18 ARTICLE 24: Effect of Agreement............................................................................................18
24.1 Complete Understanding....................................................................................................18
24.2 Improvement in Benefits....................................................................................................19
24.3 Savings...............................................................................................................................19 ARTICLE 25: Severability..........................................................................................................19 ARTICLE 26: Duration ..............................................................................................................19 Exhibit A: List of Classifications................................................................................................20 Exhibit B: Compensation Schedules..........................................................................................21
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 1: Agreement
The Articles and provisions contained herein constitute a bilateral and binding agreement (“Agreement”) by and between the Town Council of the Town of Mammoth Lakes, California (“Town”) and the Mammoth Lakes Management Employees’ Association (“Association”).
ARTICLE 2: Recognition
The Town recognizes the Association as the exclusive representative of all regular employees whose job classifications are listed in attached Exhibit A.
ARTICLE 3: Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, physical or mental disability, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran status, and/or any other category protected by federal and/or state law. In addition, Town policy prohibits retaliation because of the employee’s opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee’s participation in an employment investigation, proceeding, hearing, or legitimate employee organization activities. Employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct to the Town, and the Town will investigate those complaints.
ARTICLE 4: Association Rights
4.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities and to use the Town email, meeting rooms, equipment, and supplies to notice and conduct meetings. Use of space must not interfere with any Town needs or use.
4.2 The Town Manager may authorize up to forty (40) hours annually, not to exceed five (5) days per year, for the Association President or their designee to conduct Association business or attend state or national conferences sponsored by employee associations, exclusive of activities directly related to negotiations affecting this MOU. Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. Association members shall provide their supervisors with reasonable notification requesting release time to conduct association business outside of formal negotiations.
4.3 Within thirty (30) days of the ratification of this Agreement, or any subsequent modification thereof, by both parties, the employer agrees to provide an executed copy to the Association and an electronic copy for distribution and placement on the Town’s website.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
4.4 A representative from the Association shall have the right and the opportunity during normal business hours to speak to a new employee for the purposes of explaining the new employee’s contractual rights and introducing them to the Association. No employee is required to attend such meeting.
4.5 The Town agrees to notify the Association at least thirty (30) days prior to the elimination of any position and/or implementing an employee layoff which would impact Association-represented employees. The Association may then request to meet and confer.
ARTICLE 5: Town Rights
It is understood and agreed that the Town Council retains all of its powers and authority to direct, manage, and control the operation of the Town to the full extent of the law. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Town, the adoption of ordinances, policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.
Included in these Town duties and powers are the exclusive rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its departmental policies, goals, and objectives; insure the rights and privileges of citizens; determine staffing patterns; determine the number and kind of personnel required; maintain the efficiency of Town operations; build, move, or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; enter into contracts for supplies and services; and take appropriate action in the event of an emergency. In addition, the Town retains the right to hire, classify, assign, transfer, evaluate, promote, demote, suspend, and terminate employees. These rights will be in conformance with the provisions of state and federal laws.
The Town retains its right to waive, for the duration of the cause, pertinent policies and practices referred to in this Agreement in cases of civil defense, natural disasters, epidemics, or acts of God. All rights, powers, and privileges of the Town shall be exercised by the Town Council and the operation of the Town shall be administered by the Town Manager or any other person properly designated by the Town Council or the Town Manager.
ARTICLE 6: Negotiation Procedure
6.1 Either party may utilize the services of outside consultants.
6.2 The Town Council and the Association will discharge their respective duties required by this agreement in compliance with the Meyers-Milias-Brown Act (Government Code, Section 3500-2511).
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
6.3 Either party may submit a request to begin negotiations. The other party has the obligation to respond to such request promptly, as required by the Meyers-Milias-Brown Act (“MMBA”). Negotiations shall take place at mutually agreeable times and places.
6.4 The Association shall designate a minimum of two (2) representatives to meet with the Town Council’s representatives.
6.5 The parties agree to comply with the MMBA and provide all information relevant to the negotiations process. Neither party is obligated to provide documents subject to legal privilege.
ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures
7.1 The Personnel Rules established pursuant to Town Council Resolution, or as subsequently modified by Town Council Resolution, are incorporated herein by reference, as are the Grievance and Disciplinary procedures and provisions established pursuant to said Resolution.
7.2 In the event that the Town intends to revise disciplinary and grievance procedures in the Town’s Personnel Rules, the Town will meet and confer with the Association.
ARTICLE 8: Comprehensive and Other Leave
8.1 Comprehensive Leave
Comprehensive leave combines several types of leaves, including vacation leave, sick leave, personal leave, and bereavement leave.
8.2 Scheduling/Notification
The scheduling of comprehensive leave for vacation and personal leave purposes and the amount to be taken at any one time shall be determined by the Department Head in accordance with the department’s rules and with regard for the needs of the Town primarily and the preferences of the employee secondarily.
In the event an employee finds it necessary to take comprehensive leave which has not been scheduled in advance, such as for illness, bereavement, emergencies, etc., it is the responsibility of the employee to make documented attempt to contact (i.e. by phone, in person, via text message, or email) their supervisor at least one (1) hour prior to the beginning of their work day to inform the supervisor of the unexpected need to utilize comprehensive leave.
It is the responsibility of the employee to maintain an appropriate level of leave sufficient to cover time lost in case of an unforeseeable event. If an employee does not have enough leave left, they will have their benefits prorated accordingly for time missed from work. More than one occurrence of missing work without having enough leave to cover time lost may result in disciplinary action.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
8.3 Comprehensive Leave at Termination
Employees leaving municipal service with accrued comprehensive leave shall be paid the amount of accrued comprehensive leave to the date of termination, inclusive of a prorated accrual of comprehensive leave based on full-time hours worked in their final month of employment prior to permanent separation. Payment for accrued comprehensive leave shall be at the employee’s current rate of pay, or as required by law, and shall occur at the next regular pay date in the payroll period of the date of termination.
8.4 Comprehensive Carryover/Payouts
No employee shall be able to accrue comprehensive leave in excess of eight hundred and fifty (850) hours. When an employee reaches a comprehensive leave balance of eight hundred and fifty (850) hours, their accrual shall stop until which time their balance falls below eight hundred and fifty (850) hours.
In the event an employee is not permitted to schedule and take leave as caused by the Town, which would result in the employee exceeding the accumulation limit, the employee may request the Town Manager to consider the reasons for exceeding the cap and may be granted a ninety (90) day extension of time, in which leave time will be scheduled that will bring the employee’s accrued time below the eight hundred and fifty (850) hour limit. One (1) additional ninety (90) day extension may be granted.
Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of two hundred (200) hours, once during the second quarter of the calendar year and again during the fourth quarter of the calendar year. All such requests will be processed, and payouts made in accordance with a schedule established by the Town Manager, or designee.
Employees will be provided ample advance notification of the schedule. Members requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred and forty (240) hours. Payouts will be made at the employee’s current regular rate of pay. Employees may elect to take their payout as cash or may elect to deposit their payout through payroll into an eligible 457(b) plan pursuant to applicable state and federal laws.
The Town Manager may authorize payouts at other times upon the specific written request of an employee, but only if extraordinary circumstances warrant such consideration.
8.5 Comprehensive Leave Accruals
Employees accrue comprehensive leave based upon their length of continuous service as determined by their anniversary date according to the following schedule:
Date of hire in full-time status until two-year anniversary 16.67 hours/month Two-year anniversary 18.67 hours/month
Five-year anniversary 20.67 hours/month
Ten-year anniversary 22.67 hours/month
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
8.6 Parental Leave
The Town and the Association acknowledge that the California Government Code provides a number of employee benefits for pregnancy, childbirth, and related conditions. The Town provides parental leave in accordance with applicable state and federal law. The Town will provide up-to-date and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
The requirement for integrated use of leave time to coordinate with the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their leave banks.
8.7 Family and Medical Leave
The Town and the Association acknowledge that state and federal law requires employers to grant family and medical leave under specified circumstances. The Town provides family and medical leave in accordance with applicable state and federal law. The Town will provide up to date and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
Employees that have a FMLA or CFRA-qualifying event will receive FMLA or CFRA benefits.
Those who are also eligible for other benefits such as State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits must utilize paid leave, in accordance with state and federal law on a prorated basis to supplement their additional payments and continue to receive the benefits provided under the FMLA and CFRA laws.
The requirement for integrated use of leave time to coordinate with FMLA, CFRA, or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.8 Military Leave
The Town and the Association acknowledge that both state and federal law requires an employer to grant an employee leave for specified military service. The Town and the employees in the unit of representation agree to absolute compliance with the law.
8.9 Jury Duty
Employees shall receive full compensation for serving on Jury Duty, provided that Juror Pay (not including mileage) received by the employee is paid to the Town.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
8.10 Leave Without Pay
The Department Head may approve an employee’s request for up to forty (40) cumulative hours of leave without pay per calendar year. Leave without pay may be granted only after all accrued leave has been exhausted. All benefits, including but not limited to, leave accrual, health insurance, and retirement shall be reduced proportionally to the reduction in work hours.
8.11 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to a six (6) months unpaid leave that will guarantee that the member shall retain permanent status upon return. Requests for a leave of absence will be made in writing to the Town Manager and shall contain all relevant facts and circumstances in support of the request. The Town Manager’s approval of a leave of absence is discretionary; however, the primary consideration in reaching a decision to grant or deny a leave of absence shall be the efficient and orderly operation of the Town and the affected department. All benefits, including but not limited to, leave accrual, health insurance, and retirement shall be terminated for the duration of the leave of absence, except as otherwise required by law. All accrued leave balances must be exhausted before the employee may go onto an unpaid leave of absence.
8.12 Catastrophic Leave
The Town has a policy that allows employees to donate their leave to other employees that have suffered a catastrophic event and have exhausted all types of leave at their disposal. An employee who is eligible to receive other benefits such as SDI or Workers’ Compensation benefits may receive Catastrophic Leave on a pro-rated basis not to exceed the employee’s normal rate of pay. Information related to Catastrophic Leave shall be available from the Human Resources Department.
8.13 Administrative Leave
Due to the nature of exempt positions, employees shall receive paid administrative leave. The amount of time assigned per fiscal year shall be eighty (80) hours. Administrative leave may not be carried over into the next fiscal year.
ARTICLE 9: Worker’s Compensation
9.1 Industrial Accident and Illness Leave
Industrial accident leave shall be granted as required by law.
9.2 On-the-Job Injury
Whenever an employee is absent due to an illness or injury arising out of and in the course of employment, the unit member shall receive full compensation, less any Workers’ Compensation insurance benefits received, during the first fifteen (15) working days of such absence without
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
deduction from accrued comprehensive leave. Thereafter, if the employee is still properly absent from duty, they may receive, from accrued comprehensive leave, if any, an amount equal to the difference between the amount the member receives as Workers’ Compensation insurance benefits and the amount of their regular compensation until the unit member returns to work or accrued leave is exhausted. If comprehensive leave is exhausted, then the unit member will be compensated at the statutory rate under the current Workers’ Compensation regulations by the Town’s Workers’ Compensation Insurance carrier. All benefits, including but not limited to, leave accrual, health insurance, and retirement, shall be reduced proportionally to the reduction in work hours; exceptions to the pro-ration may be considered by the Town Manager.
ARTICLE 10: Health Insurance Benefits
10.1 Health Insurance Benefits
Employees and their dependents shall be eligible for coverage under the Town’s health plan, subject to the plan’s terms and conditions.
10.2 Flexible Benefit Section 125 Program and Benefit Stipend The Town will contract with CalPERS for health insurance for the period of this Agreement. The Town will maintain a flexible benefit program.
a. Employees and their dependents shall be able to participate in the CalPERS Health Program.
b. The Town shall contribute the minimum amount required by state law per month per retired employee as the “employer contribution” to the cost of the premium for the health program, should the employee elect to participate in the plan. This is otherwise known as the PEMHCA minimum.
c. The Town will provide a monthly contribution to each employee in an amount equal to the cost of coverage under the CalPERS Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “employee,” “employee plus one,” or “employee plus two” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS Health Program premium.
d. Employees who do not elect to take the Town’s health insurance must provide proof of health coverage provided by their spouse or domestic partner’s employer (or other group coverage in accordance with applicable state and federal law) and shall be eligible to receive a benefit stipend of six hundred dollars ($600.00) per month.
Payments from the Town that the employee receives in lieu of the contribution to the flexible spending (cafeteria) account, shall not be considered an increase in base compensation and shall be taxable pursuant to IRS regulations.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan Employees may participate in the Health Reimbursement Arrangement (HRA) Plan as established by the Town to reimburse employees for vision and dental expenses as defined by IRS Publication 502 and the Town’s Vision and Dental Policy. Employees who participate shall be eligible for reimbursement up to a total of one thousand five hundred dollars ($1,500) for employees and eight hundred dollars ($800) for each eligible dependent (as defined by HRA guidelines specified in IRS Publication 969) per fiscal year, which total may be combined for the use of either the employee or any of their eligible dependents. When two (2) regular, full-time Town employees are considered to be eligible dependents of one another, they shall not be covered by each other, and their dependent children may only be covered by one (1) parent.
New employees not employed by the Town for the full fiscal year shall be entitled to a pro-rata reimbursement amount upon hire. Up to eighty percent (80%) of the unused portion of the total benefit, (not to exceed two thousand dollars ($2,000) per year for employees with less than one (1) year of service with the Town) may be “rolled over” from one fiscal year to the next, for a total of not more than three (3) fiscal years. For purposes of identifying the unused portion, receipts for services performed in the previous fiscal year must be submitted within sixty (60) days of the beginning of the new fiscal year. Employees must be in regular, full-time status with the Town at the time the vision/dental services were performed.
The current fiscal year benefit amount will be used to pay all reimbursement requests. Once the current fiscal year benefit amount is exhausted, rollover benefit amounts from previous years will be used to fund the reimbursement requests. “Rollover Year 1” benefit will be accessed first for reimbursement requests. Then, “Rollover Year 2” benefit amount will be accessed for reimbursement requests. Finally, if the current fiscal year and “Rollover Year 1” and “Rollover Year 2” benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” sixty (60) days after the close of a fiscal year will no longer be available to fund reimbursement requests. Vision and dental services performed in the immediately preceding fiscal year shall be considered reimbursable. Requests for reimbursement for vision/dental services performed in years prior to the immediately preceding fiscal year shall not be eligible.
Eligibility for reimbursement ends on the last paid day of employment for expenses incurred prior to permanent separation from service. Employees must submit a request to Human Resources in writing prior to permanent separation to be eligible for reimbursement of vision or dental services received prior to their permanent separation. Exceptions to reimbursement are subject to HRA guidelines and Town Manager approval. Employees may elect to not participate in the reimbursement program by notifying the Human Resources Department with a written request to opt out of the plan.
ARTICLE 11: Deferred Compensation
The Town shall maintain an IRC Section 457(b) deferred compensation plan in good standing and shall make voluntary participation in the plan available to employees.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
The Town shall contribute to a Town Section 457(b) deferred compensation plan for the benefit of the employees. Beginning on the first full pay period in July, 2023, the Town shall contribute fifty dollars ($50) per pay period for twenty-four (24) pay periods per year into an approved deferred compensation plan. The Town shall contribute to the employees’ Section 457(b) plan an amount equal to the amount contributed by that employee up to an additional twenty-five dollars ($25). The maximum employer contribution shall not exceed a total of seventy-five dollars ($75) per pay period, with a minimum employee contribution of twenty-five dollars ($25) per pay period. Deposits shall occur as part of the first and second payrolls of each month.
Employees shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive employer contributions retroactive to their hire date. Employees who sign up after sixty (60) days from their hire date will receive employer contributions beginning on the next applicable pay period and the Town's contributions will not be retroactive.
ARTICLE 12: Retirement Contribution
12.1 Employees covered by this Agreement will participate in the California Public Employees Retirement System (CalPERS). The Town shall maintain the employer contribution to CalPERS for the term of this Agreement.
Employees participate in CalPERS as follows:
a. Employees hired before January 1, 2013, or “Classic Members” as defined by CalPERS (not new members per CCR 579.1(b)), shall receive the 2.7% @ age 55 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These employees shall pay the entire eight percent (8%) of the CalPERS employee’s contribution on a pre-tax basis. b. Non-Classic employees (New Members - CCR 579.1(a)) hired after January 1, 2013 will pay the full CalPERS required amount to this plan in accordance with the Public Employee Pension Reform Act (PEPRA) employee’s contribution on a pre-tax basis.
Both parties recognize that this contribution will change from time to time and will be adjusted on the first full pay period of each fiscal year. New miscellaneous members will receive the 2% @ age 62 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement COLA.
12.2 The Town agrees to maintain the employer portion of the contribution to CalPERS.
12.3 Participation in the CalPERS plan discontinues employee participation in the Social Security System related to Town employment.
12.4 All participation in CalPERS is subject to the contract between the Town and CalPERS and the interpretation of rules, regulations, and contract by CalPERS.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
12.5 Employee “member contributions” shall be made pursuant to Internal Revenue Code (414)(h)(2).
ARTICLE 13: State Disability Insurance
Employees participate in State Disability Insurance (SDI). Under the California Unemployment Insurance Code, “disability” includes any illness or injury, either physical or mental, including pregnancy, childbirth, or related medical condition that prevents a member from doing their regular or customary work. Employee contributions shall be made via payroll on a pre-tax basis.
Employees who are eligible to receive SDI shall utilize paid leave on a prorated basis to supplement their SDI payments, in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law. All benefits shall be reduced proportionally to the reduction in paid leave hours utilized in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law.
ARTICLE 14: Dues Deductions
Employees may sign up for payroll deductions of Association dues with the Association. The Association will certify to the Town any new members of the Association.
Town agrees to deduct dues as established by the Association. The sum so withheld shall be remitted by the Town, without delay, directly to the Association along with a list of employees who have had such amounts deducted. As periodically requested by the Town, association agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members, to the Town.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-paid status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions have priority over Association dues.
It shall be the sole responsibility of the Association to procure and enforce payroll deduction of dues.
The Association agrees to indemnify, defend, and hold harmless the Town, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this section. In no event shall the Town be required to pay from its own funds Association dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Association member who notifies the Town of their desire to discontinue dues deductions or otherwise withdraw from Association membership shall be referred back to the Association. The
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
Town agrees to continue all dues deductions until notified of a deduction change by the Association.
ARTICLE 15: Life Insurance
The Town will provide a term life insurance policy for employees in the amount of $50,000, dropping to $25,000 at age seventy (70). Dependents shall be eligible for coverage under the group life insurance policy in the amount of $5,000; premiums will be paid by the Town.
ARTICLE 16: Wellness
16.1 The Town shall maintain a corporate membership at an athletic/health club, if available, within the Town limits.
ARTICLE 17: Education Reimbursement
17.1 Education and Training
Continuing Education: Funding for continuing education may be available to employees on a case-by-case basis and is subject to Department Head approval and budget.
Licenses, Certifications and Professional Development: The Town recognizes the importance of having highly skilled employees and encourages employees to take educational and training courses each year. Management will make every effort to assure that Town funds are provided annually in each budget for these purposes.
17.2 Educational Reimbursement Policy
Education reimbursement will be provided in accordance with the Town’s Educational Reimbursement Policy.
ARTICLE 18: Anniversary Awards
The Town Council recognizes the important contribution made by valued long-term employees and wishes to reward their service to the Town. Productive, long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.
The Town shall award employees for every five (5) years of service to the Town according to the schedule herein provided. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:
Years of Service* Award
5 years Council recognition and 20 hours of paid administrative leave 10 years Council recognition and 28 hours of paid administrative leave 15 years Council recognition and 36 hours of paid administrative leave 20 years Council recognition and 44 hours of paid administrative leave
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
25 years Council recognition and 84 hours of paid administrative leave 30 years Council recognition and 88 hours of paid administrative leave *For each following five-year increment, Council recognition and 88 hours of administrative leave.
Paid administrative leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.
ARTICLE 19: Work Schedule
The normal work week for unit members is from 8:00 a.m. to 5:00 p.m., Monday through Friday.
Unit members shall receive no extra compensation for hours worked in excess of the established schedule, Article 8, section 8.13, Administrative Leave, notwithstanding. Alternative work schedules and work weeks may be established on a departmental basis with the approval of the Town Manager, with the needs of the department and the Town being the primary consideration and the preferences of the employee being a secondary consideration. This may include what are referred to as “9-80” or “4-10” work schedules.
ARTICLE 20: Salaries and Wages
20.1 Salary Ranges
The salary ranges shall have a minimum and a maximum, attached as Exhibit B.
20.2 Base Annual Salaries
Employees shall receive the following adjustments to base salary effective on the dates as shown. Increases will go into effect on the first full pay period of the month.
July, 2023............................8% pay adjustment July, 2024............................2% pay adjustment July, 2025............................2% pay adjustment
20.3 Bilingual Pay
The Town acknowledges that bilingual speaking ability may enhance an employee’s ability to contribute to the Town. As such, employees who meet bilingual proficiency qualifications may receive a pay differential of five percent (5%) of their base salary. Approval of bilingual pay shall be tied into demonstrated enhancements from an employee’s ability to speak dual languages. The Town Manager and Human Resources Manager shall determine the appropriateness of bilingual pay, designate language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, and which will determine the qualifications for and maintenance of this incentive.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
20.4 Special Function Pay
The Town and the Association agree that an employee’s possession of certain appropriate certifications, licenses, degrees, and skills which are not a part of the required qualifications for a position (as outlined in the position’s job description) may be of value to the Town, and, when utilized, increase the employee’s value. Department Heads and/or employees may identify such certifications, licenses, degrees, and skills that could merit special function pay. Employees must actively and regularly utilize certifications, licenses, degrees, and skills that benefit the Town in order to qualify and maintain special function pay status. Special function pay shall be two and one-half percent (2.5%) of an employee’s base salary. Final approval of Special Function Pay status shall be determined by the employee’s Department Head and the Human Resources Manager.
Special function pay may include, but is not limited to:
Notary
Special license or certification applicable to job
Driver’s license used but not needed for position
20.5 Bonus
On the regular pay date following ratification and adoption of this Agreement by the Town Council, all employees shall receive a one-time lump-sum payment of two thousand five hundred dollars ($2,500) as an appreciation bonus. Employees must be employed by the Town on the date of payment to be eligible for this bonus program, employees may elect to have any or all the lump-sum payment deposited into an eligible 457(b) account, and the appreciation bonus payment shall be subject to all applicable taxes and withholdings.
Employees shall be eligible for an annual contingent payment based upon Transient Occupancy Tax (TOT) revenues received during the previous fiscal year, in order to allow them to share in the success of the Town. No individual payment shall exceed four thousand dollars ($4,000). The amount will be based on eight percent (8%) of the TOT revenues that are greater than the amount budgeted to be received and retained by the Town (i.e., the amount does not include TOT allocated to outside agencies (Tourism, Housing, and Transit). The revenue sharing payment shall be calculated based on the total year end Town’s share of TOT revenues above the original fiscal year TOT budget. This amount shall be divided by the number of all eligible, miscellaneous regular employees at the time of the payment to determine the amount per employee. In order to be eligible for this contingent revenue sharing payment, an employee must be (a) employed with the Town for some part of the fiscal year on which the calculation is based, and (b) be employed with the Town on the date the payment is made. Eligibility for this payment is not complete, and no right to this payment is earned, unless both of these criteria are satisfied. New employees who join Town service during any year who are not employed by the Town for the full fiscal year, but who are employed when the payments are calculated and paid, are eligible for a pro-rata payment based on regular hours worked, including part-time employment for employees that subsequently became full-time prior to the start of the fiscal year. Payments shall be deposited on the first regular payroll in August following the close of the
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
fiscal year on which the calculation is based. Payments shall be subject to applicable state and federal tax withholdings. Payments shall not be subject to retirement.
ARTICLE 21: Paid Municipal Holidays
All holidays are considered one eight (8)-hour workday. The following are recognized as paid municipal holidays:
New Year’s Day;
Martin Luther King Jr. Day;
Presidents’ Day;
Memorial Day;
Independence Day;
Labor Day;
Veterans Day;
Thanksgiving Day;
Friday following Thanksgiving Day;
Christmas Eve;
Christmas Day;
New Year’s Eve.
If a paid municipal holiday falls upon a Sunday, the Monday following will be considered the observed holiday. If said holidays fall upon a Saturday, the Friday preceding will be considered the observed holiday. If the alternative Monday or Friday is already a different holiday (i.e., in the case of Christmas Eve and Christmas Day), the holiday will be observed on whichever day, Monday or Friday, is not already a holiday. A list of recognized paid municipal holidays shall be established and published by the Human Resources Department in the form of a memorandum to all full-time, regular employees.
ARTICLE 22: Compensation for Municipal Holidays
22.1 An employee on a leave of absence without pay shall not receive any compensation for holidays occurring during such leave.
22.2 An employee must be in a pay status on the workday preceding a holiday to be eligible to be compensated for the holiday.
ARTICLE 23: Safety Equipment
Association employees who work at the airport, in parks maintenance, fleet maintenance, or street maintenance, shall be entitled to receive the following equipment allowance.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
23.1 Safety and Weather Protection Equipment
Employees shall receive new or used replacement safety and weather protection equipment as necessary in the performance of their assignments.
Employees shall be issued and/or have replaced the following minimum issue of safety and weather protection equipment:
Polarized Sunglasses
Heavy-duty work gloves
Heavy-duty cold weather gloves
Jackets with hoods
Vests
Warm-up pants
Cold weather boots
Extra boot liners
Gaiters
Other safety-related equipment such as reflective vests, hats, etc., as needed.
The following equipment shall be made available to employees on an as needed basis: rain jacket with hood, rain pants, and waders. Safety and weather protection equipment shall remain the property of the Town and all such equipment issued by the Town shall be inventoried on an annual basis.
23.2 Boot and Sunglass Allowance
Employees shall receive reimbursement up to four hundred and twenty-five dollars ($425) per fiscal year for the purchase of safety boots, sunglasses, and any related items as approved by the employee’s supervisor.
Employees shall receive this amount subsequent to the submittal of receipts or other verification of purchase to the Administrative Services/Finance Director, or designee.
ARTICLE 24: Effect of Agreement
24.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment executed according to the provisions of the Agreement.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
24.2 Improvements in Benefits
Improvements in member benefits contained in this Agreement which are brought about by the amendment or addition of statutory mandated guarantees now provided in California law shall be incorporated into this Agreement.
24.3 Savings
If any provision of this Agreement or any application thereof to any member is held by a court of competent jurisdiction to be contrary to law, then such provision or application shall be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect.
ARTICLE 25: Severability
Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause, or provision shall not invalidate the remaining portions thereof, and such remaining portions shall remain in full force and effect.
Upon such invalidation, the parties agree to meet and confer immediately on substitute provisions for such parts or provisions rendered or declared illegal or an unfair labor practice.
ARTICLE 26: Duration
The provisions set forth herein are final. Except as otherwise provided herein, no changes or modifications shall be offered, urged, or otherwise presented by the Management Employees Association or the Town of Mammoth Lakes for the duration of this Agreement, provided, however, that nothing herein shall prevent the parties from meeting and conferring and making modifications herein by mutual consent. The provisions herein shall be from July 1, 2023to June 30, 2026.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
EXHIBIT A
List of Classifications Represented by the Management Employees’ Association Accounting Manager
Airport Manager
Airport Operations Manager
Associate Civil Engineer
Building Official
Deputy Airport Manager
Engineering Manager
Executive Assistant to Chief of Police
Finance Manager
Fleet Superintendent
Outdoor Recreation Manager
Parks Manager
Public Works Maintenance Manager
Recreation Manager
Senior Planner
Senior Planner/Housing Coordinator
Town Clerk/Records Manager
Trails Program Manager
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2023 – June 30, 2026
EXHIBIT B
Compensation Schedules
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES
PUBLIC WORKS EMPLOYEES’ASSOCIATION
July 1, 2023 to June 30, 2026
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Section 3500 et seq). The parties to this Memorandum of Understanding are the Town of Mammoth Lakes, State of California, which hereinafter shall be referred to as “Town” and the Mammoth Lakes Public Works Employees’ Association, which hereinafter shall be referred to as “Association.” The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees represented by the Association and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment, conditions, and employee relations of such employees.
This Memorandum of Understanding has been presented to the Town Council as a joint recommendation of the undersigned for salary, fringe benefits, and other working conditions for the period beginning July 1, 2023 to June 30, 2026, and was ratified by the Town Council on June 21, 2023, and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes Public Works Employees’ Association.
TOWN OF MAMMOTH LAKES MAMMOTH LAKES PUBLIC WORKS
EMPLOYEES’ ASSOCIATION
Daniel C. Holler Fernando Maldonado
Town Manager Public Works Employees’ Association Representative Date Date
Jamie Gray Brian Lemus
Town Clerk Public Works Employees’ Association Representative Date Date
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
Table of Contents
ARTICLE 1: Agreement...............................................................................................................4 ARTICLE 2: Recognition .............................................................................................................4 ARTICLE 3: Non-Discrimination................................................................................................4 ARTICLE 4: Association Rights..................................................................................................4 ARTICLE 5: Town Rights............................................................................................................5 ARTICLE 6: Negotiation Procedure ...........................................................................................5 ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures ..........................6 ARTICLE 8: Comprehensive and Other Leave .........................................................................6
8.1 Comprehensive Leave ............................................................................................................6
8.2 Scheduling/Notification .........................................................................................................6
8.3 Comprehensive Leave at Termination ...................................................................................7
8.4 Comprehensive Carryover/Payouts........................................................................................7
8.5 Comprehensive Leave Accruals.............................................................................................7
8.6 Parental Leave ........................................................................................................................8
8.7 Family and Medical Leave .....................................................................................................8
8.8 Military Leave ........................................................................................................................8
8.9 Jury Duty................................................................................................................................8
8.10 Leave Without Pay ...............................................................................................................9
8.11 Unpaid Leave of Absence ....................................................................................................9
8.12 Catastrophic Leave ...............................................................................................................9 ARTICLE 9: Workers’ Compensation........................................................................................9
9.1 Industrial Accident and Illness Leave ....................................................................................9
9.2 On-the-Job Injury ...................................................................................................................9 ARTICLE 10: Health Insurance Benefits..................................................................................10
10.1 Health Insurance Benefits ..................................................................................................10
10.2 Flexible Benefit Section 125 Program and Benefit Stipend ..............................................10
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan ..............................10 ARTICLE 11: Deferred Compensation.....................................................................................11 ARTICLE 12: Retirement Contribution ...................................................................................12 ARTICLE 13: State Disability Insurance..................................................................................13 ARTICLE 14: Dues Deductions .................................................................................................13 ARTICLE 15: Life Insurance .....................................................................................................14 ARTICLE 16: Wellness...............................................................................................................14 ARTICLE 17: Education Reimbursement................................................................................14
17.1 Education and Training ......................................................................................................14
17.2 Educational Reimbursement Policy ...................................................................................14 ARTICLE 18: Anniversary Awards ..........................................................................................14
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 19: Work Schedule....................................................................................................15 ARTICLE 20: Salaries and Wages.............................................................................................15
20.1 Salary Scales ......................................................................................................................15
20.2 Base Annual Salaries..........................................................................................................15
20.3 Bilingual Pay......................................................................................................................16
20.4 Special Compensation .......................................................................................................16
20.5 Bonus..................................................................................................................................16 ARTICLE 21: Paid Municipal Holidays ...................................................................................17 ARTICLE 22: Overtime..............................................................................................................18
22.1 Overtime Policy - Definition..............................................................................................18
22.2 Overtime Compensation.....................................................................................................18
22.3 Maximum Accumulation of Compensatory Time .............................................................18
22.4 Usage of Compensatory Time............................................................................................18
22.5 Compensatory Leave at Termination .................................................................................19
22.6 Overtime Meal Allowance .................................................................................................19 ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime.............................19 ARTICLE 24: Call-In/Standby ..................................................................................................19
24.1 Definitions..........................................................................................................................19
24.2 Standby...............................................................................................................................20
24.3 Call-In.................................................................................................................................20 ARTICLE 25: Driver’s Physical Examination..........................................................................20 ARTICLE 26: Safety Equipment ...............................................................................................20
26.1 Safety and Weather Protection Equipment ........................................................................20
26.2 Boot and Sunglass Allowance............................................................................................21
26.3 Tool Allowance ..................................................................................................................21 ARTICLE 27: Severance.............................................................................................................21 ARTICLE 28: Effect of Agreement............................................................................................21
28.1 Complete Understanding....................................................................................................21
28.2 Improvement in Benefits....................................................................................................21
28.3 Savings...............................................................................................................................22 ARTICLE 29: Severability..........................................................................................................22 ARTICLE 30: Duration ..............................................................................................................22 Exhibit A: List of Classifications................................................................................................23 Exhibit B: Compensation Schedules..........................................................................................24
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 1: Agreement
The Articles and provisions contained herein constitute a bilateral and binding agreement (“Agreement”) by and between the Town Council of the Town of Mammoth Lakes, California (“Town”) and the Mammoth Lakes Public Works Employees’ Association (“Association”).
ARTICLE 2: Recognition
The Town recognizes the Association as the exclusive representative of all regular employees whose job classifications are listed in attached Exhibit A.
ARTICLE 3: Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, physical or mental disability, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran status, and/or any other category protected by federal and/or state law. In addition, Town policy prohibits retaliation because of the employee’s opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee’s participation in an employment investigation, proceeding, hearing, or legitimate employee organization activities. Employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct to the Town, and the Town will investigate those complaints.
ARTICLE 4: Association Rights
4.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities and to use the Town email, meeting rooms, equipment, and supplies to notice and conduct meetings. Use of space must not interfere with any Town needs or use.
4.2 The Town Manager may authorize up to forty (40) hours annually, not to exceed five (5) days per year, for the Association President or their designee to conduct Association business or attend state or national conferences sponsored by employee associations, exclusive of activities directly related to negotiations affecting this MOU. Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. Association members shall provide their supervisors with reasonable notification requesting release time to conduct association business outside of formal negotiations.
4.3 Within thirty (30) days of the ratification of this Agreement, or any subsequent modification thereof, by both parties, the employer agrees to provide an executed copy to the Association and an electronic copy for distribution and placement on the Town’s website.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
4.4 A representative from the Association shall have the right and the opportunity during normal business hours to speak to a new employee for the purposes of explaining the new employee’s contractual rights and introducing them to the Association. No employee is required to attend such meeting.
4.5 The Town agrees to notify the Association at least thirty (30) days prior to the elimination of any position and/or implementing an employee layoff which would impact Associationrepresented employees. The Association may then request to meet and confer.
ARTICLE 5: Town Rights
It is understood and agreed that the Town Council retains all of its powers and authority to direct, manage, and control the operation of the Town to the full extent of the law. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Town, the adoption of ordinances, policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.
Included in these Town duties and powers are the exclusive rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its departmental policies, goals, and objectives; insure the rights and privileges of citizens; determine staffing patterns; determine the number and kind of personnel required; maintain the efficiency of Town operations; build, move, or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; enter into contracts for supplies and services; and take appropriate action in the event of an emergency. In addition, the Town retains the right to hire, classify, assign, transfer, evaluate, promote, demote, suspend, and terminate employees. These rights will be in conformance with the provisions of state and federal laws.
The Town retains its right to waive, for the duration of the cause, pertinent policies and practices referred to in this Agreement in cases of civil defense, natural disasters, epidemics, or acts of God.
All rights, powers, and privileges of the Town shall be exercised by the Town Council and the operation of the Town shall be administered by the Town Manager or any other person properly designated by the Town Council or the Town Manager.
ARTICLE 6: Negotiation Procedure
6.1 Either party may utilize the services of outside consultants.
6.2 The Town Council and the Association will discharge their respective duties required by this agreement in compliance with the Meyers-Milias-Brown Act (Government Code, Section 3500-2511).
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
6.3 Either party may submit a request to begin negotiations. The other party has the obligation to respond to such request promptly, as required by the Meyers-Milias-Brown Act (“MMBA”). Negotiations shall take place at mutually agreeable times and places.
6.4 The Association shall designate a minimum of two (2) representatives to meet with the Town Council’s representatives.
6.5 The parties agree to comply with the MMBA and provide all information relevant to the negotiations process. Neither party is obligated to provide documents subject to legal privilege.
ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures
7.1 The Personnel Rules established pursuant to Town Council Resolution, or as subsequently modified by Town Council Resolution, are incorporated herein by reference, as are the Grievance and Disciplinary procedures and provisions established pursuant to said Resolution.
7.2 In the event that the Town intends to revise disciplinary and grievance procedures in the Town’s Personnel Rules, the Town will meet and confer with the Association.
ARTICLE 8: Comprehensive and Other Leave
8.1 Comprehensive Leave
Comprehensive leave combines several types of leaves, including vacation leave, sick leave, personal leave, and bereavement leave.
8.2 Scheduling/Notification
The scheduling of comprehensive leave for vacation and personal leave purposes and the amount to be taken at any one time shall be determined by the Department Head in accordance with the department’s rules and with regard for the needs of the Town primarily and the preferences of the employee secondarily.
In the event an employee finds it necessary to take comprehensive leave which has not been scheduled in advance, such as for illness, bereavement, emergencies, etc., it is the responsibility of the employee to make documented attempt to contact (i.e. by phone, in person, via text message, or email) their supervisor at least one (1) hour prior to the beginning of their work day to inform the supervisor of the unexpected need to utilize comprehensive leave.
It is the responsibility of the employee to maintain an appropriate level of leave sufficient to cover time lost in case of an unforeseeable event. If an employee does not have enough leave left, they will have their benefits prorated accordingly for time missed from work. More than one (1) occurrence of missing work without having enough leave to cover time lost may result in disciplinary action.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
8.3 Comprehensive Leave at Termination
At separation of service from the Town, employees with accrued comprehensive leave shall be paid out for the balance at the date of termination, inclusive of a prorated accrual of comprehensive leave based on full-time hours worked in their final month of employment prior to permanent separation. Payment for accrued comprehensive leave shall be at the employee’s current regular rate of pay, or as required by law, and shall occur at the next regular pay date following the date of termination.
8.4 Comprehensive Carryover/Payouts
No employee shall be able to accrue comprehensive leave in excess of eight hundred and fifty (850) hours. When an employee reaches a comprehensive leave balance of eight hundred and fifty (850) hours, their accrual shall stop until which time their balance falls below eight hundred and fifty (850) hours.
In the event an employee is not permitted to schedule and take leave as caused by the Town, which would result in the employee exceeding the accumulation limit, the employee may request the Town Manager to consider the reasons for exceeding the cap and may be granted a ninety (90) day extension of time, in which leave time will be scheduled that will bring the employee’s accrued time below the eight hundred and fifty (850) hour limit. One (1) additional ninety (90) day extension may be granted.
Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of two hundred (200) hours, once during the second quarter of the calendar year and again during the fourth quarter of the calendar year. All such requests will be processed, and payouts made in accordance with a schedule established by the Town Manager, or designee. Employees will be provided ample advance notification of the schedule. Members requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred and forty (240) hours.
Payouts will be made at the employee’s current regular rate of pay. Employees may elect to take their payout as cash or may elect to deposit their payout through payroll into an eligible 457(b) plan pursuant to applicable state and federal laws.
The Town Manager may authorize payouts at other times upon the specific written request of an employee, but only if extraordinary circumstances warrant such consideration.
8.5 Comprehensive Leave Accruals
Employees accrue comprehensive leave based upon their length of continuous service as determined by their anniversary date according to the following schedule:
Date of hire in full-time status until two-year anniversary 16.67 hours/month Two-year anniversary 18.67 hours/month
Five-year anniversary 20.67 hours/month
Ten-year anniversary 22.67 hours/month
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
8.6 Parental Leave
The Town and the Association acknowledge that the California Government Code provides a number of employee benefits for pregnancy, childbirth, and related conditions. The Town provides parental leave in accordance with applicable state and federal law. The Town will provide up-todate and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
The requirement for integrated use of leave time to coordinate with the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.7 Family and Medical Leave
The Town and the Association acknowledge that state and federal law requires employers to grant family and medical leave under specified circumstances. The Town provides Family and Medical leave in accordance with applicable state and federal law. The Town will provide up-to-date and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
Employees that have a FMLA or CFRA-qualifying event will receive FMLA or CFRA benefits.
Those who are also eligible for other benefits such as State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits must utilize paid leave in accordance with state and federal law on a prorated basis to supplement their additional payments and continue to receive the benefits provided under the FMLA and CFRA laws.
The requirement for integrated use of leave time to coordinate with FMLA, CFRA, or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.8 Military Leave
The Town and the Association acknowledge that both state and federal law requires an employer to grant an employee leave for specified military service. The Town and the employees in the unit of representation agree to absolute compliance with the law.
8.9 Jury Duty
Employees shall receive full compensation for serving on Jury Duty, provided that Juror Pay (not including mileage) received by the employee is paid to the Town.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
8.10 Leave Without Pay
The Department Head may approve an employee’s request for up to forty (40) cumulative hours of leave without pay per calendar year. Leave without pay may be granted only after all accrued leave has been exhausted. All benefits, including but not limited to, leave accrual, health insurance, and retirement shall be reduced proportionally to the reduction in work hours.
8.11 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to a six (6) months unpaid leave that will guarantee that the member shall retain permanent status upon return. Requests for a leave of absence will be made in writing to the Town Manager and shall contain all relevant facts and circumstances in support of the request. The Town Manager’s approval of a leave of absence is discretionary; however, the primary consideration in reaching a decision to grant or deny a leave of absence shall be the efficient and orderly operation of the Town and the affected department.
All benefits, including but not limited to, leave accrual, health insurance, and retirement shall be terminated for the duration of the leave of absence, except as otherwise required by law. All accrued leave balances must be exhausted before the employee may go onto an unpaid leave of absence.
8.12 Catastrophic Leave
The Town has a policy that allows employees to donate their leave to other employees that have suffered a catastrophic event and have exhausted all types of leave at their disposal. An employee who is eligible to receive other benefits such as SDI or Workers’ Compensation benefits may receive Catastrophic Leave on a pro-rated basis not to exceed the employee’s normal rate of pay.
Information related to Catastrophic Leave shall be available from the Human Resources Department.
ARTICLE 9: Worker’s Compensation
9.1 Industrial Accident and Illness Leave
Industrial accident leave shall be granted as required by law.
9.2 On-the-Job Injury
Whenever an employee is absent due to an illness or injury arising out of and in the course of employment, the unit member shall receive full compensation, less any Workers’ Compensation insurance benefits received, during the first fifteen (15) working days of such absence without deduction from accrued comprehensive leave. Thereafter, if the employee is still properly absent from duty, they may receive, from accrued comprehensive leave, if any, an amount equal to the difference between the amount the member receives as Workers’ Compensation insurance benefits and the amount of their regular compensation until the unit member returns to work or accrued leave is exhausted. If comprehensive leave is exhausted, then the unit member will be compensated at the statutory rate under the current Workers’ Compensation regulations by the Town’s Workers’
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
Compensation Insurance carrier. All benefits, including but not limited to, leave accrual, health insurance, and retirement, shall be reduced proportionally to the reduction in work hours; exceptions to the pro-ration may be considered by the Town Manager.
ARTICLE 10: Health Insurance Benefits
10.1 Health Insurance Benefits
Employees and their dependents shall be eligible for coverage under the Town’s health plan, subject to the plan’s terms and conditions.
10.2 Flexible Benefit Section 125 Program and Benefit Stipend The Town will contract with CalPERS for health insurance for the period of this Agreement. The Town will maintain a flexible benefit program.
a. Employees and their dependents shall be able to participate in the CalPERS Health Program.
b. The Town shall contribute the minimum amount required by state law per month per retired employee as the “employer contribution” to the cost of the premium for the health program, should the employee elect to participate in the plan. This is otherwise known as the PEMHCA minimum.
c. The Town will provide a monthly contribution to each employee in an amount equal to the cost of coverage under the CalPERS Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “employee,” “employee plus one,” or “employee plus two” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS Health Program premium.
d. Employees who do not elect to take the Town’s health insurance must provide proof of health coverage provided by their spouse or domestic partner’s employer (or other group coverage in accordance with applicable state and federal law) and shall be eligible to receive a benefit stipend of six hundred dollars ($600) per month. Payments from the Town that the employee receives in lieu of the contribution to the flexible spending (cafeteria) account, shall not be considered an increase in base compensation and shall be taxable pursuant to IRS regulations.
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan Employees may participate in the Health Reimbursement Arrangement (HRA) Plan as established by the Town to reimburse employees for vision and dental expenses as defined by IRS Publication 502 and the Town’s Vision and Dental Policy. Employees who participate shall be eligible for reimbursement up to a total of one thousand five hundred dollars ($1,500) for employees and eight hundred dollars ($800) for each eligible dependent (as defined by HRA guidelines specified in IRS
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
Publication 969) per fiscal year, which total may be combined for the use of either the employee or any of their eligible dependents. When two (2) regular, full-time Town employees are considered to be eligible dependents of one another, they shall not be covered by each other, and their dependent children may only be covered by one (1) parent.
New employees not employed by the Town for the full fiscal year shall be entitled to a pro-rata reimbursement amount upon hire. Up to eighty percent (80%) of the unused portion of the total benefit, (not to exceed two thousand dollars ($2,000) per year for employees with less than one (1) year of service with the Town) may be “rolled over” from one fiscal year to the next, for a total of not more than three (3) fiscal years. For purposes of identifying the unused portion, receipts for services performed in the previous fiscal year must be submitted within sixty (60) days of the beginning of the new fiscal year. Employees must be in regular, full-time status with the Town at the time the vision/dental services were performed.
The current fiscal year benefit amount will be used to pay all reimbursement requests. Once the current fiscal year benefit amount is exhausted, rollover benefit amounts from previous years will be used to fund the reimbursement requests. “Rollover Year 1” benefit will be accessed first for reimbursement requests. Then, “Rollover Year 2” benefit amount will be accessed for reimbursement requests. Finally, if the current fiscal year and “Rollover Year 1” and “Rollover Year 2” benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” sixty (60) days after the close of a fiscal year will no longer be available to fund reimbursement requests. Vision and dental services performed in the immediately preceding fiscal year shall be considered reimbursable. Requests for reimbursement for vision/dental services performed in years prior to the immediately preceding fiscal year shall not be eligible.
Eligibility for reimbursement ends on the last paid day of employment for expenses incurred prior to permanent separation from service. Employees must submit a request to Human Resources in writing prior to permanent separation to be eligible for reimbursement of vision or dental services received prior to their permanent separation. Exceptions to reimbursement are subject to HRA guidelines and Town Manager approval. Employees may elect to not participate in the reimbursement program by notifying the Human Resources Department with a written request to opt out of the plan.
ARTICLE 11: Deferred Compensation
The Town shall maintain an IRC Section 457(b) deferred compensation plan in good standing and shall make voluntary participation in the plan available to employees.
The Town shall contribute to a Town Section 457(b) deferred compensation plan for the benefit of the employees. Beginning on the first pay period in July, 2023, the Town shall contribute fifty dollars ($50) per pay period for twenty-four (24) pay periods per year into an approved deferred compensation plan. The Town shall contribute to the employees’ Section 457(b) plan an amount equal to the amount contributed by that employee up to an additional twenty-five dollars ($25).
The maximum employer contribution shall not exceed a total of seventy-five dollars ($75) per pay
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
period, with a minimum employee contribution of twenty-five dollars ($25) per pay period.
Deposits shall occur as part of the first and second payrolls of each month.
Employees shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive employer contributions retroactive to their hire date. Employees who sign up after sixty (60) days from their hire date will receive employer contributions beginning on the next applicable pay period and the Town's contributions will not be retroactive.
ARTICLE 12: Retirement Contribution
12.1 Employees covered by this Agreement will participate in the California Public Employees Retirement System (CalPERS). The Town shall maintain the employer contribution to CalPERS for the term of this Agreement.
Employees participate in CalPERS as follows:
a. Employees hired before January 1, 2013, or “Classic Members” as defined by CalPERS (not new members per CCR 579.1(b)), shall receive the 2.7% @ age 55 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These employees shall pay the entire eight percent (8%) of the CalPERS employee’s contribution on a pre-tax basis.
b. Non-Classic employees (New Members - CCR 579.1(a)) hired after January 1, 2013 will pay the full CalPERS required amount to this plan in accordance with the Public Employee Pension Reform Act (PEPRA) employee’s contribution on a pre-tax basis.
Both parties recognize that this contribution will change from time to time and will be adjusted on the first full pay period of each fiscal year. New miscellaneous members will receive the 2% @ age 62 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement COLA.
12.2 The Town agrees to maintain the employer portion of the contribution to CalPERS.
12.3 Participation in the CalPERS plan discontinues employee participation in the Social Security System related to Town employment.
12.4 All participation in CalPERS is subject to the contract between the Town and CalPERS and the interpretation of rules, regulations, and contract by CalPERS.
12.5 Employee “member contributions” shall be made pursuant to Internal Revenue Code (414)(h)(2).
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 13: State Disability Insurance
Employees participate in State Disability Insurance (SDI). Under the California Unemployment Insurance Code, “disability” includes any illness or injury, either physical or mental, including pregnancy, childbirth, or related medical condition that prevents a member from doing their regular or customary work. Employee contributions shall be made via payroll on a pre-tax basis.
Employees who are eligible to receive SDI shall utilize paid leave on a prorated basis to supplement their SDI payments, in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law. . . All benefits shall be reduced proportionally to the reduction in paid leave hours utilized in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law.
ARTICLE 14: Dues Deductions
Employees may sign up for payroll deductions of Association dues with the Association. The Association will certify to the Town any new members of the Association.
Town agrees to deduct dues as established by the Association. The sum so withheld shall be remitted by the Town, without delay, directly to the Association along with a list of employees who have had such amounts deducted. As periodically requested by the Town, association agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members, to the Town.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-paid status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions have priority over Association dues.
It shall be the sole responsibility of the Association to procure and enforce payroll deduction of dues.
The Association agrees to indemnify, defend, and hold harmless the Town, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this section. In no event shall the Town be required to pay from its own funds Association dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Association member who notifies the Town of their desire to discontinue dues deductions or otherwise withdraw from Association membership shall be referred back to the Association. The Town agrees to continue all dues deductions until notified of a deduction change by the Association.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
ARTICLE 15: Life Insurance
The Town will provide a term life insurance policy for employees in the amount of $50,000, dropping to $25,000 at age seventy (70). Dependents shall be eligible for coverage under the group life insurance policy in the amount of $5,000; premiums will be paid by the Town.
ARTICLE 16: Wellness
16.1 The Town shall maintain a corporate membership at an athletic/health club, if available, within the Town limits.
ARTICLE 17: Education Reimbursement
17.1 Education and Training
Continuing Education: Funding for continuing education may be available to employees on a caseby-case basis and is subject to Department Head approval and budget.
Licenses, Certifications, and Professional Development: The Town recognizes the importance of having highly skilled employees and encourages employees to take educational and training courses each year. Management will make every effort to assure that Town funds are provided annually in each budget for these purposes.
17.2 Educational Reimbursement Policy
Education reimbursement will be provided in accordance with the Town’s Educational Reimbursement Policy.
ARTICLE 18: Anniversary Awards
The Town Council recognizes the important contribution made by valued long-term employees and wishes to reward their service to the Town. Productive, long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.
The Town shall award employees for every five (5) years of service to the Town according to the schedule herein provided. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:
Years of Service* Award
5 years Council recognition and 20 hours of paid administrative leave 10 years Council recognition and 28 hours of paid administrative leave 15 years Council recognition and 36 hours of paid administrative leave 20 years Council recognition and 44 hours of paid administrative leave 25 years Council recognition and 84 hours of paid administrative leave 30 years Council recognition and 88 hours of paid administrative leave
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
*For each following five-year increment, Council recognition and 88 hours of administrative leave.
Paid administrative leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.
ARTICLE 19: Work Schedule
19.1 The normal workweek for employees is forty (40) hours. The standard workweek begins at 12:00 a.m. midnight on Monday and ends at 11:59 p.m. on Sunday, unless an alternative work schedule is approved according to the Alternative Work Schedule Policy. Alternative work schedules and work weeks may be established on a departmental basis with the approval of the Town Manager, with the needs of the department and the Town being the primary consideration and the preferences of the employee being a secondary consideration.
19.2 The normal workday for employees is eight (8) hours per day.
19.3 The Town Manager may designate other normal working hours as required by the needs of the Town. This may include what are referred to as “9-80” or “4-10” work schedules.
19.4 If an employee is required to work overtime because of an emergency declared by the Town Manager or designee, that employee’s regular work schedule (other than during the period of emergency) shall remain unchanged. Any such overtime shall be treated as compensatory time and shall be used by the employee at the employee’s discretion subject to approval by the employee’s supervisor or Department Head. In the event the Town is reimbursed by the State or Federal emergency management systems for overtime earned during an emergency, members may, on their individual discretion, request to exchange earned compensatory time for paid time up to the amount of unused compensatory time earned during the emergency. Should reimbursement be in an amount less than required to totally compensate all eligible employees, the funds shall be used as a pool and all employees requesting reimbursement will receive a pro rata share against total overtime hours worked.
ARTICLE 20: Salaries and Wages
20.1 Salary Scales
The salary scale shall consist of eight (8) steps, attached as Exhibit B.
20.2 Base Annual Salaries
Employees shall receive the following adjustments to base salary effective on the dates as shown.
Increases will go into effect on the first full pay period of the month.
July, 2023............................8% pay adjustment
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
July, 2024............................2% pay adjustment July, 2025............................2% pay adjustment
20.3 Bilingual Pay
The Town acknowledges that bilingual speaking ability may enhance an employee’s ability to contribute to the Town. As such, employees who meet bilingual proficiency qualifications may receive a pay differential of five percent (5%) of their base salary. Approval of bilingual pay shall be tied into demonstrated enhancements from an employee’s ability to speak dual languages. The Town Manager and Human Resources Manager shall determine the appropriateness of bilingual pay, designate language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, and which will determine the qualifications for and maintenance of this incentive.
20.4 Special Compensation
The Town and the Association agree that an employee’s possession of certain appropriate certifications, licenses, degrees, and skills which are not a part of the required qualifications for a position (as outlined in the position’s job description) may be of value to the Town, and, when utilized, increase the employee’s value. Department Heads and/or employees may identify such certifications, licenses, degrees, and skills that could merit special function pay, and present a request to the Town Manager, or designee, for final approval. Employees must actively and regularly utilize certifications, licenses, degrees, and skills that are identified and requested by the Town in order to qualify and maintain special compensation status. Each assignment eligible for special compensation shall be a minimum of two and one-half percent (2.5%) of an employee’s base salary. No employee shall be eligible to receive more than five percent (5%) in special compensation, exclusive of Bilingual Pay. Final approval of assignments eligible for special compensation shall be determined by the Town Manager, or designee, as requested by the employee’s Department Head and the Human Resources Manager. Special compensation exceeding five percent (5%), exclusive of Bilingual Pay, may be authorized at the discretion of the Town Manager, or designee.
Special compensation may include, but is not limited to:
Water Certification Premium
Training Premium
Class A or B commercial driver’s license used, but not required for position.
20.5 Bonus
On the regular pay date following ratification and adoption of this Agreement by the Town Council, all employees shall receive a one-time lump-sum payment of three thousand dollars ($3,000) as an appreciation bonus. Employees must be employed by the Town on the date of payment to be eligible for this bonus program, employees may elect to have any or all the lumpsum payment deposited into an eligible 457(b) account, and the appreciation bonus payment shall be subject to all applicable taxes and withholdings.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
Employees shall be eligible for an annual contingent payment based upon Transient Occupancy Tax (TOT) revenues received during the previous fiscal year, in order to allow them to share in the success of the Town. No individual payment shall exceed four thousand dollars ($4,000). The amount will be based on eight percent (8%) of the TOT revenues that are greater than the amount budgeted to be received and retained by the Town (i.e., the amount does not include TOT allocated to outside agencies (Tourism, Housing, and Transit). The revenue sharing payment shall be calculated based on the total year end Town’s share of TOT revenues above the original fiscal year TOT budget. This amount shall be divided by the number of all eligible, miscellaneous regular employees at the time of the payment to determine the amount per employee. In order to be eligible for this contingent revenue sharing payment, an employee must be (a) employed with the Town for some part of the fiscal year on which the calculation is based, and (b) be employed with the Town on the date the payment is made. Eligibility for this payment is not complete, and no right to this payment is earned, unless both of these criteria are satisfied. New employees who join Town service during any year who are not employed by the Town for the full fiscal year, but who are employed when the payments are calculated and paid, are eligible for a pro-rata payment based on regular hours worked, including part-time employment for employees that subsequently became full-time prior to the start of the fiscal year. Payments shall be deposited on the first regular payroll in August following the close of the fiscal year on which the calculation is based. Payments shall be subject to applicable state and federal tax withholdings. Payments shall not be subject to retirement.
ARTICLE 21: Paid Municipal Holidays
All holidays are considered one eight (8)-hour workday. The following are recognized as paid municipal holidays:
New Year’s Day;
Martin Luther King Jr. Day;
Presidents’ Day;
Memorial Day;
Independence Day;
Labor Day;
Veterans Day;
Thanksgiving Day;
Friday following Thanksgiving Day;
Christmas Eve;
Christmas Day;
New Year’s Eve.
If a paid municipal holiday falls upon a Sunday, the Monday following will be considered the observed holiday. If said holidays fall upon a Saturday, the Friday preceding will be considered the observed holiday. If the alternative Monday or Friday is already a different holiday (i.e., in the case of Christmas Eve and Christmas Day), the holiday will be observed on whichever day, Monday or Friday, is not already a holiday. A list of recognized paid municipal holidays shall be
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
established and published by the Human Resources Department in the form of a memorandum to all full-time, regular employees.
ARTICLE 22: Overtime
22.1 Overtime Policy – Definition
It is the policy of the Town that overtime work is to be kept at a minimum consistent with the protection of the lives and property of Mammoth Lakes citizens and the efficient operation of the Departments and operations of the Town. Overtime must be authorized in advance by both the supervisor and Department Head and is subject to such other rules and procedures as the Town Manager may prescribe.
Overtime shall be defined as time actually worked beyond forty (40) hours per work week. “Time actually worked” is defined as all time during which an employee is necessarily required by the employer to be on the employer’s premises, on duty, or at a prescribed workplace. Properly approved travel time for work purposes will be compensated as “hours worked” in compliance with applicable Fair Labor Standards Act (FLSA) regulations. Town paid comprehensive leave and municipal holidays shall be considered “hours worked” and are included for the purposes of calculating overtime. Town paid leave taken as compensatory time, meal periods, other state or federal paid leaves, release time for Association business, and any non-paid leave times are not considered “time actually worked”.
22.2 Overtime Compensation
For hours worked in excess of forty (40) hours in any workweek, one of the following shall occur at the discretion of the Department Head, and in consultation with the employee.
Employee shall accrue compensatory time-off on a time-and-one-half basis; or, Overtime shall be paid at time-and-one-half the regular hourly rate of pay.
22.3 Maximum Accumulation of Compensatory Time
Employees may accumulate up to one hundred (100) hours of compensatory time. Time off for compensatory time must be approved in advance by the Department Head, or their designee. In the event of a separation from service, the employee shall be entitled to a cash payment of all their accumulated compensatory time, regardless of cause or reason.
22.4 Usage of Compensatory Time
Compensatory time earned shall be used at the employee’s discretion with the prior approval of the employee’s supervisor or their designee. The employee must be permitted to use the compensatory time off within a reasonable period after making a request if the employee’s use of the compensatory time does not unduly disrupt the operation of the department.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
22.5 Compensatory Leave at Termination
Upon separation from the Town, employee shall receive payment for all accrued compensatory leave at the employee’s current regular rate of pay, or as required by law.
22.6 Overtime Meal Allowance
In the event employees are required to work a twelve (12) hour shift or longer, members shall receive a twenty-three dollar ($23) meal allowance per shift worked.
ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime
23.1 A unit member on a leave of absence without pay shall not receive any compensation for holidays occurring during such leave.
23.2 A unit member must be in a pay status on the workday preceding a holiday to be eligible to be compensated for the holiday.
23.3 All time worked on a paid municipal holiday as defined by the Town, except personal leave, shall be paid at the rate of one and one-half (1.5) times the employee’s regular rate of pay or shift differential rate, whichever is applicable. The employee will also receive time off in an amount equal to up to eight (8) hours of compensatory time for hours actually worked on the paid municipal holiday and shall be deposited into the employee’s compensatory leave bank. Hours banked as compensatory time for hours worked on the paid municipal holiday shall be used as outlined in section 22.4. Hours banked as compensatory time in excess of one hundred (100) for hours worked on the paid municipal holiday shall be paid out in accordance with section 22.3.
23.4 During the observed paid municipal holidays of Thanksgiving Day and Christmas Day, each unit member called into work, may elect one of the following as compensation for holiday overtime:
a. Overtime pay at 2.5 times the base hourly pay rate; or, b. Compensatory time at 2.5 times the hours worked.
ARTICLE 24: Call-In/Standby
24.1 Definitions
“Standby” occurs when a unit member is required to be available for duty. “Call-in” occurs when unit members, including those on standby, who are not scheduled to work, are called in to work.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
24.2 Standby
Standby status must be assigned and is to be paid at one hour at time and one-half the employee’s regular rate of pay for every period of twelve (12) hours or less the employee is assigned and two hours at time and one-half for every period of between twelve (12) and twenty-four (24) hours the employee is assigned. A two (2) hour minimum, at time and one-half of the employee’s regular rate of pay, shall be paid to all unit members who are called in to work who are on standby. When a unit member is called in again in the same standby period, this would constitute another call-in and the unit member would start another two (2) hour minimum.
24.3 Call-In
Unit members who are not on standby, but who are called in, will be paid as specified in subsection
24.2 above, but will receive a four (4) hour minimum at their applicable overtime rate.
ARTICLE 25: Driver’s Physical Examination
When a physical examination is required for the acquisition or renewal of a driver’s license required in the performance of Town employment, the examination shall be provided by a doctor designated by the Town at the Town’s expense and said examination shall be performed during unit member’s regular work hours, without any deduction from pay.
ARTICLE 26: Safety Equipment
26.1 Safety and Weather Protection Equipment
Employees shall receive new or used replacement safety and weather protection equipment as necessary in the performance of their assignments.
Public Works Department field employees shall be issued and/or have replaced the following minimum issue of safety and weather protection equipment:
Polarized Sunglasses
Heavy-duty work gloves
Heavy-duty cold weather gloves
Jackets with hoods
Vests
Warm-up pants
Cold weather boots
Extra boot liners
Gaiters
Other safety-related equipment such as reflective vests, hats, etc., as needed.
The following equipment shall be made available to employees on an as needed basis: rain jacket with hood, rain pants, and waders. Safety and weather protection equipment shall remain the
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
property of the Town and all such equipment issued by the Town shall be inventoried on an annual basis.
26.2 Boot and Sunglass Allowance
Employees shall receive reimbursement up to four hundred and twenty-five dollars ($425.00) per fiscal year for the purchase of safety boots, sunglasses, and any related items as approved by the employee’s supervisor.
Employees shall receive this amount subsequent to the submittal of receipts or other verification of purchase to the Administrative Services/Finance Director, or designee.
26.3 Tool Allowance
Employees in the classification of “Equipment Mechanic,” “Equipment Mechanic Lead Worker,” and “Equipment Mechanic Trainee” shall receive reimbursement of up to one thousand five hundred dollars ($1,500) per fiscal year for the purchase of hand tools. Employees shall receive this amount subsequent to the submittal of receipts or other verification of purchase to the Administrative Services/Finance Director, or designee.
ARTICLE 27: Severance
If an employee is laid off by the Town without cause, upon separation agreement approved by the Town which releases all claims against the Town, Town employees, and Town officials, the employee shall be eligible to receive severance payment in accordance with the schedule below.
All payments under this section are subject to applicable payroll taxes and withholdings.
Five years of continuous service Two weeks (80 hours)
Ten or more years of continuous service Four weeks (160 hours) ARTICLE 28: Effect of Agreement
28.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment executed according to the provisions of the Agreement.
28.2 Improvements in Benefits
Improvements in member benefits contained in this Agreement which are brought about by the amendment or addition of statutory mandated guarantees now provided in California law shall be incorporated into this Agreement.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
28.3 Savings
If any provision of this Agreement or any application thereof to any member is held by a court of competent jurisdiction to be contrary to law, then such provision or application shall be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect.
ARTICLE 29: Severability
Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause, or provision shall not invalidate the remaining portions thereof, and such remaining portions shall remain in full force and effect.
Upon such invalidation, the parties agree to meet and confer immediately on substitute provisions for such parts or provisions rendered or declared illegal or an unfair labor practice.
ARTICLE 30: Duration
The provisions set forth herein are final. Except as otherwise provided herein, no changes or modifications shall be offered, urged, or otherwise presented by the Public Works Employees’ Association or the Town of Mammoth Lakes for the duration of this Agreement, provided, however, that nothing herein shall prevent the parties from meeting and conferring and making modifications herein by mutual consent. The provisions herein shall be from July 1, 2023 to June 30, 2026.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
EXHIBIT A
List Classifications Represented by the Public Works Employees’ Association Airport Maintenance Coordinator
Airport Operations Lead
Equipment Mechanic
Equipment Mechanic Lead Worker
Equipment Mechanic Trainee
Parks Maintenance Worker
Parks Maintenance Lead Worker
Public Works Facilities Worker
Public Works Maintenance Lead Worker
Public Works Maintenance Supervisor
Public Works Maintenance Worker
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2023 – June 30, 2026
EXHIBIT B
Compensation Schedules
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Approve and adopt Resolution No. 23-XX establishing the fiscal year 2023-24, 2024-25, and 2025-26 compensation schedules for the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and the Mammoth Lakes Public Works Employees' Association (“PWEA”).
Council Meeting Date: 6/21/2023
Prepared by: Rob Patterson, Administrative Services/Finance Director Recommended Motion: Approve the Resolution adopting the compensation schedules for the next three fiscal years for the GEA, MEA, and PWEA.
Summary: Town Management has met and conferred in good faith with three of its recognized employee associations, the Mammoth Lakes General Employees’ Association, the Mammoth Lakes Management Employees’ Association, and the Mammoth Lakes Public Works Employees' Association and recent labor negotiations have seen tentative agreements reached between the Town of Mammoth Lakes and the GEA, MEA, and PWEA. The attached compensation schedules reflect the agreed upon increases to compensation for all positions represented by the associations for the entire term of the agreement.
1 RESOLUTION NO. 23--XX
A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF MAMMOTH
LAKES, CALIFORNIA, ESTABLISHING SALARIES FOR EMPLOYEES IN
POSITIONS REPRESENTED BY RECOGNIZED BARGAINING UNITS, THE MAMMOTH LAKES GENERAL EMPLOYEES’ ASSOCIATION, THE MAMMOTH LAKES MANAGEMENT EMPLOYEES’ ASSOCIATION, AND THE MAMMOTH LAKES PUBLIC WORKS EMPLOYEES’ ASSOCIATION.
WHEREAS, the Town of Mammoth Lakes (“Town”) recognizes the following bargaining units:
the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and Mammoth Lakes Public Works Employees’ Association (“PWEA”).
WHEREAS, the Town and the recognized bargaining units have negotiated salary adjustments for the positions represented by the GEA, MEA, and PWEA; and WHEREAS, the salary schedules provide information essential for required retirement reporting and other purposes; and
WHEREAS, the salary schedules for each of the bargaining units are defined as provided in Attachment A and incorporated herein by and for reference.
NOW, THEREFORE, BE IT RESOLVED BY THE TOWN COUNCIL OF THE TOWN OF MAMMOTH LAKES AS FOLLOWS:
The attached salary schedules for fiscal years 2023-24, 2024-25, and 2025-26 will be effective July 10, 2023.
APPROVED AND ADOPTED THIS 21st DAY OF JUNE 2023.
_________________________________
JOHN WENTWORTH, Mayor
ATTEST:
__________________________
JAMIE GRAY, Town Clerk
GEA Salary Schedules ‐ Effective July 2023
Rev. July, 2023
Pay ANNUAL MONTHLY HOURLY
RangeA B C D E F G H A B C D E F G H A B C D E F G H
G/100 34,133 35,840 37,632 39,514 41,490 43,565 45,743 48,030 G/100 2,844 2,987 3,136 3,293 3,458 3,630 3,812 4,003 G/100 16.4103 17.2308 18.0923 18.9971 19.9471 20.9447 21.9918 23.0913 G/101 34,475 36,199 38,009 39,909 41,904 43,999 46,199 48,509 G/101 2,873 3,017 3,167 3,326 3,492 3,667 3,850 4,042 G/101 16.5745 17.4034 18.2736 19.1870 20.1462 21.1534 22.2111 23.3216 G/102 34,820 36,561 38,389 40,308 42,323 44,439 46,661 48,994 G/102 2,902 3,047 3,199 3,359 3,527 3,703 3,888 4,083 G/102 16.7404 17.5774 18.4563 19.3788 20.3476 21.3649 22.4332 23.5548 G/103 35,168 36,926 38,772 40,711 42,747 44,884 47,128 49,484 G/103 2,931 3,077 3,231 3,393 3,562 3,740 3,927 4,124 G/103 16.9077 17.7529 18.6404 19.5726 20.5514 21.5788 22.6577 23.7904 G/104 35,520 37,296 39,161 41,119 43,175 45,334 47,601 49,981 G/104 2,960 3,108 3,263 3,427 3,598 3,778 3,967 4,165 G/104 17.0769 17.9308 18.8274 19.7688 20.7572 21.7952 22.8851 24.0293 G/105 35,875 37,669 39,552 41,530 43,607 45,787 48,076 50,480 G/105 2,990 3,139 3,296 3,461 3,634 3,816 4,006 4,207 G/105 17.2476 18.1101 19.0154 19.9663 20.9649 22.0130 23.1135 24.2692 G/106 36,234 38,046 39,948 41,945 44,042 46,244 48,556 50,984 G/106 3,020 3,171 3,329 3,495 3,670 3,854 4,046 4,249 G/106 17.4202 18.2913 19.2058 20.1659 21.1740 22.2327 23.3442 24.5115 G/107 36,596 38,426 40,347 42,364 44,482 46,706 49,041 51,493 G/107 3,050 3,202 3,362 3,530 3,707 3,892 4,087 4,291 G/107 17.5942 18.4740 19.3976 20.3673 21.3856 22.4548 23.5774 24.7563 G/108 36,962 38,810 40,751 42,789 44,928 47,174 49,533 52,010 G/108 3,080 3,234 3,396 3,566 3,744 3,931 4,128 4,334 G/108 17.7702 18.6587 19.5918 20.5716 21.6000 22.6798 23.8139 25.0048 G/109 37,332 39,199 41,159 43,217 45,378 47,647 50,029 52,530 G/109 3,111 3,267 3,430 3,601 3,782 3,971 4,169 4,378 G/109 17.9481 18.8457 19.7880 20.7774 21.8163 22.9072 24.0524 25.2548 G/110 37,705 39,590 41,570 43,649 45,831 48,123 50,529 53,055 G/110 3,142 3,299 3,464 3,637 3,819 4,010 4,211 4,421 G/110 18.1274 19.0337 19.9856 20.9851 22.0341 23.1361 24.2928 25.5072 G/111 38,082 39,986 41,985 44,084 46,288 48,602 51,032 53,584 G/111 3,174 3,332 3,499 3,674 3,857 4,050 4,253 4,465 G/111 18.3087 19.2240 20.1851 21.1942 22.2538 23.3663 24.5346 25.7615 G/112 38,463 40,386 42,405 44,525 46,751 49,089 51,543 54,120 G/112 3,205 3,366 3,534 3,710 3,896 4,091 4,295 4,510 G/112 18.4918 19.4163 20.3870 21.4063 22.4764 23.6005 24.7803 26.0192 G/113 38,848 40,790 42,830 44,972 47,221 49,582 52,061 54,664 G/113 3,237 3,399 3,569 3,748 3,935 4,132 4,338 4,555 G/113 18.6769 19.6106 20.5913 21.6212 22.7024 23.8375 25.0293 26.2808 G/114 39,236 41,198 43,258 45,421 47,692 50,077 52,581 55,210 G/114 3,270 3,433 3,605 3,785 3,974 4,173 4,382 4,601 G/114 18.8635 19.8067 20.7971 21.8370 22.9288 24.0755 25.2793 26.5433 G/115 39,628 41,609 43,689 45,873 48,167 50,575 53,104 55,759 G/115 3,302 3,467 3,641 3,823 4,014 4,215 4,425 4,647 G/115 19.0519 20.0043 21.0043 22.0543 23.1572 24.3149 25.5308 26.8072 G/116 40,024 42,025 44,126 46,332 48,649 51,081 53,635 56,317 G/116 3,335 3,502 3,677 3,861 4,054 4,257 4,470 4,693 G/116 19.2423 20.2043 21.2144 22.2750 23.3889 24.5582 25.7861 27.0755 G/117 40,424 42,445 44,567 46,795 49,135 51,592 54,172 56,881 G/117 3,369 3,537 3,714 3,900 4,095 4,299 4,514 4,740 G/117 19.4346 20.4063 21.4264 22.4976 23.6226 24.8038 26.0442 27.3466 G/118 40,828 42,869 45,012 47,263 49,626 52,107 54,712 57,448 G/118 3,402 3,572 3,751 3,939 4,136 4,342 4,559 4,787 G/118 19.6288 20.6101 21.6404 22.7226 23.8587 25.0514 26.3038 27.6192 G/119 41,236 43,298 45,463 47,736 50,123 52,629 55,260 58,023 G/119 3,436 3,608 3,789 3,978 4,177 4,386 4,605 4,835 G/119 19.8250 20.8163 21.8572 22.9500 24.0976 25.3024 26.5673 27.8957 G/120 41,648 43,730 45,917 48,213 50,624 53,155 55,813 58,604 G/120 3,471 3,644 3,826 4,018 4,219 4,430 4,651 4,884 G/120 20.0231 21.0240 22.0755 23.1793 24.3385 25.5553 26.8332 28.1750 G/121 42,064 44,167 46,375 48,694 51,129 53,685 56,369 59,187 G/121 3,505 3,681 3,865 4,058 4,261 4,474 4,697 4,932 G/121 20.2231 21.2341 22.2957 23.4106 24.5813 25.8101 27.1005 28.4553 G/122 42,485 44,609 46,839 49,181 51,640 54,222 56,933 59,780 G/122 3,540 3,717 3,903 4,098 4,303 4,519 4,744 4,982 G/122 20.4255 21.4466 22.5188 23.6447 24.8269 26.0683 27.3716 28.7404 G/123 42,910 45,056 47,309 49,674 52,158 54,766 57,504 60,379 G/123 3,576 3,755 3,942 4,140 4,347 4,564 4,792 5,032 G/123 20.6298 21.6615 22.7447 23.8817 25.0760 26.3298 27.6462 29.0284 G/124 43,339 45,506 47,781 50,170 52,679 55,313 58,079 60,983 G/124 3,612 3,792 3,982 4,181 4,390 4,609 4,840 5,082 G/124 20.8361 21.8779 22.9716 24.1202 25.3264 26.5928 27.9226 29.3188 G/125 43,772 45,961 48,259 50,672 53,206 55,866 58,659 61,592 G/125 3,648 3,830 4,022 4,223 4,434 4,656 4,888 5,133 G/125 21.0442 22.0966 23.2014 24.3615 25.5798 26.8587 28.2014 29.6115 G/126 44,210 46,421 48,742 51,179 53,738 56,425 59,246 62,208 G/126 3,684 3,868 4,062 4,265 4,478 4,702 4,937 5,184 G/126 21.2548 22.3178 23.4337 24.6053 25.8356 27.1274 28.4837 29.9077 G/127 44,652 46,885 49,229 51,690 54,275 56,989 59,838 62,830 G/127 3,721 3,907 4,102 4,308 4,523 4,749 4,987 5,236 G/127 21.4673 22.5409 23.6678 24.8510 26.0938 27.3986 28.7683 30.2067 G/128 45,099 47,354 49,722 52,208 54,818 57,559 60,437 63,459 G/128 3,758 3,946 4,144 4,351 4,568 4,797 5,036 5,288 G/128 21.6822 22.7663 23.9048 25.1000 26.3548 27.6726 29.0563 30.5091 G/129 45,550 47,828 50,219 52,730 55,367 58,135 61,042 64,094 G/129 3,796 3,986 4,185 4,394 4,614 4,845 5,087 5,341 G/129 21.8990 22.9942 24.1438 25.3510 26.6188 27.9495 29.3471 30.8144 G/130 46,006 48,306 50,721 53,257 55,920 58,716 61,652 64,735 G/130 3,834 4,026 4,227 4,438 4,660 4,893 5,138 5,395 G/130 22.1183 23.2240 24.3851 25.6043 26.8846 28.2288 29.6404 31.1226 G/131 46,466 48,789 51,228 53,789 56,478 59,302 62,267 65,380 G/131 3,872 4,066 4,269 4,482 4,707 4,942 5,189 5,448 G/131 22.3394 23.4563 24.6288 25.8601 27.1529 28.5106 29.9361 31.4327 G/132 46,931 49,278 51,742 54,329 57,045 59,897 62,892 66,037 G/132 3,911 4,107 4,312 4,527 4,754 4,991 5,241 5,503 G/132 22.5630 23.6913 24.8760 26.1197 27.4255 28.7966 30.2365 31.7486 G/133 47,400 49,770 52,259 54,872 57,616 60,497 63,522 66,698 G/133 3,950 4,148 4,355 4,573 4,801 5,041 5,294 5,558 G/133 22.7885 23.9279 25.1245 26.3808 27.7000 29.0851 30.5394 32.0663 G/134 47,874 50,268 52,781 55,420 58,191 61,101 64,156 67,364 G/134 3,990 4,189 4,398 4,618 4,849 5,092 5,346 5,614 G/134 23.0163 24.1673 25.3755 26.6442 27.9764 29.3755 30.8442 32.3865 G/135 48,353 50,771 53,310 55,976 58,775 61,714 64,800 68,040 G/135 4,029 4,231 4,443 4,665 4,898 5,143 5,400 5,670 G/135 23.2466 24.4091 25.6298 26.9115 28.2572 29.6702 31.1538 32.7115 G/136 48,837 51,279 53,843 56,535 59,362 62,330 65,447 68,719 G/136 4,070 4,273 4,487 4,711 4,947 5,194 5,454 5,727 G/136 23.4793 24.6534 25.8861 27.1803 28.5394 29.9663 31.4649 33.0380 G/137 49,325 51,791 54,381 57,100 59,955 62,953 66,101 69,406 G/137 4,110 4,316 4,532 4,758 4,996 5,246 5,508 5,784 G/137 23.7139 24.8995 26.1447 27.4519 28.8245 30.2659 31.7793 33.3683 G/138 49,818 52,309 54,924 57,670 60,554 63,582 66,761 70,099 G/138 4,152 4,359 4,577 4,806 5,046 5,299 5,563 5,842 G/138 23.9510 25.1486 26.4058 27.7260 29.1125 30.5683 32.0966 33.7014 G/139 50,316 52,832 55,474 58,248 61,160 64,218 67,429 70,800 G/139 4,193 4,403 4,623 4,854 5,097 5,352 5,619 5,900 G/139 24.1904 25.4000 26.6702 28.0038 29.4038 30.8740 32.4178 34.0385 G/140 50,819 53,360 56,028 58,829 61,770 64,859 68,102 71,507 G/140 4,235 4,447 4,669 4,902 5,148 5,405 5,675 5,959 G/140 24.4322 25.6538 26.9365 28.2832 29.6971 31.1822 32.7413 34.3784 G/141 51,327 53,893 56,588 59,417 62,388 65,507 68,782 72,221 G/141 4,277 4,491 4,716 4,951 5,199 5,459 5,732 6,018 G/141 24.6764 25.9101 27.2058 28.5659 29.9942 31.4938 33.0683 34.7216 G/142 51,840 54,432 57,154 60,012 63,013 66,164 69,472 72,946 G/142 4,320 4,536 4,763 5,001 5,251 5,514 5,789 6,079 G/142 24.9231 26.1692 27.4779 28.8519 30.2947 31.8096 33.4000 35.0702 G/143 52,358 54,976 57,725 60,611 63,642 66,824 70,165 73,673 G/143 4,363 4,581 4,810 5,051 5,304 5,569 5,847 6,139 G/143 25.1721 26.4308 27.7524 29.1399 30.5971 32.1269 33.7332 35.4197 G/144 52,882 55,526 58,302 61,217 64,278 67,492 70,867 74,410 G/144 4,407 4,627 4,859 5,101 5,357 5,624 5,906 6,201 G/144 25.4240 26.6952 28.0298 29.4313 30.9029 32.4481 34.0707 35.7740 G/145 53,411 56,082 58,886 61,830 64,922 68,168 71,576 75,155 G/145 4,451 4,674 4,907 5,153 5,410 5,681 5,965 6,263 G/145 25.6784 26.9625 28.3106 29.7260 31.2125 32.7731 34.4115 36.1322 G/146 53,945 56,642 59,474 62,448 65,570 68,849 72,291 75,906 G/146 4,495 4,720 4,956 5,204 5,464 5,737 6,024 6,326 G/146 25.9351 27.2317 28.5933 30.0231 31.5240 33.1005 34.7553 36.4933 G/147 54,484 57,208 60,068 63,071 66,225 69,536 73,013 76,664 G/147 4,540 4,767 5,006 5,256 5,519 5,795 6,084 6,389 G/147 26.1942 27.5038 28.8788 30.3226 31.8389 33.4308 35.1024 36.8577 G/148 55,029 57,780 60,669 63,702 66,887 70,231 73,743 77,430 G/148 4,586 4,815 5,056 5,309 5,574 5,853 6,145 6,453 G/148 26.4563 27.7788 29.1678 30.6260 32.1572 33.7649 35.4534 37.2260 G/149 55,579 58,358 61,276 64,340 67,557 70,935 74,482 78,206 G/149 4,632 4,863 5,106 5,362 5,630 5,911 6,207 6,517 G/149 26.7207 28.0567 29.4596 30.9327 32.4793 34.1034 35.8087 37.5990 G/150 56,135 58,942 61,889 64,983 68,232 71,644 75,226 78,987 G/150 4,678 4,912 5,157 5,415 5,686 5,970 6,269 6,582 G/150 26.9880 28.3375 29.7543 31.2418 32.8038 34.4442 36.1663 37.9745 G/151 56,696 59,531 62,508 65,633 68,915 72,361 75,979 79,778 G/151 4,725 4,961 5,209 5,469 5,743 6,030 6,332 6,648 G/151 27.2577 28.6207 30.0519 31.5543 33.1322 34.7889 36.5284 38.3548 G/152 57,263 60,126 63,132 66,289 69,603 73,083 76,737 80,574 G/152 4,772 5,011 5,261 5,524 5,800 6,090 6,395 6,715 G/152 27.5303 28.9067 30.3519 31.8697 33.4630 35.1361 36.8928 38.7375 G/153 57,836 60,728 63,764 66,952 70,300 73,815 77,506 81,381 G/153 4,820 5,061 5,314 5,579 5,858 6,151 6,459 6,782 G/153 27.8058 29.1962 30.6558 32.1885 33.7981 35.4880 37.2625 39.1255 G/154 58,414 61,335 64,402 67,622 71,003 74,553 78,281 82,195 G/154 4,868 5,111 5,367 5,635 5,917 6,213 6,523 6,850 G/154 28.0837 29.4880 30.9625 32.5106 34.1361 35.8428 37.6351 39.5168 G/155 58,998 61,948 65,045 68,297 71,712 75,298 79,063 83,016 G/155 4,917 5,162 5,420 5,691 5,976 6,275 6,589 6,918 G/155 28.3644 29.7827 31.2716 32.8351 34.4769 36.2010 38.0111 39.9115 G/156 59,588 62,567 65,695 68,980 72,429 76,050 79,853 83,846 G/156 4,966 5,214 5,475 5,748 6,036 6,338 6,654 6,987 G/156 28.6481 30.0803 31.5841 33.1635 34.8216 36.5625 38.3909 40.3106 G/157 60,184 63,193 66,353 69,671 73,155 76,813 80,654 84,687 G/157 5,015 5,266 5,529 5,806 6,096 6,401 6,721 7,057 G/157 28.9346 30.3813 31.9005 33.4957 35.1707 36.9293 38.7760 40.7149 G/158 60,786 63,825 67,016 70,367 73,885 77,579 81,458 85,531 G/158 5,066 5,319 5,585 5,864 6,157 6,465 6,788 7,128 G/158 29.2240 30.6851 32.2192 33.8303 35.5216 37.2976 39.1625 41.1207 G/159 61,394 64,464 67,687 71,071 74,625 78,356 82,274 86,388 G/159 5,116 5,372 5,641 5,923 6,219 6,530 6,856 7,199 G/159 29.5163 30.9923 32.5418 34.1688 35.8774 37.6712 39.5548 41.5327 G/160 62,008 65,108 68,363 71,781 75,370 79,139 83,096 87,251 G/160 5,167 5,426 5,697 5,982 6,281 6,595 6,925 7,271 G/160 29.8115 31.3019 32.8668 34.5101 36.2356 38.0476 39.9500 41.9476 G/161 62,628 65,759 69,047 72,499 76,124 79,930 83,927 88,123 G/161 5,219 5,480 5,754 6,042 6,344 6,661 6,994 7,344 G/161 30.1096 31.6149 33.1957 34.8553 36.5981 38.4279 40.3495 42.3668 G/162 63,254 66,417 69,738 73,225 76,886 80,730 84,767 89,005 G/162 5,271 5,535 5,812 6,102 6,407 6,728 7,064 7,417 G/162 30.4106 31.9313 33.5279 35.2043 36.9644 38.8125 40.7534 42.7909 G/163 63,887 67,081 70,435 73,957 77,655 81,538 85,615 89,896 G/163 5,324 5,590 5,870 6,163 6,471 6,795 7,135 7,491 G/163 30.7149 32.2505 33.8630 35.5563 37.3341 39.2010 41.1611 43.2192 G/164 64,526 67,752 71,140 74,697 78,432 82,354 86,472 90,796 G/164 5,377 5,646 5,928 6,225 6,536 6,863 7,206 7,566 G/164 31.0221 32.5731 34.2019 35.9120 37.7077 39.5933 41.5731 43.6519 G/165 65,171 68,430 71,852 75,445 79,217 83,178 87,337 91,704 G/165 5,431 5,703 5,988 6,287 6,601 6,932 7,278 7,642 G/165 31.3322 32.8990 34.5442 36.2716 38.0851 39.9894 41.9889 44.0885 G/166 65,823 69,114 72,570 76,199 80,009 84,009 88,209 92,619 G/166 5,485 5,760 6,048 6,350 6,667 7,001 7,351 7,718 G/166 31.6457 33.2279 34.8894 36.6341 38.4659 40.3889 42.4082 44.5284 G/167 66,481 69,805 73,295 76,960 80,808 84,848 89,090 93,545 G/167 5,540 5,817 6,108 6,413 6,734 7,071 7,424 7,795 G/167 31.9620 33.5601 35.2380 37.0000 38.8500 40.7923 42.8317 44.9736 G/168 67,146 70,503 74,028 77,729 81,615 85,696 89,981 94,480 G/168 5,596 5,875 6,169 6,477 6,801 7,141 7,498 7,873 G/168 32.2817 33.8957 35.5904 37.3697 39.2380 41.2000 43.2601 45.4231 G/169 67,817 71,208 74,768 78,506 82,431 86,553 90,881 95,425 G/169 5,651 5,934 6,231 6,542 6,869 7,213 7,573 7,952 G/169 32.6043 34.2346 35.9462 37.7433 39.6303 41.6120 43.6928 45.8774 G/170 68,495 71,920 75,516 79,292 83,257 87,420 91,791 96,381 G/170 5,708 5,993 6,293 6,608 6,938 7,285 7,649 8,032 G/170 32.9303 34.5769 36.3058 38.1212 40.0274 42.0288 44.1303 46.3370 G/171 69,180 72,639 76,271 80,085 84,089 88,293 92,708 97,343 G/171 5,765 6,053 6,356 6,674 7,007 7,358 7,726 8,112 G/171 33.2596 34.9226 36.6688 38.5024 40.4274 42.4486 44.5712 46.7995 G/172 69,872 73,366 77,034 80,886 84,930 89,177 93,636 98,318 G/172 5,823 6,114 6,420 6,741 7,078 7,431 7,803 8,193 G/172 33.5923 35.2721 37.0356 38.8875 40.8317 42.8736 45.0173 47.2683 G/173 70,571 74,100 77,805 81,695 85,780 90,069 94,572 99,301 G/173 5,881 6,175 6,484 6,808 7,148 7,506 7,881 8,275 G/173 33.9284 35.6250 37.4063 39.2764 41.2404 43.3024 45.4673 47.7409 G/174 71,277 74,841 78,583 82,512 86,638 90,970 95,519 100,295 G/174 5,940 6,237 6,549 6,876 7,220 7,581 7,960 8,358 G/174 34.2678 35.9813 37.7803 39.6692 41.6529 43.7356 45.9226 48.2188 G/175 71,990 75,590 79,370 83,339 87,506 91,881 96,475 101,299 G/175 5,999 6,299 6,614 6,945 7,292 7,657 8,040 8,442 G/175 34.6106 36.3413 38.1587 40.0668 42.0702 44.1736 46.3822 48.7014 G/176 72,710 76,346 80,163 84,171 88,380 92,799 97,439 102,311 G/176 6,059 6,362 6,680 7,014 7,365 7,733 8,120 8,526 G/176 34.9567 36.7048 38.5399 40.4668 42.4904 44.6149 46.8457 49.1880 G/177 73,437 77,109 80,964 85,012 89,263 93,726 98,412 103,333 G/177 6,120 6,426 6,747 7,084 7,439 7,811 8,201 8,611 G/177 35.3063 37.0716 38.9250 40.8712 42.9149 45.0606 47.3135 49.6793 G/178 74,171 77,880 81,774 85,863 90,156 94,664 99,397 104,367 G/178 6,181 6,490 6,815 7,155 7,513 7,889 8,283 8,697 G/178 35.6591 37.4423 39.3144 41.2803 43.3442 45.5115 47.7870 50.1764 G/179 74,913 78,659 82,592 86,722 91,058 95,611 100,392 105,412 G/179 6,243 6,555 6,883 7,227 7,588 7,968 8,366 8,784 G/179 36.0159 37.8168 39.7077 41.6933 43.7779 45.9668 48.2654 50.6788 G/180 75,662 79,445 83,417 87,588 91,967 96,565 101,393 106,463 G/180 6,305 6,620 6,951 7,299 7,664 8,047 8,449 8,872 G/180 36.3760 38.1947 40.1043 42.1096 44.2149 46.4255 48.7466 51.1841 G/181 76,419 80,240 84,252 88,465 92,888 97,532 102,409 107,529 G/181 6,368 6,687 7,021 7,372 7,741 8,128 8,534 8,961 G/181 36.7399 38.5769 40.5058 42.5313 44.6577 46.8904 49.2351 51.6966 G/182 77,183 81,042 85,094 89,349 93,816 98,507 103,432 108,604 G/182 6,432 6,754 7,091 7,446 7,818 8,209 8,619 9,050 G/182 37.1072 38.9625 40.9106 42.9563 45.1038 47.3591 49.7269 52.2135 G/183 77,955 81,853 85,946 90,243 94,755 99,493 104,468 109,691 G/183 6,496 6,821 7,162 7,520 7,896 8,291 8,706 9,141 G/183 37.4784 39.3524 41.3202 43.3861 45.5553 47.8332 50.2250 52.7361 G/184 78,735 82,672 86,806 91,146 95,703 100,488 105,512 110,788 G/184 6,561 6,889 7,234 7,596 7,975 8,374 8,793 9,232 G/184 37.8534 39.7462 41.7337 43.8202 46.0111 48.3115 50.7269 53.2635 G/185 79,522 83,498 87,673 92,057 96,660 101,493 106,568 111,896 G/185 6,627 6,958 7,306 7,671 8,055 8,458 8,881 9,325 G/185 38.2317 40.1433 42.1505 44.2582 46.4712 48.7947 51.2346 53.7962 G/186 80,317 84,333 88,550 92,978 97,627 102,508 107,633 113,015 G/186 6,693 7,028 7,379 7,748 8,136 8,542 8,969 9,418 G/186 38.6139 40.5447 42.5721 44.7010 46.9361 49.2827 51.7466 54.3341 G/187 81,120 85,176 89,435 93,907 98,602 103,532 108,709 114,144 G/187 6,760 7,098 7,453 7,826 8,217 8,628 9,059 9,512 G/187 39.0000 40.9500 42.9976 45.1476 47.4048 49.7750 52.2639 54.8769 G/188 81,931 86,028 90,329 94,845 99,587 104,566 109,794 115,284 G/188 6,828 7,169 7,527 7,904 8,299 8,714 9,150 9,607 G/188 39.3899 41.3596 43.4274 45.5986 47.8784 50.2721 52.7856 55.4250 G/189 82,750 86,888 91,232 95,794 100,584 105,613 110,894 116,439 G/189 6,896 7,241 7,603 7,983 8,382 8,801 9,241 9,703 G/189 39.7837 41.7731 43.8615 46.0548 48.3577 50.7755 53.3144 55.9803 G/190 83,578 87,757 92,145 96,752 101,590 106,670 112,004 117,604 G/190 6,965 7,313 7,679 8,063 8,466 8,889 9,334 9,800 G/190 40.1817 42.1909 44.3005 46.5154 48.8413 51.2837 53.8481 56.5404
ATTACHMENT A
Salary Schedules for Town of Mammoth Lakes General Employees' Association (GEA) FY23‐24, FY24‐25, and FY25‐26
GEA Salary Schedules ‐ Effective July 2024
Rev. July, 2023
Pay ANNUAL MONTHLY HOURLY
RangeA B C D E F G H A B C D E F G H A B C D E F G H
G/100 34,816 36,557 38,385 40,304 42,319 44,435 46,657 48,990 G/100 2,901 3,046 3,199 3,359 3,527 3,703 3,888 4,083 G/100 16.7385 17.5755 18.4543 19.3769 20.3457 21.3630 22.4313 23.5529 G/101 35,164 36,922 38,768 40,706 42,741 44,878 47,122 49,478 G/101 2,930 3,077 3,231 3,392 3,562 3,740 3,927 4,123 G/101 16.9058 17.7510 18.6385 19.5702 20.5486 21.5760 22.6548 23.7875 G/102 35,516 37,292 39,157 41,115 43,171 45,330 47,597 49,977 G/102 2,960 3,108 3,263 3,426 3,598 3,778 3,966 4,165 G/102 17.0750 17.9288 18.8255 19.7668 20.7553 21.7933 22.8832 24.0274 G/103 35,871 37,665 39,548 41,525 43,601 45,781 48,070 50,474 G/103 2,989 3,139 3,296 3,460 3,633 3,815 4,006 4,206 G/103 17.2457 18.1082 19.0135 19.9639 20.9620 22.0101 23.1106 24.2663 G/104 36,230 38,042 39,944 41,941 44,038 46,240 48,552 50,980 G/104 3,019 3,170 3,329 3,495 3,670 3,853 4,046 4,248 G/104 17.4183 18.2894 19.2038 20.1639 21.1721 22.2308 23.3423 24.5096 G/105 36,592 38,422 40,343 42,360 44,478 46,702 49,037 51,489 G/105 3,049 3,202 3,362 3,530 3,707 3,892 4,086 4,291 G/105 17.5923 18.4721 19.3957 20.3654 21.3837 22.4529 23.5755 24.7543 G/106 36,958 38,806 40,746 42,783 44,922 47,168 49,526 52,002 G/106 3,080 3,234 3,396 3,565 3,744 3,931 4,127 4,334 G/106 17.7683 18.6567 19.5894 20.5688 21.5971 22.6769 23.8106 25.0010 G/107 37,328 39,194 41,154 43,212 45,373 47,642 50,024 52,525 G/107 3,111 3,266 3,430 3,601 3,781 3,970 4,169 4,377 G/107 17.9462 18.8433 19.7856 20.7750 21.8139 22.9048 24.0500 25.2524 G/108 37,701 39,586 41,565 43,643 45,825 48,116 50,522 53,048 G/108 3,142 3,299 3,464 3,637 3,819 4,010 4,210 4,421 G/108 18.1255 19.0317 19.9832 20.9822 22.0313 23.1327 24.2894 25.5038 G/109 38,078 39,982 41,981 44,080 46,284 48,598 51,028 53,579 G/109 3,173 3,332 3,498 3,673 3,857 4,050 4,252 4,465 G/109 18.3067 19.2221 20.1832 21.1923 22.2519 23.3644 24.5327 25.7591 G/110 38,459 40,382 42,401 44,521 46,747 49,084 51,538 54,115 G/110 3,205 3,365 3,533 3,710 3,896 4,090 4,295 4,510 G/110 18.4899 19.4144 20.3851 21.4043 22.4745 23.5981 24.7779 26.0168 G/111 38,844 40,786 42,825 44,966 47,214 49,575 52,054 54,657 G/111 3,237 3,399 3,569 3,747 3,935 4,131 4,338 4,555 G/111 18.6750 19.6087 20.5889 21.6183 22.6990 23.8341 25.0260 26.2774 G/112 39,232 41,194 43,254 45,417 47,688 50,072 52,576 55,205 G/112 3,269 3,433 3,605 3,785 3,974 4,173 4,381 4,600 G/112 18.8615 19.8048 20.7952 21.8351 22.9269 24.0731 25.2769 26.5409 G/113 39,624 41,605 43,685 45,869 48,162 50,570 53,099 55,754 G/113 3,302 3,467 3,640 3,822 4,014 4,214 4,425 4,646 G/113 19.0500 20.0024 21.0024 22.0524 23.1548 24.3125 25.5284 26.8048 G/114 40,020 42,021 44,122 46,328 48,644 51,076 53,630 56,312 G/114 3,335 3,502 3,677 3,861 4,054 4,256 4,469 4,693 G/114 19.2404 20.2024 21.2125 22.2731 23.3865 24.5558 25.7837 27.0731 G/115 40,420 42,441 44,563 46,791 49,131 51,588 54,167 56,875 G/115 3,368 3,537 3,714 3,899 4,094 4,299 4,514 4,740 G/115 19.4327 20.4043 21.4245 22.4957 23.6207 24.8019 26.0418 27.3438 G/116 40,824 42,865 45,008 47,258 49,621 52,102 54,707 57,442 G/116 3,402 3,572 3,751 3,938 4,135 4,342 4,559 4,787 G/116 19.6269 20.6082 21.6385 22.7202 23.8563 25.0490 26.3014 27.6163 G/117 41,232 43,294 45,459 47,732 50,119 52,625 55,256 58,019 G/117 3,436 3,608 3,788 3,978 4,177 4,385 4,605 4,835 G/117 19.8231 20.8144 21.8553 22.9481 24.0957 25.3005 26.5654 27.8938 G/118 41,644 43,726 45,912 48,208 50,618 53,149 55,806 58,596 G/118 3,470 3,644 3,826 4,017 4,218 4,429 4,651 4,883 G/118 20.0212 21.0221 22.0731 23.1769 24.3356 25.5524 26.8298 28.1712 G/119 42,060 44,163 46,371 48,690 51,125 53,681 56,365 59,183 G/119 3,505 3,680 3,864 4,058 4,260 4,473 4,697 4,932 G/119 20.2212 21.2322 22.2938 23.4087 24.5793 25.8082 27.0986 28.4534 G/120 42,481 44,605 46,835 49,177 51,636 54,218 56,929 59,775 G/120 3,540 3,717 3,903 4,098 4,303 4,518 4,744 4,981 G/120 20.4236 21.4447 22.5168 23.6428 24.8250 26.0663 27.3697 28.7380 G/121 42,906 45,051 47,304 49,669 52,152 54,760 57,498 60,373 G/121 3,576 3,754 3,942 4,139 4,346 4,563 4,792 5,031 G/121 20.6279 21.6591 22.7423 23.8793 25.0731 26.3269 27.6433 29.0255 G/122 43,335 45,502 47,777 50,166 52,674 55,308 58,073 60,977 G/122 3,611 3,792 3,981 4,181 4,390 4,609 4,839 5,081 G/122 20.8341 21.8760 22.9697 24.1183 25.3240 26.5904 27.9197 29.3159 G/123 43,768 45,956 48,254 50,667 53,200 55,860 58,653 61,586 G/123 3,647 3,830 4,021 4,222 4,433 4,655 4,888 5,132 G/123 21.0423 22.0942 23.1990 24.3591 25.5769 26.8558 28.1986 29.6087 G/124 44,206 46,416 48,737 51,174 53,733 56,420 59,241 62,203 G/124 3,684 3,868 4,061 4,265 4,478 4,702 4,937 5,184 G/124 21.2529 22.3154 23.4313 24.6029 25.8332 27.1250 28.4813 29.9053 G/125 44,648 46,880 49,224 51,685 54,269 56,982 59,831 62,823 G/125 3,721 3,907 4,102 4,307 4,522 4,749 4,986 5,235 G/125 21.4654 22.5385 23.6654 24.8486 26.0909 27.3952 28.7649 30.2034 G/126 45,094 47,349 49,716 52,202 54,812 57,553 60,431 63,453 G/126 3,758 3,946 4,143 4,350 4,568 4,796 5,036 5,288 G/126 21.6798 22.7639 23.9019 25.0971 26.3519 27.6697 29.0534 30.5063 G/127 45,545 47,822 50,213 52,724 55,360 58,128 61,034 64,086 G/127 3,795 3,985 4,184 4,394 4,613 4,844 5,086 5,341 G/127 21.8966 22.9913 24.1409 25.3481 26.6154 27.9462 29.3433 30.8106 G/128 46,000 48,300 50,715 53,251 55,914 58,710 61,646 64,728 G/128 3,833 4,025 4,226 4,438 4,660 4,893 5,137 5,394 G/128 22.1154 23.2212 24.3822 25.6014 26.8817 28.2260 29.6375 31.1192 G/129 46,460 48,783 51,222 53,783 56,472 59,296 62,261 65,374 G/129 3,872 4,065 4,269 4,482 4,706 4,941 5,188 5,448 G/129 22.3365 23.4534 24.6260 25.8572 27.1500 28.5077 29.9332 31.4298 G/130 46,925 49,271 51,735 54,322 57,038 59,890 62,885 66,029 G/130 3,910 4,106 4,311 4,527 4,753 4,991 5,240 5,502 G/130 22.5601 23.6880 24.8726 26.1163 27.4221 28.7933 30.2332 31.7447 G/131 47,394 49,764 52,252 54,865 57,608 60,488 63,512 66,688 G/131 3,950 4,147 4,354 4,572 4,801 5,041 5,293 5,557 G/131 22.7856 23.9250 25.1212 26.3774 27.6962 29.0808 30.5346 32.0615 G/132 47,868 50,261 52,774 55,413 58,184 61,093 64,148 67,355 G/132 3,989 4,188 4,398 4,618 4,849 5,091 5,346 5,613 G/132 23.0135 24.1639 25.3721 26.6409 27.9731 29.3716 30.8404 32.3822 G/133 48,347 50,764 53,302 55,967 58,765 61,703 64,788 68,027 G/133 4,029 4,230 4,442 4,664 4,897 5,142 5,399 5,669 G/133 23.2438 24.4058 25.6260 26.9072 28.2524 29.6649 31.1481 32.7053 G/134 48,830 51,272 53,836 56,528 59,354 62,322 65,438 68,710 G/134 4,069 4,273 4,486 4,711 4,946 5,194 5,453 5,726 G/134 23.4760 24.6500 25.8827 27.1769 28.5356 29.9625 31.4606 33.0337 G/135 49,318 51,784 54,373 57,092 59,947 62,944 66,091 69,396 G/135 4,110 4,315 4,531 4,758 4,996 5,245 5,508 5,783 G/135 23.7106 24.8962 26.1409 27.4481 28.8207 30.2615 31.7745 33.3635 G/136 49,811 52,302 54,917 57,663 60,546 63,573 66,752 70,090 G/136 4,151 4,359 4,576 4,805 5,046 5,298 5,563 5,841 G/136 23.9476 25.1452 26.4024 27.7226 29.1087 30.5639 32.0923 33.6971 G/137 50,309 52,824 55,465 58,238 61,150 64,208 67,418 70,789 G/137 4,192 4,402 4,622 4,853 5,096 5,351 5,618 5,899 G/137 24.1870 25.3962 26.6659 27.9990 29.3990 30.8692 32.4125 34.0332 G/138 50,812 53,353 56,021 58,822 61,763 64,851 68,094 71,499 G/138 4,234 4,446 4,668 4,902 5,147 5,404 5,675 5,958 G/138 24.4288 25.6505 26.9332 28.2798 29.6938 31.1784 32.7375 34.3745 G/139 51,320 53,886 56,580 59,409 62,379 65,498 68,773 72,212 G/139 4,277 4,491 4,715 4,951 5,198 5,458 5,731 6,018 G/139 24.6731 25.9067 27.2019 28.5620 29.9899 31.4894 33.0639 34.7173 G/140 51,833 54,425 57,146 60,003 63,003 66,153 69,461 72,934 G/140 4,319 4,535 4,762 5,000 5,250 5,513 5,788 6,078 G/140 24.9197 26.1659 27.4740 28.8476 30.2899 31.8043 33.3947 35.0644 G/141 52,351 54,969 57,717 60,603 63,633 66,815 70,156 73,664 G/141 4,363 4,581 4,810 5,050 5,303 5,568 5,846 6,139 G/141 25.1688 26.4274 27.7486 29.1361 30.5928 32.1226 33.7288 35.4154 G/142 52,875 55,519 58,295 61,210 64,271 67,485 70,859 74,402 G/142 4,406 4,627 4,858 5,101 5,356 5,624 5,905 6,200 G/142 25.4207 26.6918 28.0264 29.4279 30.8995 32.4447 34.0668 35.7702 G/143 53,404 56,074 58,878 61,822 64,913 68,159 71,567 75,145 G/143 4,450 4,673 4,907 5,152 5,409 5,680 5,964 6,262 G/143 25.6750 26.9587 28.3067 29.7221 31.2082 32.7688 34.4072 36.1274 G/144 53,938 56,635 59,467 62,440 65,562 68,840 72,282 75,896 G/144 4,495 4,720 4,956 5,203 5,464 5,737 6,024 6,325 G/144 25.9317 27.2284 28.5899 30.0192 31.5202 33.0962 34.7510 36.4885 G/145 54,477 57,201 60,061 63,064 66,217 69,528 73,004 76,654 G/145 4,540 4,767 5,005 5,255 5,518 5,794 6,084 6,388 G/145 26.1909 27.5005 28.8755 30.3192 31.8351 33.4269 35.0981 36.8529 G/146 55,022 57,773 60,662 63,695 66,880 70,224 73,735 77,422 G/146 4,585 4,814 5,055 5,308 5,573 5,852 6,145 6,452 G/146 26.4529 27.7755 29.1644 30.6226 32.1538 33.7615 35.4495 37.2221 G/147 55,572 58,351 61,269 64,332 67,549 70,926 74,472 78,196 G/147 4,631 4,863 5,106 5,361 5,629 5,911 6,206 6,516 G/147 26.7173 28.0534 29.4563 30.9288 32.4755 34.0990 35.8038 37.5942 G/148 56,128 58,934 61,881 64,975 68,224 71,635 75,217 78,978 G/148 4,677 4,911 5,157 5,415 5,685 5,970 6,268 6,582 G/148 26.9846 28.3337 29.7505 31.2380 32.8000 34.4399 36.1620 37.9702 G/149 56,689 59,523 62,499 65,624 68,905 72,350 75,968 79,766 G/149 4,724 4,960 5,208 5,469 5,742 6,029 6,331 6,647 G/149 27.2543 28.6168 30.0476 31.5500 33.1274 34.7837 36.5231 38.3490 G/150 57,256 60,119 63,125 66,281 69,595 73,075 76,729 80,565 G/150 4,771 5,010 5,260 5,523 5,800 6,090 6,394 6,714 G/150 27.5269 28.9034 30.3486 31.8659 33.4591 35.1322 36.8889 38.7332 G/151 57,829 60,720 63,756 66,944 70,291 73,806 77,496 81,371 G/151 4,819 5,060 5,313 5,579 5,858 6,151 6,458 6,781 G/151 27.8024 29.1923 30.6519 32.1846 33.7938 35.4837 37.2577 39.1207 G/152 58,407 61,327 64,393 67,613 70,994 74,544 78,271 82,185 G/152 4,867 5,111 5,366 5,634 5,916 6,212 6,523 6,849 G/152 28.0803 29.4841 30.9582 32.5063 34.1317 35.8385 37.6303 39.5120 G/153 58,991 61,941 65,038 68,290 71,705 75,290 79,055 83,008 G/153 4,916 5,162 5,420 5,691 5,975 6,274 6,588 6,917 G/153 28.3611 29.7793 31.2683 32.8317 34.4736 36.1971 38.0072 39.9077 G/154 59,581 62,560 65,688 68,972 72,421 76,042 79,844 83,836 G/154 4,965 5,213 5,474 5,748 6,035 6,337 6,654 6,986 G/154 28.6447 30.0769 31.5808 33.1596 34.8178 36.5587 38.3865 40.3058 G/155 60,177 63,186 66,345 69,662 73,145 76,802 80,642 84,674 G/155 5,015 5,266 5,529 5,805 6,095 6,400 6,720 7,056 G/155 28.9313 30.3779 31.8966 33.4913 35.1659 36.9240 38.7702 40.7087 G/156 60,779 63,818 67,009 70,359 73,877 77,571 81,450 85,523 G/156 5,065 5,318 5,584 5,863 6,156 6,464 6,788 7,127 G/156 29.2207 30.6817 32.2159 33.8264 35.5178 37.2938 39.1587 41.1168 G/157 61,387 64,456 67,679 71,063 74,616 78,347 82,264 86,377 G/157 5,116 5,371 5,640 5,922 6,218 6,529 6,855 7,198 G/157 29.5130 30.9885 32.5380 34.1649 35.8731 37.6668 39.5500 41.5274 G/158 62,001 65,101 68,356 71,774 75,363 79,131 83,088 87,242 G/158 5,167 5,425 5,696 5,981 6,280 6,594 6,924 7,270 G/158 29.8082 31.2986 32.8635 34.5067 36.2322 38.0438 39.9462 41.9433 G/159 62,621 65,752 69,040 72,492 76,117 79,923 83,919 88,115 G/159 5,218 5,479 5,753 6,041 6,343 6,660 6,993 7,343 G/159 30.1063 31.6115 33.1923 34.8519 36.5947 38.4245 40.3457 42.3630 G/160 63,247 66,409 69,729 73,215 76,876 80,720 84,756 88,994 G/160 5,271 5,534 5,811 6,101 6,406 6,727 7,063 7,416 G/160 30.4072 31.9274 33.5236 35.1995 36.9596 38.8077 40.7481 42.7856 G/161 63,879 67,073 70,427 73,948 77,645 81,527 85,603 89,883 G/161 5,323 5,589 5,869 6,162 6,470 6,794 7,134 7,490 G/161 30.7111 32.2466 33.8591 35.5519 37.3293 39.1957 41.1553 43.2130 G/162 64,518 67,744 71,131 74,688 78,422 82,343 86,460 90,783 G/162 5,377 5,645 5,928 6,224 6,535 6,862 7,205 7,565 G/162 31.0183 32.5692 34.1976 35.9077 37.7029 39.5880 41.5673 43.6457 G/163 65,163 68,421 71,842 75,434 79,206 83,166 87,324 91,690 G/163 5,430 5,702 5,987 6,286 6,601 6,931 7,277 7,641 G/163 31.3284 32.8947 34.5394 36.2663 38.0798 39.9837 41.9827 44.0817 G/164 65,815 69,106 72,561 76,189 79,998 83,998 88,198 92,608 G/164 5,485 5,759 6,047 6,349 6,667 7,000 7,350 7,717 G/164 31.6418 33.2240 34.8851 36.6293 38.4606 40.3837 42.4029 44.5231 G/165 66,473 69,797 73,287 76,951 80,799 84,839 89,081 93,535 G/165 5,539 5,816 6,107 6,413 6,733 7,070 7,423 7,795 G/165 31.9582 33.5563 35.2341 36.9957 38.8457 40.7880 42.8274 44.9688 G/166 67,138 70,495 74,020 77,721 81,607 85,687 89,971 94,470 G/166 5,595 5,875 6,168 6,477 6,801 7,141 7,498 7,873 G/166 32.2779 33.8918 35.5865 37.3659 39.2341 41.1957 43.2553 45.4183 G/167 67,809 71,199 74,759 78,497 82,422 86,543 90,870 95,414 G/167 5,651 5,933 6,230 6,541 6,869 7,212 7,573 7,951 G/167 32.6005 34.2303 35.9418 37.7389 39.6260 41.6072 43.6875 45.8721 G/168 68,487 71,911 75,507 79,282 83,246 87,408 91,778 96,367 G/168 5,707 5,993 6,292 6,607 6,937 7,284 7,648 8,031 G/168 32.9264 34.5726 36.3014 38.1163 40.0221 42.0231 44.1240 46.3303 G/169 69,172 72,631 76,263 80,076 84,080 88,284 92,698 97,333 G/169 5,764 6,053 6,355 6,673 7,007 7,357 7,725 8,111 G/169 33.2558 34.9188 36.6649 38.4981 40.4231 42.4442 44.5663 46.7947 G/170 69,864 73,357 77,025 80,876 84,920 89,166 93,624 98,305 G/170 5,822 6,113 6,419 6,740 7,077 7,431 7,802 8,192 G/170 33.5885 35.2678 37.0313 38.8827 40.8269 42.8683 45.0115 47.2620 G/171 70,563 74,091 77,796 81,686 85,770 90,059 94,562 99,290 G/171 5,880 6,174 6,483 6,807 7,148 7,505 7,880 8,274 G/171 33.9245 35.6207 37.4019 39.2721 41.2356 43.2976 45.4625 47.7356 G/172 71,269 74,832 78,574 82,503 86,628 90,959 95,507 100,282 G/172 5,939 6,236 6,548 6,875 7,219 7,580 7,959 8,357 G/172 34.2639 35.9769 37.7760 39.6649 41.6481 43.7303 45.9168 48.2125 G/173 71,982 75,581 79,360 83,328 87,494 91,869 96,462 101,285 G/173 5,999 6,298 6,613 6,944 7,291 7,656 8,039 8,440 G/173 34.6067 36.3370 38.1538 40.0615 42.0644 44.1678 46.3760 48.6947 G/174 72,702 76,337 80,154 84,162 88,370 92,789 97,428 102,299 G/174 6,059 6,361 6,680 7,014 7,364 7,732 8,119 8,525 G/174 34.9529 36.7005 38.5356 40.4625 42.4856 44.6101 46.8404 49.1822 G/175 73,429 77,100 80,955 85,003 89,253 93,716 98,402 103,322 G/175 6,119 6,425 6,746 7,084 7,438 7,810 8,200 8,610 G/175 35.3024 37.0673 38.9207 40.8668 42.9101 45.0558 47.3087 49.6740 G/176 74,163 77,871 81,765 85,853 90,146 94,653 99,386 104,355 G/176 6,180 6,489 6,814 7,154 7,512 7,888 8,282 8,696 G/176 35.6553 37.4380 39.3101 41.2755 43.3394 45.5063 47.7817 50.1707 G/177 74,905 78,650 82,583 86,712 91,048 95,600 100,380 105,399 G/177 6,242 6,554 6,882 7,226 7,587 7,967 8,365 8,783 G/177 36.0120 37.8125 39.7034 41.6885 43.7731 45.9615 48.2596 50.6726 G/178 75,654 79,437 83,409 87,579 91,958 96,556 101,384 106,453 G/178 6,305 6,620 6,951 7,298 7,663 8,046 8,449 8,871 G/178 36.3721 38.1909 40.1005 42.1053 44.2106 46.4212 48.7423 51.1793 G/179 76,411 80,232 84,244 88,456 92,879 97,523 102,399 107,519 G/179 6,368 6,686 7,020 7,371 7,740 8,127 8,533 8,960 G/179 36.7361 38.5731 40.5019 42.5269 44.6534 46.8861 49.2303 51.6918 G/180 77,175 81,034 85,086 89,340 93,807 98,497 103,422 108,593 G/180 6,431 6,753 7,091 7,445 7,817 8,208 8,619 9,049 G/180 37.1034 38.9587 40.9067 42.9519 45.0995 47.3543 49.7221 52.2082 G/181 77,947 81,844 85,936 90,233 94,745 99,482 104,456 109,679 G/181 6,496 6,820 7,161 7,519 7,895 8,290 8,705 9,140 G/181 37.4745 39.3481 41.3154 43.3813 45.5505 47.8279 50.2192 52.7303 G/182 78,726 82,662 86,795 91,135 95,692 100,477 105,501 110,776 G/182 6,561 6,889 7,233 7,595 7,974 8,373 8,792 9,231 G/182 37.8490 39.7413 41.7284 43.8149 46.0058 48.3063 50.7216 53.2577 G/183 79,513 83,489 87,663 92,046 96,648 101,480 106,554 111,882 G/183 6,626 6,957 7,305 7,671 8,054 8,457 8,880 9,324 G/183 38.2274 40.1389 42.1457 44.2529 46.4654 48.7885 51.2279 53.7894 G/184 80,308 84,323 88,539 92,966 97,614 102,495 107,620 113,001 G/184 6,692 7,027 7,378 7,747 8,135 8,541 8,968 9,417 G/184 38.6096 40.5399 42.5668 44.6952 46.9298 49.2764 51.7404 54.3274 G/185 81,111 85,167 89,425 93,896 98,591 103,521 108,697 114,132 G/185 6,759 7,097 7,452 7,825 8,216 8,627 9,058 9,511 G/185 38.9957 40.9457 42.9928 45.1423 47.3995 49.7697 52.2582 54.8712 G/186 81,922 86,018 90,319 94,835 99,577 104,556 109,784 115,273 G/186 6,827 7,168 7,527 7,903 8,298 8,713 9,149 9,606 G/186 39.3856 41.3548 43.4226 45.5938 47.8736 50.2673 52.7808 55.4197 G/187 82,741 86,878 91,222 95,783 100,572 105,601 110,881 116,425 G/187 6,895 7,240 7,602 7,982 8,381 8,800 9,240 9,702 G/187 39.7793 41.7683 43.8567 46.0495 48.3519 50.7697 53.3082 55.9736 G/188 83,568 87,746 92,133 96,740 101,577 106,656 111,989 117,588 G/188 6,964 7,312 7,678 8,062 8,465 8,888 9,332 9,799 G/188 40.1769 42.1856 44.2947 46.5096 48.8351 51.2769 53.8409 56.5327 G/189 84,404 88,624 93,055 97,708 102,593 107,723 113,109 118,764 G/189 7,034 7,385 7,755 8,142 8,549 8,977 9,426 9,897 G/189 40.5788 42.6077 44.7380 46.9750 49.3236 51.7899 54.3793 57.0981 G/190 85,248 89,510 93,986 98,685 103,619 108,800 114,240 119,952 G/190 7,104 7,459 7,832 8,224 8,635 9,067 9,520 9,996 G/190 40.9846 43.0337 45.1856 47.4447 49.8168 52.3077 54.9231 57.6692
GEA Salary Schedules ‐ Effective July 2025
Rev. July, 2023
Pay ANNUAL MONTHLY HOURLY
RangeA B C D E F G H A B C D E F G H A B C D E F G H
G/100 35,512 37,288 39,152 41,110 43,166 45,324 47,590 49,970 G/100 2,959 3,107 3,263 3,426 3,597 3,777 3,966 4,164 G/100 17.0731 17.9269 18.8231 19.7644 20.7529 21.7904 22.8798 24.0240 G/101 35,867 37,660 39,543 41,520 43,596 45,776 48,065 50,468 G/101 2,989 3,138 3,295 3,460 3,633 3,815 4,005 4,206 G/101 17.2438 18.1058 19.0111 19.9615 20.9596 22.0077 23.1082 24.2635 G/102 36,226 38,037 39,939 41,936 44,033 46,235 48,547 50,974 G/102 3,019 3,170 3,328 3,495 3,669 3,853 4,046 4,248 G/102 17.4163 18.2870 19.2014 20.1615 21.1697 22.2284 23.3399 24.5067 G/103 36,588 38,417 40,338 42,355 44,473 46,697 49,032 51,484 G/103 3,049 3,201 3,362 3,530 3,706 3,891 4,086 4,290 G/103 17.5904 18.4697 19.3933 20.3630 21.3813 22.4505 23.5731 24.7519 G/104 36,954 38,802 40,742 42,779 44,918 47,164 49,522 51,998 G/104 3,080 3,234 3,395 3,565 3,743 3,930 4,127 4,333 G/104 17.7663 18.6548 19.5875 20.5668 21.5952 22.6750 23.8087 24.9990 G/105 37,324 39,190 41,150 43,208 45,368 47,636 50,018 52,519 G/105 3,110 3,266 3,429 3,601 3,781 3,970 4,168 4,377 G/105 17.9442 18.8413 19.7837 20.7731 21.8115 22.9019 24.0471 25.2495 G/106 37,697 39,582 41,561 43,639 45,821 48,112 50,518 53,044 G/106 3,141 3,299 3,463 3,637 3,818 4,009 4,210 4,420 G/106 18.1236 19.0298 19.9813 20.9803 22.0293 23.1308 24.2875 25.5019 G/107 38,074 39,978 41,977 44,076 46,280 48,594 51,024 53,575 G/107 3,173 3,332 3,498 3,673 3,857 4,050 4,252 4,465 G/107 18.3048 19.2202 20.1813 21.1904 22.2500 23.3625 24.5308 25.7572 G/108 38,455 40,378 42,397 44,517 46,743 49,080 51,534 54,111 G/108 3,205 3,365 3,533 3,710 3,895 4,090 4,295 4,509 G/108 18.4880 19.4125 20.3832 21.4024 22.4726 23.5962 24.7760 26.0149 G/109 38,840 40,782 42,821 44,962 47,210 49,571 52,050 54,653 G/109 3,237 3,399 3,568 3,747 3,934 4,131 4,338 4,554 G/109 18.6731 19.6067 20.5870 21.6163 22.6971 23.8322 25.0240 26.2755 G/110 39,228 41,189 43,248 45,410 47,681 50,065 52,568 55,196 G/110 3,269 3,432 3,604 3,784 3,973 4,172 4,381 4,600 G/110 18.8596 19.8024 20.7923 21.8317 22.9236 24.0697 25.2731 26.5365 G/111 39,620 41,601 43,681 45,865 48,158 50,566 53,094 55,749 G/111 3,302 3,467 3,640 3,822 4,013 4,214 4,425 4,646 G/111 19.0481 20.0005 21.0005 22.0505 23.1529 24.3106 25.5260 26.8024 G/112 40,016 42,017 44,118 46,324 48,640 51,072 53,626 56,307 G/112 3,335 3,501 3,677 3,860 4,053 4,256 4,469 4,692 G/112 19.2385 20.2005 21.2106 22.2712 23.3846 24.5538 25.7817 27.0707 G/113 40,416 42,437 44,559 46,787 49,126 51,582 54,161 56,869 G/113 3,368 3,536 3,713 3,899 4,094 4,299 4,513 4,739 G/113 19.4308 20.4024 21.4226 22.4938 23.6183 24.7990 26.0389 27.3409 G/114 40,820 42,861 45,004 47,254 49,617 52,098 54,703 57,438 G/114 3,402 3,572 3,750 3,938 4,135 4,342 4,559 4,787 G/114 19.6250 20.6063 21.6365 22.7183 23.8543 25.0471 26.2995 27.6144 G/115 41,228 43,289 45,453 47,726 50,112 52,618 55,249 58,011 G/115 3,436 3,607 3,788 3,977 4,176 4,385 4,604 4,834 G/115 19.8212 20.8120 21.8524 22.9452 24.0923 25.2971 26.5620 27.8899 G/116 41,640 43,722 45,908 48,203 50,613 53,144 55,801 58,591 G/116 3,470 3,644 3,826 4,017 4,218 4,429 4,650 4,883 G/116 20.0192 21.0202 22.0712 23.1745 24.3332 25.5500 26.8274 28.1688 G/117 42,056 44,159 46,367 48,685 51,119 53,675 56,359 59,177 G/117 3,505 3,680 3,864 4,057 4,260 4,473 4,697 4,931 G/117 20.2192 21.2303 22.2918 23.4063 24.5764 25.8053 27.0957 28.4505 G/118 42,477 44,601 46,831 49,173 51,632 54,214 56,925 59,771 G/118 3,540 3,717 3,903 4,098 4,303 4,518 4,744 4,981 G/118 20.4216 21.4428 22.5149 23.6409 24.8231 26.0644 27.3678 28.7361 G/119 42,902 45,047 47,299 49,664 52,147 54,754 57,492 60,367 G/119 3,575 3,754 3,942 4,139 4,346 4,563 4,791 5,031 G/119 20.6260 21.6572 22.7399 23.8769 25.0707 26.3240 27.6404 29.0226 G/120 43,331 45,498 47,773 50,162 52,670 55,304 58,069 60,972 G/120 3,611 3,792 3,981 4,180 4,389 4,609 4,839 5,081 G/120 20.8322 21.8740 22.9678 24.1163 25.3221 26.5885 27.9178 29.3135 G/121 43,764 45,952 48,250 50,663 53,196 55,856 58,649 61,581 G/121 3,647 3,829 4,021 4,222 4,433 4,655 4,887 5,132 G/121 21.0404 22.0923 23.1971 24.3572 25.5750 26.8538 28.1966 29.6063 G/122 44,202 46,412 48,733 51,170 53,729 56,415 59,236 62,198 G/122 3,684 3,868 4,061 4,264 4,477 4,701 4,936 5,183 G/122 21.2510 22.3135 23.4293 24.6010 25.8313 27.1226 28.4788 29.9029 G/123 44,644 46,876 49,220 51,681 54,265 56,978 59,827 62,818 G/123 3,720 3,906 4,102 4,307 4,522 4,748 4,986 5,235 G/123 21.4635 22.5365 23.6635 24.8466 26.0889 27.3933 28.7630 30.2010 G/124 45,090 47,345 49,712 52,198 54,808 57,548 60,425 63,446 G/124 3,758 3,945 4,143 4,350 4,567 4,796 5,035 5,287 G/124 21.6779 22.7620 23.9000 25.0952 26.3500 27.6673 29.0505 30.5029 G/125 45,541 47,818 50,209 52,719 55,355 58,123 61,029 64,080 G/125 3,795 3,985 4,184 4,393 4,613 4,844 5,086 5,340 G/125 21.8947 22.9894 24.1389 25.3457 26.6130 27.9438 29.3409 30.8077 G/126 45,996 48,296 50,711 53,247 55,909 58,704 61,639 64,721 G/126 3,833 4,025 4,226 4,437 4,659 4,892 5,137 5,393 G/126 22.1135 23.2192 24.3803 25.5995 26.8793 28.2231 29.6341 31.1159 G/127 46,456 48,779 51,218 53,779 56,468 59,291 62,256 65,369 G/127 3,871 4,065 4,268 4,482 4,706 4,941 5,188 5,447 G/127 22.3346 23.4514 24.6240 25.8553 27.1481 28.5053 29.9308 31.4274 G/128 46,921 49,267 51,730 54,317 57,033 59,885 62,879 66,023 G/128 3,910 4,106 4,311 4,526 4,753 4,990 5,240 5,502 G/128 22.5582 23.6861 24.8702 26.1139 27.4197 28.7909 30.2303 31.7418 G/129 47,390 49,760 52,248 54,860 57,603 60,483 63,507 66,682 G/129 3,949 4,147 4,354 4,572 4,800 5,040 5,292 5,557 G/129 22.7837 23.9231 25.1192 26.3750 27.6938 29.0784 30.5322 32.0587 G/130 47,864 50,257 52,770 55,409 58,179 61,088 64,142 67,349 G/130 3,989 4,188 4,398 4,617 4,848 5,091 5,345 5,612 G/130 23.0115 24.1620 25.3702 26.6389 27.9707 29.3692 30.8375 32.3793 G/131 48,343 50,760 53,298 55,963 58,761 61,699 64,784 68,023 G/131 4,029 4,230 4,442 4,664 4,897 5,142 5,399 5,669 G/131 23.2418 24.4038 25.6240 26.9053 28.2505 29.6630 31.1462 32.7034 G/132 48,826 51,267 53,830 56,522 59,348 62,315 65,431 68,703 G/132 4,069 4,272 4,486 4,710 4,946 5,193 5,453 5,725 G/132 23.4740 24.6476 25.8798 27.1740 28.5327 29.9591 31.4572 33.0303 G/133 49,314 51,780 54,369 57,087 59,941 62,938 66,085 69,389 G/133 4,110 4,315 4,531 4,757 4,995 5,245 5,507 5,782 G/133 23.7087 24.8942 26.1389 27.4457 28.8178 30.2587 31.7716 33.3601 G/134 49,807 52,297 54,912 57,658 60,541 63,568 66,746 70,083 G/134 4,151 4,358 4,576 4,805 5,045 5,297 5,562 5,840 G/134 23.9457 25.1428 26.4000 27.7202 29.1063 30.5615 32.0894 33.6938 G/135 50,305 52,820 55,461 58,234 61,146 64,203 67,413 70,784 G/135 4,192 4,402 4,622 4,853 5,096 5,350 5,618 5,899 G/135 24.1851 25.3942 26.6639 27.9971 29.3971 30.8668 32.4101 34.0308 G/136 50,808 53,348 56,015 58,816 61,757 64,845 68,087 71,491 G/136 4,234 4,446 4,668 4,901 5,146 5,404 5,674 5,958 G/136 24.4269 25.6481 26.9303 28.2769 29.6909 31.1755 32.7341 34.3707 G/137 51,316 53,882 56,576 59,405 62,375 65,494 68,769 72,207 G/137 4,276 4,490 4,715 4,950 5,198 5,458 5,731 6,017 G/137 24.6712 25.9048 27.2000 28.5601 29.9880 31.4875 33.0620 34.7149 G/138 51,829 54,420 57,141 59,998 62,998 66,148 69,455 72,928 G/138 4,319 4,535 4,762 5,000 5,250 5,512 5,788 6,077 G/138 24.9178 26.1635 27.4716 28.8452 30.2875 31.8019 33.3918 35.0615 G/139 52,347 54,964 57,712 60,598 63,628 66,809 70,149 73,656 G/139 4,362 4,580 4,809 5,050 5,302 5,567 5,846 6,138 G/139 25.1668 26.4250 27.7462 29.1337 30.5904 32.1197 33.7255 35.4115 G/140 52,870 55,514 58,290 61,205 64,265 67,478 70,852 74,395 G/140 4,406 4,626 4,858 5,100 5,355 5,623 5,904 6,200 G/140 25.4183 26.6894 28.0240 29.4255 30.8966 32.4413 34.0635 35.7668 G/141 53,399 56,069 58,872 61,816 64,907 68,152 71,560 75,138 G/141 4,450 4,672 4,906 5,151 5,409 5,679 5,963 6,262 G/141 25.6726 26.9563 28.3038 29.7192 31.2053 32.7654 34.4038 36.1240 G/142 53,933 56,630 59,462 62,435 65,557 68,835 72,277 75,891 G/142 4,494 4,719 4,955 5,203 5,463 5,736 6,023 6,324 G/142 25.9293 27.2260 28.5875 30.0168 31.5178 33.0938 34.7486 36.4861 G/143 54,472 57,196 60,056 63,059 66,212 69,523 72,999 76,649 G/143 4,539 4,766 5,005 5,255 5,518 5,794 6,083 6,387 G/143 26.1885 27.4981 28.8731 30.3168 31.8327 33.4245 35.0957 36.8505 G/144 55,017 57,768 60,656 63,689 66,873 70,217 73,728 77,414 G/144 4,585 4,814 5,055 5,307 5,573 5,851 6,144 6,451 G/144 26.4505 27.7731 29.1615 30.6197 32.1505 33.7582 35.4462 37.2183 G/145 55,567 58,345 61,262 64,325 67,541 70,918 74,464 78,187 G/145 4,631 4,862 5,105 5,360 5,628 5,910 6,205 6,516 G/145 26.7149 28.0505 29.4529 30.9255 32.4716 34.0952 35.8000 37.5899 G/146 56,123 58,929 61,875 64,969 68,217 71,628 75,209 78,969 G/146 4,677 4,911 5,156 5,414 5,685 5,969 6,267 6,581 G/146 26.9822 28.3313 29.7476 31.2351 32.7966 34.4365 36.1582 37.9659 G/147 56,684 59,518 62,494 65,619 68,900 72,345 75,962 79,760 G/147 4,724 4,960 5,208 5,468 5,742 6,029 6,330 6,647 G/147 27.2519 28.6144 30.0452 31.5476 33.1250 34.7813 36.5202 38.3462 G/148 57,251 60,114 63,120 66,276 69,590 73,070 76,724 80,560 G/148 4,771 5,010 5,260 5,523 5,799 6,089 6,394 6,713 G/148 27.5245 28.9010 30.3462 31.8635 33.4567 35.1298 36.8865 38.7308 G/149 57,824 60,715 63,751 66,939 70,286 73,800 77,490 81,365 G/149 4,819 5,060 5,313 5,578 5,857 6,150 6,458 6,780 G/149 27.8000 29.1899 30.6495 32.1822 33.7913 35.4808 37.2548 39.1178 G/150 58,402 61,322 64,388 67,607 70,987 74,536 78,263 82,176 G/150 4,867 5,110 5,366 5,634 5,916 6,211 6,522 6,848 G/150 28.0779 29.4817 30.9558 32.5034 34.1284 35.8346 37.6264 39.5077 G/151 58,986 61,935 65,032 68,284 71,698 75,283 79,047 82,999 G/151 4,916 5,161 5,419 5,690 5,975 6,274 6,587 6,917 G/151 28.3587 29.7764 31.2654 32.8288 34.4702 36.1938 38.0034 39.9034 G/152 59,576 62,555 65,683 68,967 72,415 76,036 79,838 83,830 G/152 4,965 5,213 5,474 5,747 6,035 6,336 6,653 6,986 G/152 28.6423 30.0745 31.5784 33.1572 34.8149 36.5558 38.3837 40.3029 G/153 60,172 63,181 66,340 69,657 73,140 76,797 80,637 84,669 G/153 5,014 5,265 5,528 5,805 6,095 6,400 6,720 7,056 G/153 28.9288 30.3755 31.8942 33.4889 35.1635 36.9216 38.7678 40.7063 G/154 60,774 63,813 67,004 70,354 73,872 77,566 81,444 85,516 G/154 5,065 5,318 5,584 5,863 6,156 6,464 6,787 7,126 G/154 29.2183 30.6793 32.2135 33.8240 35.5154 37.2913 39.1558 41.1135 G/155 61,382 64,451 67,674 71,058 74,611 78,342 82,259 86,372 G/155 5,115 5,371 5,640 5,922 6,218 6,529 6,855 7,198 G/155 29.5106 30.9861 32.5356 34.1625 35.8707 37.6644 39.5476 41.5250 G/156 61,996 65,096 68,351 71,769 75,357 79,125 83,081 87,235 G/156 5,166 5,425 5,696 5,981 6,280 6,594 6,923 7,270 G/156 29.8058 31.2962 32.8611 34.5043 36.2293 38.0409 39.9428 41.9399 G/157 62,616 65,747 69,034 72,486 76,110 79,916 83,912 88,108 G/157 5,218 5,479 5,753 6,041 6,343 6,660 6,993 7,342 G/157 30.1038 31.6091 33.1894 34.8490 36.5913 38.4212 40.3423 42.3596 G/158 63,242 66,404 69,724 73,210 76,871 80,715 84,751 88,989 G/158 5,270 5,534 5,810 6,101 6,406 6,726 7,063 7,416 G/158 30.4048 31.9250 33.5212 35.1971 36.9572 38.8053 40.7457 42.7832 G/159 63,874 67,068 70,421 73,942 77,639 81,521 85,597 89,877 G/159 5,323 5,589 5,868 6,162 6,470 6,793 7,133 7,490 G/159 30.7087 32.2442 33.8563 35.5490 37.3264 39.1928 41.1524 43.2101 G/160 64,513 67,739 71,126 74,682 78,416 82,337 86,454 90,777 G/160 5,376 5,645 5,927 6,224 6,535 6,861 7,205 7,565 G/160 31.0159 32.5668 34.1952 35.9048 37.7000 39.5851 41.5644 43.6428 G/161 65,158 68,416 71,837 75,429 79,200 83,160 87,318 91,684 G/161 5,430 5,701 5,986 6,286 6,600 6,930 7,277 7,640 G/161 31.3260 32.8923 34.5370 36.2639 38.0769 39.9808 41.9798 44.0788 G/162 65,810 69,101 72,556 76,184 79,993 83,993 88,193 92,603 G/162 5,484 5,758 6,046 6,349 6,666 6,999 7,349 7,717 G/162 31.6394 33.2216 34.8827 36.6269 38.4582 40.3813 42.4005 44.5207 G/163 66,468 69,791 73,281 76,945 80,792 84,832 89,074 93,528 G/163 5,539 5,816 6,107 6,412 6,733 7,069 7,423 7,794 G/163 31.9558 33.5534 35.2313 36.9928 38.8423 40.7846 42.8240 44.9654 G/164 67,133 70,490 74,015 77,716 81,602 85,682 89,966 94,464 G/164 5,594 5,874 6,168 6,476 6,800 7,140 7,497 7,872 G/164 32.2755 33.8894 35.5841 37.3635 39.2317 41.1933 43.2529 45.4154 G/165 67,804 71,194 74,754 78,492 82,417 86,538 90,865 95,408 G/165 5,650 5,933 6,230 6,541 6,868 7,212 7,572 7,951 G/165 32.5981 34.2279 35.9394 37.7365 39.6236 41.6048 43.6851 45.8692 G/166 68,482 71,906 75,501 79,276 83,240 87,402 91,772 96,361 G/166 5,707 5,992 6,292 6,606 6,937 7,284 7,648 8,030 G/166 32.9240 34.5702 36.2986 38.1135 40.0192 42.0202 44.1212 46.3274 G/167 69,167 72,625 76,256 80,069 84,072 88,276 92,690 97,325 G/167 5,764 6,052 6,355 6,672 7,006 7,356 7,724 8,110 G/167 33.2534 34.9159 36.6615 38.4947 40.4192 42.4404 44.5625 46.7909 G/168 69,859 73,352 77,020 80,871 84,915 89,161 93,619 98,300 G/168 5,822 6,113 6,418 6,739 7,076 7,430 7,802 8,192 G/168 33.5861 35.2654 37.0288 38.8803 40.8245 42.8659 45.0091 47.2596 G/169 70,558 74,086 77,790 81,680 85,764 90,052 94,555 99,283 G/169 5,880 6,174 6,483 6,807 7,147 7,504 7,880 8,274 G/169 33.9221 35.6183 37.3990 39.2692 41.2327 43.2942 45.4591 47.7322 G/170 71,264 74,827 78,568 82,496 86,621 90,952 95,500 100,275 G/170 5,939 6,236 6,547 6,875 7,218 7,579 7,958 8,356 G/170 34.2615 35.9745 37.7731 39.6615 41.6447 43.7269 45.9135 48.2091 G/171 71,977 75,576 79,355 83,323 87,489 91,863 96,456 101,279 G/171 5,998 6,298 6,613 6,944 7,291 7,655 8,038 8,440 G/171 34.6043 36.3346 38.1514 40.0591 42.0620 44.1649 46.3731 48.6918 G/172 72,697 76,332 80,149 84,156 88,364 92,782 97,421 102,292 G/172 6,058 6,361 6,679 7,013 7,364 7,732 8,118 8,524 G/172 34.9505 36.6981 38.5332 40.4596 42.4827 44.6067 46.8370 49.1788 G/173 73,424 77,095 80,950 84,998 89,248 93,710 98,396 103,316 G/173 6,119 6,425 6,746 7,083 7,437 7,809 8,200 8,610 G/173 35.3000 37.0649 38.9183 40.8644 42.9077 45.0529 47.3058 49.6712 G/174 74,158 77,866 81,759 85,847 90,139 94,646 99,378 104,347 G/174 6,180 6,489 6,813 7,154 7,512 7,887 8,282 8,696 G/174 35.6529 37.4356 39.3072 41.2726 43.3361 45.5029 47.7779 50.1668 G/175 74,900 78,645 82,577 86,706 91,041 95,593 100,373 105,392 G/175 6,242 6,554 6,881 7,226 7,587 7,966 8,364 8,783 G/175 36.0096 37.8101 39.7005 41.6856 43.7697 45.9582 48.2563 50.6692 G/176 75,649 79,431 83,403 87,573 91,952 96,550 101,378 106,447 G/176 6,304 6,619 6,950 7,298 7,663 8,046 8,448 8,871 G/176 36.3697 38.1880 40.0976 42.1024 44.2077 46.4183 48.7394 51.1764 G/177 76,405 80,225 84,236 88,448 92,870 97,514 102,390 107,510 G/177 6,367 6,685 7,020 7,371 7,739 8,126 8,533 8,959 G/177 36.7332 38.5697 40.4981 42.5231 44.6490 46.8817 49.2260 51.6875 G/178 77,169 81,027 85,078 89,332 93,799 98,489 103,413 108,584 G/178 6,431 6,752 7,090 7,444 7,817 8,207 8,618 9,049 G/178 37.1005 38.9553 40.9029 42.9481 45.0957 47.3505 49.7178 52.2038 G/179 77,941 81,838 85,930 90,227 94,738 99,475 104,449 109,671 G/179 6,495 6,820 7,161 7,519 7,895 8,290 8,704 9,139 G/179 37.4716 39.3452 41.3125 43.3784 45.5471 47.8245 50.2159 52.7264 G/180 78,720 82,656 86,789 91,128 95,684 100,468 105,491 110,766 G/180 6,560 6,888 7,232 7,594 7,974 8,372 8,791 9,231 G/180 37.8462 39.7385 41.7255 43.8115 46.0019 48.3019 50.7168 53.2529 G/181 79,507 83,482 87,656 92,039 96,641 101,473 106,547 111,874 G/181 6,626 6,957 7,305 7,670 8,053 8,456 8,879 9,323 G/181 38.2245 40.1356 42.1423 44.2495 46.4620 48.7851 51.2245 53.7856 G/182 80,302 84,317 88,533 92,960 97,608 102,488 107,612 112,993 G/182 6,692 7,026 7,378 7,747 8,134 8,541 8,968 9,416 G/182 38.6067 40.5370 42.5639 44.6923 46.9269 49.2731 51.7365 54.3236 G/183 81,105 85,160 89,418 93,889 98,583 103,512 108,688 114,122 G/183 6,759 7,097 7,452 7,824 8,215 8,626 9,057 9,510 G/183 38.9928 40.9423 42.9894 45.1389 47.3957 49.7654 52.2538 54.8663 G/184 81,916 86,012 90,313 94,829 99,570 104,549 109,776 115,265 G/184 6,826 7,168 7,526 7,902 8,298 8,712 9,148 9,605 G/184 39.3827 41.3519 43.4197 45.5909 47.8702 50.2639 52.7769 55.4159 G/185 82,735 86,872 91,216 95,777 100,566 105,594 110,874 116,418 G/185 6,895 7,239 7,601 7,981 8,381 8,800 9,240 9,702 G/185 39.7764 41.7654 43.8538 46.0466 48.3490 50.7663 53.3048 55.9702 G/186 83,562 87,740 92,127 96,733 101,570 106,649 111,981 117,580 G/186 6,964 7,312 7,677 8,061 8,464 8,887 9,332 9,798 G/186 40.1740 42.1827 44.2918 46.5063 48.8317 51.2736 53.8370 56.5288 G/187 84,398 88,618 93,049 97,701 102,586 107,715 113,101 118,756 G/187 7,033 7,385 7,754 8,142 8,549 8,976 9,425 9,896 G/187 40.5760 42.6048 44.7351 46.9716 49.3202 51.7861 54.3755 57.0942 G/188 85,242 89,504 93,979 98,678 103,612 108,793 114,233 119,945 G/188 7,104 7,459 7,832 8,223 8,634 9,066 9,519 9,995 G/188 40.9817 43.0308 45.1822 47.4413 49.8135 52.3043 54.9197 57.6659 G/189 86,094 90,399 94,919 99,665 104,648 109,880 115,374 121,143 G/189 7,175 7,533 7,910 8,305 8,721 9,157 9,615 10,095 G/189 41.3913 43.4611 45.6341 47.9159 50.3115 52.8269 55.4683 58.2418 G/190 86,955 91,303 95,868 100,661 105,694 110,979 116,528 122,354 G/190 7,246 7,609 7,989 8,388 8,808 9,248 9,711 10,196 G/190 41.8053 43.8957 46.0904 48.3947 50.8144 53.3553 56.0231 58.8240