Mammoth Lakes City Council
February 4, 2026

Town Council Agenda

Wednesday, February 4, 2026, 4:00 p.m.
437 Old Mammoth Road, Suite Z, Mammoth Lakes
Members of the Town Council:

Councilmember Chris Bubser, Councilmember Bill Sauser, Councilmember John Wentworth, Mayor Pro Tem Brent Truax, Mayor Amanda Rice
NOTE: In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the Town Clerk at (760) 965-3602. Notification 48 hours prior to the meeting will enable the Town to make reasonable arrangements to ensure accessibility to this meeting. (28 CFR 13.102-35.104 ADA Title II)
NOTE: Materials related to an item on this agenda submitted after distribution of the agenda packet are available for public inspection in the Town Offices located at 437 Old Mammoth Road, Suite 230 during normal business hours. Such documents are also available on the Town of Mammoth Lakes website at www.townofmammothlakes.ca.gov subject to staff’s ability to post the documents before the meeting.

NOTE: You may attend the Town Council meetings in person or watch them on the Town of Mammoth Lakes' website at www.townofmammothlakes.ca.gov , on the local government cable channel 18, or via Zoom. Public comments can be submitted to the Town Clerk at [email protected]. before and during the meeting, or may be made in person or via Zoom.

NOTE: All comments will be limited to a speaking time of five minutes.

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1. CALL TO ORDER AND ROLL CALL

2. PLEDGE OF ALLEGIANCE

3. PUBLIC COMMENTS
The Public Comment portion of the agenda provides the public with an opportunity to address the Town Council on matters not otherwise listed on the agenda. Under California law the Town Council is prohibited from generally discussing or taking action on items not included in the agenda; however, the Town Council may briefly respond to comments or questions from members of the public. Therefore, the Town Council will listen to all public comment, but will not generally discuss the matter or take action on it. Requests for service from the Town may also be made at the Town offices during regular business hours.

Members of the public desiring to speak on a matter appearing on the agenda should ask the Mayor for the opportunity to be heard when the item comes up for Council consideration.

4. ADDITIONS TO THE AGENDA
Opportunity to add urgency items pursuant to Government Code Section 54954.2(b)2, if necessary.

5. REPORTS FROM COMMISSIONS AND/OR DEPARTMENTS (AS NEEDED)

6. CONSENT AGENDA

6.1 Approve the minutes of the regular meeting of January 21, 2026.

6.2 Approve the request for a Public Convenience or Necessity Letter in support of Grocery Outlet’s application for a Type-21, general liquor license, allowing off-site sales of packaged beer, wine, and distilled spirits at 37 Old Mammoth Road.

6.3 Approval to Continue Emergency Installation of Aboveground Waste Oil Tank at 299 Commerce Drive.

6.4 Approve and adopt Resolution No. 26-XX establishing the fiscal years 2025-26, 2026-27, and 2027-28 compensation schedules for the Mammoth Lakes Police Officers’ Association (“MLPOA”).

6.5 Approve the Memorandum of Understanding between the Town of Mammoth Lakes (“Town”) and the Mammoth Lakes Police Officers’ Association (“MLPOA”), which shall be in effect from July 1, 2025, through June 30, 2028.

6.6 Accept Check Register 1/22/26 in the amount of $916,083.04. Accept Check Register 1/29/26 in the amount of $1,333,411.26.

7. POLICY MATTERS

7.1 Receive a presentation on “Van Life” overnight parking efforts.

7.2 Consider changes to Town parking policies.

7.3 Consider amendments to Town of Mammoth Lakes Municipal Code Chapter 9.32, Tobacco and Related Products.

8. COUNCILMEMBER REPORTS
Informational reports from Councilmember representatives on committees, commissions, and organizations; general reports on Councilmember activities.

9. CLOSED SESSION

9.1 CONFERENCE WITH LEGAL COUNSEL--EXISTING LITIGATION (Paragraph 1 of subdivision (d) of Section 54956.9)
Name of case: Successors to Jesus Uribe Corona v. Mammoth Lakes Police Department (Case No: 25UCM62)

10. ANNOUNCEMENT OF ACTION TAKEN AFTER CLOSED SESSION

11. ADJOURNMENT
The Town Council will adjourn to a regular meeting to be held on Wednesday, February 18, 2026 at 4:00 p.m.

Town Council of Mammoth Lakes
Minutes of Regular Meeting
January 21, 2026, 4:00 p.m.
437 Old Mammoth Road, Suite Z, Mammoth Lakes
Members Present: Councilmember Chris Bubser, Councilmember Bill Sauser, Councilmember John Wentworth, Mayor Pro Tem Brent Truax, Mayor Amanda Rice
_____________________________________________________________________

1. CALL TO ORDER AND ROLL CALL
The Mayor called the meeting to order at 4:00 p.m. in the Council Chamber, 437 Old Mammoth Road, Suite Z, Mammoth Lakes.

Councilmember Bubser announced that she would be participating remotely due to the "just cause" of a contagious disease and that no adults were present in the room with her.

2. PLEDGE OF ALLEGIANCE
Councilmember Sauser led the flag salute.

3. PUBLIC COMMENTS
Emily Markstein spoke about the housing crisis for the group of people who lived in their vehicles. She said that tourists were taking their legal parking spots. She asked for help from the Town with safe parking spaces for those living in their vehicles. There was discussion among members of Council.

Town Council Minutes
January 21, 2026

Brianna Goico, President & CEO of the Mammoth Lakes Chamber of Commerce, gave an update regarding current Chamber activities.

Betsy Truax, Mammoth Lakes Tourism (MLT) Vice President of Community Engagement, gave an update regarding current MLT activities.

Sarah Winters, MLT Interim President & CEO, gave an update regarding the MLT CEO search.

4. ADDITIONS TO THE AGENDA
There were no additions to the agenda.

5. INTRODUCTIONS

5.1 Introduce new Parks Maintenance Worker Steve Baker.

Parks and Recreation Director Stuart Brown introduced Mr. Baker to the Council and the community.

6. REPORTS FROM COMMISSIONS AND/OR DEPARTMENTS (AS NEEDED) Parks and Recreation Director Stuart Brown and Recreation Supervisory Sydney Schulz gave an update regarding Adult Programs. There was discussion among members of Council and staff.

Town Manager Rob Patterson presented Ms. Schulz with the Town's quarterly Spirit of Mammoth Award.

Public Works Director Haislip Hayes gave an update regarding current public works activities. There was discussion among members of Council and staff.

6.1 Town of Mammoth Lakes Social Media Report for December 2025.

Town Manager Rob Patterson outlined the information in the report. There was discussion among members of Council and staff.

6.2 January 2026 Public Works Engineering CIP Update.

7. CONSENT AGENDA
Moved by Councilmember Bill Sauser
Seconded by Mayor Pro Tem Brent Truax
Approve the Consent Agenda.

Town Council Minutes
January 21, 2026

For (5): Councilmember Chris Bubser, Councilmember Bill Sauser, Councilmember John Wentworth, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Carried (5 to 0)

7.1 Approve the minutes of the regular meeting of January 7, 2026.

7.2 Authorize the Agreement for Construction Management Services for the Airport Multipurpose Building Phase 1 Site Work.

7.3 Approval to Continue Emergency Installation of Aboveground Waste Oil Tank at 299 Commerce Drive.

7.4 Accept the Project Closeout Report for the 2025 Road & MUP Rehabilitation Project.

7.5 Accept Check Register 1/8/26 in the amount of $1,794,949.26. Accept Check Register 1/15/26 in the amount of $722,278.62.

8. POLICY MATTERS

8.1 Consider approval of the second amendment to the Mammoth Lakes Housing, Inc. professional services agreement to extend the term of the agreement to June 30, 2026.

Community and Economic Development Director Nolan Bobroff and Town Manager Rob Patterson outlined the information in the staff report.

PUBLIC COMMENT:

Patricia Robertson, Eastern Sierra Community Housing (ESCH) Executive Director, said that they were working with the Town to determine the deliverables.

Tom Hodges, ESCH Board President, said that were ready for a transparent discussion and that he looked forward to working with the Town on the contract.

Billy Stade spoke in support of ESCH.

Moved by Councilmember Bill Sauser
Seconded by Councilmember John Wentworth

Town Council Minutes
January 21, 2026

Approve the Second Amendment to the Professional Services Agreement with Mammoth Lakes Housing, Inc. to extend the term of the agreement to June 30, 2026.

For (5): Councilmember Chris Bubser, Councilmember Bill Sauser, Councilmember John Wentworth, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Carried (5 to 0)

8.2 Authorize purchase of Hangar at Mammoth Yosemite Airport for storage of Town equipment.

Town Manager Rob Patterson outlined the information in the staff report.

There was discussion among members of Council and staff.

Moved by Mayor Pro Tem Brent Truax
Seconded by Councilmember John Wentworth
Approve the purchase of Hangar F1 at Mammoth Yosemite Airport and authorize the Town Manager to execute a purchase and sale agreement for $375,000 to complete the purchase, pending final legal review.

For (5): Councilmember Chris Bubser, Councilmember Bill Sauser, Councilmember John Wentworth, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Carried (5 to 0)

9. COUNCILMEMBER REPORTS
Councilmember Wentworth met with Inyo National Forest Supervisor Lesley Yen, attended the Hunden Partners meetings regarding destination management planning, announced that Jay David Fraser was named as the new Inyo County CAO, and attended today's Mammoth Lakes Tourism Board meeting.

Councilmember Bubser, Mayor Pro Tem Truax and Councilmember Sauser met with the Hunden Partners.

Mayor Rice met with the Hunden Partners and attended the Eastern Sierra Community Housing Board meeting.

Town Council Minutes
January 21, 2026

10. CLOSED SESSION
At 5:05 p.m. the Mayor announced that the Council would be entering into closed session for the purposes as stated in the agenda.

10.1 Pursuant to Government Code Section 54956.8, the Town Council will hold a conference with its representatives in regard to property negotiations pertaining to:

Property: APN: 035-010-052
Agency Negotiators: Rob Patterson, Nolan Bobroff, and Marcus Sproll
Negotiating Parties: Town of Mammoth Lakes and Mammoth Lakes Foundation
Under Negotiation: Price and terms of payment.

11. ANNOUNCEMENT OF ACTION TAKEN IN CLOSED SESSION
The Council reconvened from closed session at 5:58 p.m. and announced that there was no reportable action taken.

12. ADJOURNMENT
The Council adjourned the meeting at 5:58 p.m.

Jamie Gray, Town Clerk

1 TOWN COUNCIL STAFF REPORT
Title: Approve the request for a Public Convenience or Necessity Letter in support of Grocery Outlet’s application for a Type-21, general liquor license, allowing off-site sales of packaged beer, wine, and distilled spirits at 37 Old Mammoth Road.

Meeting Date: February 4, 2026
Prepared by: Michael Peterka, Associate Planner
RECOMMENDATION:

Approve the request for a Public Convenience or Necessity Letter in support of Grocery Outlet’s application for a Type-21 off-sale license allowing the sale of packaged beer, wine, and distilled spirits at 37 Old Mammoth Road and authorize the Community and Economic Development Director to sign the letter documenting this determination.

BACKGROUND:

Rawlings Consulting, an authorized representative for Grocery Outlet, has applied to the State Department of Alcoholic Beverage Control (ABC) for a Type 211license to sell packaged beer, wine, and distilled spirits to be consumed off the premises. Grocery Outlet is located at 37 Old Mammoth Road and is currently open seven days a week from 7 a.m. to 9 p.m.

Pursuant to California Business and Professions Code §23958.4, in order for the Department of Alcoholic Beverage Control to approve a new Type-21 License, the local governing body (i.e., Town Council) is required to make a determination that public convenience or necessity would be served by the issuance of the license. This is required for all new Type-21 ABC License applications within the Town since the number of existing licenses exceeds the number of licenses allotted by the ABC. Evidence of this determination shall be in the form of a signed letter on official letterhead stating whether the issuance of the license would serve a public convenience and/or necessity.

ANALYSIS:

Grocery Outlet is located in the Downtown (D) zoning district, in which supermarket uses are a use that is permitted outright (i.e., not subject to use permit approval). The supermarket currently sells groceries, frozen foods, deli items, health and beauty items, housewares, gift items, beer, and wine.

1 Type-21 Off-Sale Beer, Wine, and Distilled Spirits License (“Type-21 License”) authorizes the sale of beer, wine, and distilled spirits for consumption off the premises where sold (i.e., no alcoholic beverage consumption is permitted on-site) and minors are allowed on the premises.

2 Based upon information provided by ABC, the census tract (Census Tract 2.01) in which the business is located is allotted a total of ten (10) Type 21 licenses, whereas Census tract

2.01 currently has a total of twelve (12) off-sale licenses issued. Therefore, the issuance of an additional ABC license would further exceed the total number allowed within Census tract 2.01. In order for the license to be approved by ABC, a determination of public convenience of necessity must be made by Town Council.

Grocery Outlet identifies itself as a “destination store,” meaning customers desire the convenience of being able to purchase beer, wine, and distilled spirits together with typical grocery items. This convenience is essential to their ability to serve and attract customers.

Staff believe that this request would provide public convenience since it will allow customers to purchase their items at one store and not have to travel to multiple locations.

Mammoth Lakes has a unique customer base where the population varies widely depending on the season, often reaching upwards of 35,000 people at one time during weekends and busy holiday periods, and the strict application of the ABC population ratios utilizing the County population to determine the appropriate number of licenses would cause public inconveniences by limiting the number of retail locations where alcohol can be purchased.

Due to this, it is important to have multiple locations that sell alcohol for off-site consumption in order to reduce overcrowding at the stores, thereby enhancing the visitor experience.

Granting the permit will not be materially detrimental to the public welfare because the store is designed as a safe, family-oriented grocery store and the store is primarily for the sale of regular grocery and consumer products. Alcohol sales are incidental and in conjunction with the sale of the regular grocery items. Furthermore, Grocery Outlet requires all employees to go through alcohol sales training to ensure they sell alcohol in a safe and legal manner and there will be security cameras throughout the store to deter theft.

Mammoth Lakes Police Department reviewed the request for an additional retail off-sale license and had no issues with the request.

FINANCIAL CONSIDERATIONS:

Grocery Outlet has provided a deposit to cover staff time to process this request.

LEGAL CONSIDERATIONS:

The enforcement and regulation of ABC licenses is the responsibility of the Department of Alcoholic Beverage Control and, if civil or other penal code violations occur, the responsibility of the Mammoth Lakes Police Department.

Attachments:

1. Draft PCN Letter to the Department of Alcoholic Beverage Control

2. ABC Application – Grocery Outlet

February 4, 2026
State of California
Department of Alcoholic Beverage Control
4800 Stockdale Highway, Suite 213
Bakersfield, CA 93309
Re: Grocery Outlet, Type-21 License Application
To Whom it May Concern,
The Mammoth Lakes Town Council, during their regular meeting of February 4, 2026, made a finding of public convenience and/or necessity for the Grocery Outlet located at 37 Old Mammoth Road in Mammoth Lakes, California 93546, to conduct off-site sales of beer, wine, and distilled spirits (Type-21 License) and authorized the Community and Economic Development Director to sign the letter documenting the approval.

The basis of their decision was that: (1) The Grocery Outlet is a “destination store” where customers expect the convenience of being able to purchase beer, wine, and distilled spirits together with typical grocery items; (2) Mammoth is a resort community and has a unique customer base where the population varies widely depending on the season and can reach upwards of 35,000 people at one time and having multiple grocery stores and markets where residents and visitors can purchase beer, wine, and groceries is essential for reducing overcrowding at stores to enhance both resident and visitor experiences; and (3) granting the license will not be materially detrimental to the public welfare because the market is currently in operation within the appropriate commercial zone where retail grocery markets are a permitted use.

Thank you for your assistance in this matter. If you have any additional questions and/or concerns, please do not hesitate to contact me.

Sincerely,
Nolan Bobroff
Community & Economic Development Director
Town of Mammoth Lakes
(760) 965-3631
[email protected]

Mammoth Lakes Town Council
Agenda Action Sheet
Title: Approval to Continue Emergency Installation of Aboveground Waste Oil Tank at 299 Commerce Drive.

Council Meeting Date: 2/4/2026
Prepared by: Riley Griesenbeck, Facilities & Asset Manager Recommended Motion: Approve findings to continue the authorized emergency installation of an aboveground waste oil tank as provided for in Resolution 25-48. This action requires a 4/5ths vote.

Summary: At the Town Yard, located at 299 Commerce Drive, the Town operates an underground waste oil storage tank. This tank is currently out of compliance with numerous sections of the California State Health and Safety Code. Staff were notified about these violations by the Mono County Office of Environmental Health on December 9th, 2024, which listed a total of six (6) class 2 violations associated with this tank. The Town, in discussions with Mono County Office of Environmental Health and contractors, determined that the best solution to remedy the violations and maintain the high level of service at the mechanic yard is to install an indoor, above-ground waste oil storage tank and decommission the existing underground tank. On July 16th, 2025, the Council adopted Resolution 25-48 authorizing the emergency installation of this aboveground waste oil tank and temporary decommissioning of the current, out of compliance, underground waste oil storage tank through the procurement of the necessary materials, equipment, and services for the scope of work without a competitive bidding process. On July 17th, 2025, the Contractor’s contract was executed and the materials needed for this replacement were ordered.

The Contractor began work on December 8th and completed the installation of the above-ground waste oil storage tank, pump stations in three bays, and all conduits, pipes, and reels. This work was completed on December 19th. The only remaining work in this contract is the removal of residual sludge, triple-rinse, and decommissioning of the existing, out of compliance, belowground waste oil tank. This work is expected to be completed by January 30th. The need for the work authorized by Resolution 25-48 continues to be necessary. A copy of the resolution is attached here for reference.

RESOLUTION 25- 48

A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF MAMMOTH

LAKES, STATE OF CALIFORNIA, FINDING THAT EMERGENCY

CIRCUMSTANCES JUSTIFY AWARDING A CONTRACT FOR

INSTALLATION OF AN ABOVE - GROUND WASTE OIL STORAGE TANK

AND DECOMMISSIONING OF EXISTING, NONCOMPLIANT

UNDERGROUND STORAGE TANK
WHEREAS, California law generally requires the Town to award contracts for public projects" in excess of $1, 000 to the lowest bidder after the completion of a competitive bidding process; and
WHEREAS, Public Contract Code Section 20168 provides that in case of emergency the Town Council may pass a resolution by a four -fifths vote declaring that the public interest and necessity demand the immediate expenditure of Town funds to safeguard life, health, or property, and that if such a resolution is adopted the Town may expend any sum required in the emergency without complying with competitive bidding requirements; and
WHEREAS, Public Contract Code Section 22050 authorizes the Town Council, with a four -fifths vote, to " repair or replace a public facility, take any directly related and immediate action required by that emergency, and procure the necessary equipment, services, and supplies for those purposes, without giving notice for bids to let contracts" ifthe Town Council finds, based upon substantial evidence, that the emergency will not permit a delay resulting from a competitive solicitation for bids, and that the action is necessary to respond to the emergency; and
WHEREAS, the existing underground waste oil storage tank at the Mammoth Lakes Town Yard is out of compliance with state and county health and safety codes; and WHEREAS, the existing storage tank must be removed and replaced with an aboveground storage tank to bring the Town of Mammoth Lakes into compliance with state and county health and safety codes; and
WHEREAS, the Town Council finds that due to the current noncompliance of the waste oil storage tank and pursuant to Public Contract Code Section 20168 the public interest and necessity demand the immediate expenditure of public money to safeguard life, health, safety, and property in the Town of Mammoth Lakes; and WHEREAS, the Town Council finds that based on substantial evidence, including without limitation the staff report presented to the Town Council on July 16, 2025, 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.

Resolution No. 25- 48

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 installation of an aboveground waste oil storage tank and appurtenant fixtures, 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 161h day of
ATTEST:

JA E GRAY, Town Cl Ark

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. 25- 48 adopted by the Town Council of the Town of Mammoth Lakes, California, at a meeting thereof held on the 161h day of July 2025, by the following vote:

AYES: Councilmembers Sauser, Truax, Wentworth, Mayor Pro Tem Rice, and Mayor Bubser
NOES: None
ABSENT: None
ABSTAIN: None
DISQUALIFICATION: None
JA IE GRAY, Town C rk

Mammoth Lakes Town Council
Agenda Action Sheet
Title: Approve and adopt Resolution No. 26-XX establishing the fiscal years 2025-26, 2026-27, and 2027-28 compensation schedules for the Mammoth Lakes Police Officers’ Association (“MLPOA”).

Council Meeting Date: 2/4/2026
Prepared by: Amanda Pelham, Human Resources Manager
Recommended Motion: Approve the Resolution adopting the compensation schedules for fiscal years 2025-26, 2026-27, and 2027-28 for the Mammoth Lakes Police Officers’ Association.

Summary: Town Management has met and conferred in good faith with one of its recognized employee associations, the Mammoth Lakes Police Officers’ Association, and recent labor negotiations have seen a tentative agreement reached between the Town of Mammoth Lakes and the MLPOA. The attached compensation schedules reflect the agreed upon increases to compensation for all positions represented by the association for the entire term of the agreement.

RESOLUTION NO. 26--XX

A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF MAMMOTH

LAKES, STATE OF CALIFORNIA, ESTABLISHING SALARIES FOR EMPLOYEES

IN POSITIONS REPRESENTED BY RECOGNIZED BARGAINING UNIT, THE MAMMOTH LAKES POLICE OFFICERS’ ASSOCIATION
WHEREAS, the Town of Mammoth Lakes (“Town”) recognizes the following bargaining unit:
the Mammoth Lakes Police Officers’ Association (“MLPOA”); and WHEREAS, the Town and the recognized bargaining unit have negotiated salary adjustments for the position(s) represented by the MLPOA; and
WHEREAS, the salary schedules provide information essential for required retirement reporting and other purposes; and
WHEREAS, the salary schedules for the bargaining unit are defined as provided in Appendix 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 compensation schedules for fiscal years 2025-26, 2026-27, and 2027-28 will be effective February 2, 2026.

APPROVED AND ADOPTED THIS 4
th DAY OF FEBRUARY 2026.
_________________________________
AMANDA RICE, Mayor
ATTEST:
________________________________________
JAMIE GRAY, Town Clerk

FY 2025-26: Effective February 2, 2026 Pay Range
Rev. February 2026

A B C D E A B C D E A B C D E
Police Recruit Recruit 33.47
Police Officer PO/1 98,878 103,822 109,013 114,464 120,187 8,240 8,652 9,084 9,539 10,016 47.54 49.91 52.41 55.03 57.78 Police Corporal PO/2 109,755 115,243 121,004 127,054 133,407 9,146 9,604 10,084 10,588 11,117 52.77 55.41 58.18 61.08 64.14 FY 2026-27: Effective July 2026 Pay Range
Rev. February 2026

A B C D E A B C D E A B C D E
Police Recruit Recruit 34.48
Police Officer PO/1 101,844 106,937 112,284 117,898 123,793 8,487 8,911 9,357 9,825 10,316 48.96 51.41 53.98 56.68 59.52 Police Corporal PO/2 113,047 118,700 124,635 130,866 137,409 9,421 9,892 10,386 10,906 11,451 54.35 57.07 59.92 62.92 66.06 FY 2027-28: Effective July 2027 Pay Range
Rev. February 2026

A B C D E A B C D E A B C D E
Police Recruit Recruit 35.51
Police Officer PO/1 104,900 110,145 115,652 121,435 127,506 8,742 9,179 9,638 10,120 10,626 50.43 52.95 55.60 58.38 61.30 Police Corporal PO/2 116,439 122,261 128,374 134,792 141,531 9,703 10,188 10,698 11,233 11,794 55.98 58.78 61.72 64.80 68.04 Rate Type: Annual Rate Type: Monthly Rate Type: Hourly Base Rate of Pay

APPENDIX A
Mammoth Lakes Police Officers' Association (MLPOA)
Salary Schedules – by Position
Rate Type: Annual Rate Type: Monthly Rate Type: Hourly Base Rate of Pay Rate Type: Annual Rate Type: Monthly Rate Type: Hourly Base Rate of Pay

Mammoth Lakes Town Council
Agenda Action Sheet
Title: Approve the Memorandum of Understanding between the Town of Mammoth Lakes (“Town”) and the Mammoth Lakes Police Officers’ Association (“MLPOA”), which shall be in effect from July 1, 2025, through June 30, 2028.

Council Meeting Date: 2/4/2026
Prepared by: Amanda Pelham, Human Resources Manager
Recommended Motion: Approve the Memorandum of Understanding between the Town of Mammoth Lakes, and the Mammoth Lakes Police Officers’ Association.

Summary: Town Management has met and conferred in good faith with one of its recognized bargaining units, the Mammoth Lakes Police Officers’ Association, and recent labor negotiations have seen a tentative agreement reached between the Town of Mammoth Lakes and the MLPOA.

The agreement has been reviewed by the Town's third-party legal counsel, Liebert Cassidy Whitmore (LCW), and the agreement has been determined to be appropriate and compliant with applicable state and federal law.

Members of the association have voted to approve and ratify the agreement. Upon approval by Town Council, it is the Town's intention to fully implement the new agreement, executing all changes effective July 1, 2025. Salary-based adjustments will be effective beginning the first full pay period in February of the 2025-26 fiscal year, beginning February 2, 2026.

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES POLICE OFFICERS’ ASSOCIATION
July 1, 2025 to June 30, 2028

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 Police Officers’ 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, 2025 to June 30, 2028, and was ratified by the Town Council on February 4, 2026 and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes Police Officers’ Association.

TOWN OF MAMMOTH LAKES MAMMOTH LAKES POLICE OFFICERS’

ASSOCIATION
Rob Patterson Kevin Reynolds
Town Manager Mammoth Lakes Police Officers’ Association Representative
Date Date
Jamie Gray Christopher Hoodman
Town Clerk Mammoth Lakes Police Officers’ Association
Representative
Date Date

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

Table of Contents
ARTICLE 1: Agreement............................................................................................................................ 4 ARTICLE 2: Recognition........................................................................................................................... 4 ARTICLE 3: Non-Discrimination............................................................................................................. 4 ARTICLE 4: Definitions ............................................................................................................................ 4 ARTICLE 5: Town Rights......................................................................................................................... 4 ARTICLE 6: Association Rights ............................................................................................................... 5 ARTICLE 7: Dues Deductions................................................................................................................... 5 ARTICLE 8: Salary ................................................................................................................................... 6

8.1 Salary Schedule................................................................................................................................... 6

8.2 Salary Increases................................................................................................................................... 6

8.3 Retention Bonus.................................................................................................................................. 6 ARTICLE 9: Work Schedule..................................................................................................................... 6

9.1 Workweek........................................................................................................................................... 6

9.2 Work Schedule.................................................................................................................................... 6

9.3 Shift Bid and Pay Differential............................................................................................................. 7

9.4 Schedule Changes............................................................................................................................... 7 ARTICLE 10: Overtime............................................................................................................................. 7

10.1 Overtime Policy - Definition............................................................................................................. 7

10.2 Overtime Compensation ................................................................................................................... 8

10.3 Maximum Accumulation of Compensatory Time ............................................................................ 8

10.4 Usage of Compensatory Time........................................................................................................... 8

10.5 Compensatory Leave at Termination................................................................................................ 8 ARTICLE 11: Longevity Pay .................................................................................................................... 9 ARTICLE 12: Holiday Pay ........................................................................................................................ 9 ARTICLE 13: POST Pay ........................................................................................................................... 9 ARTICLE 14: Bilingual Pay .................................................................................................................... 10 ARTICLE 15: Special Assignment Pay .................................................................................................. 10 ARTICLE 16: Court Pay ......................................................................................................................... 11 ARTICLE 17: “Call-In” Pay ................................................................................................................... 11 ARTICLE 18: “On-Call” Pay.................................................................................................................. 11 ARTICLE 19: Anniversary Awards ....................................................................................................... 12 ARTICLE 20: Equipment and Uniforms ............................................................................................... 13

20.1 Equipment and Uniforms................................................................................................................ 13

20.2 Reimbursement for Body Armor .................................................................................................... 13 ARTICLE 21: Duty Weapon Ownership................................................................................................ 14 ARTICLE 22: Comprehensive and Other Leave................................................................................... 14

22.1 Comprehensive Leave..................................................................................................................... 14

22.2 Scheduling/Notification .................................................................................................................. 14

22.3 Comprehensive Leave at Termination ............................................................................................ 14

22.4 Effect of Extended Military Leave.................................................................................................. 14

22.5 Comprehensive Leave Payouts....................................................................................................... 15

22.6 Comprehensive Leave Accruals...................................................................................................... 15

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

22.7 Sick Leave....................................................................................................................................... 15

22.8 Parental Leave................................................................................................................................. 16

22.9 Family and Medical Leave.............................................................................................................. 16

22.10 Jury Duty....................................................................................................................................... 16

22.11 Leave Without Pay........................................................................................................................ 16

22.12 Unpaid Leave of Absence ............................................................................................................. 16 ARTICLE 23: Health Insurance Benefits............................................................................................... 16 ARTICLE 24: Retirement........................................................................................................................ 18 ARTICLE 25: Retirement Health Savings Account.............................................................................. 18 ARTICLE 26: Deferred Compensation.................................................................................................. 18 ARTICLE 27: Life Insurance .................................................................................................................. 19 ARTICLE 28: Rapid Response................................................................................................................ 19 ARTICLE 29: Promotions....................................................................................................................... 19

29.1 Police Sergeants.............................................................................................................................. 19

29.2 Police Corporals.............................................................................................................................. 19

29.3 Police Officers................................................................................................................................. 19 ARTICLE 30: Workers’ Compensation................................................................................................. 19 ARTICLE 31: Layoffs.............................................................................................................................. 20 ARTICLE 32: Personnel Files................................................................................................................. 20 ARTICLE 33: Grievance Procedure....................................................................................................... 20

33.1 Purpose............................................................................................................................................ 20

33.2 Formal Grievance Procedure........................................................................................................... 20

33.3 Automatic Advances....................................................................................................................... 21

33.4 Costs of Grievance Arbitration ....................................................................................................... 21

33.5 Time Limits..................................................................................................................................... 21 ARTICLE 34: Severability....................................................................................................................... 21 ARTICLE 35: Duration ........................................................................................................................... 22 APPENDIX A: Salary Schedules............................................................................................................. 23

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

ARTICLE 1. Agreement
This Memorandum of Understanding (“MOU” or “Agreement”) is entered into by and between the Town of Mammoth Lakes (“Town”) and the Mammoth Lakes Police Officers' Association (“Association”).

ARTICLE 2. Recognition
The Town recognizes the Association as the exclusive representative of all full-time employees in the job classifications of Police Recruit, Police Officer, and Police Corporal.

ARTICLE 3. Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military, or veteran’s 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’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. Definitions

4.1 “Base rate of pay” shall mean the employee’s hourly rate of pay as identified in Appendix A.

4.2 “Classification seniority” shall be used for the purpose of determining vacation sign-ups, shift bids, and layoffs. Classification seniority shall be defined as the employee’s time in class plus higher class within the Police Department.

4.3 “Day” shall mean a calendar day unless otherwise stated.

4.4 “Employee” shall mean an employee in the bargaining unit represented by the Association.

4.5 “Grievance” shall mean an alleged violation, misapplication, or misinterpretation of this memorandum of understanding by the Association, an employee, or group of employees whose position classification(s) is represented by the Association. Employee evaluations and disciplinary actions are not subject to grievance.

4.6 “Regular rate of pay” shall include the employee’s base hourly rate of pay plus any additional incentives or special pay required by the Fair Labor Standards Act (“FLSA”) to be included in the regular rate, for which the employee qualifies under this MOU.

4.7 “Town Manager” is the Chief Administrative Officer of the Town and is appointed by the Town Council.

ARTICLE 5. Town Rights
Town Council retains all 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

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

by the specific and express terms of the Agreement, and then only to the extent such specific and express terms are in conformance with law.

Included in the 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.

Notwithstanding the foregoing, the parties agree to meet and confer as required under the Meyers-MiliasBrown Act.

ARTICLE 6. Association Rights

6.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities.

6.2 The Association shall receive one hundred (100) hours of Association release time annually, for the Association President and/or designee(s) to conduct Association business or attend state or national conferences.

6.3 The Town shall allow a reasonable number of Association representatives time off without loss of compensation or other benefits when processing grievances, attending labor management meetings, or formally meeting and conferring with representatives of the Town on matters within the scope of representation.

ARTICLE 7. 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-pay 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.

The Association agrees to indemnify 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

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

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.

ARTICLE 8. Salary

8.1 Salary Schedule
The salary schedule shall be attached as Appendix A. The salary schedule shall consist of five (5) salary steps (A-E) that are five percent (5%) apart. Employees shall move through the salary steps annually based on an overall satisfactory (or equivalent of) performance evaluation.

8.2 Salary Increases
Employees shall receive the following increases to base rate of pay effective on the dates as shown.

Increases will go into effect the first full pay period of July unless stated differently below.

February 2, 2026………………………….10%
July 2026………………………………….3%
July 2027……………………………….…3%

8.3 Retention Bonus
Following ratification and adoption of this Agreement by the Association and Town Council, employees in the classification of Police Officer and Police Corporal shall receive a one-time, lump-sum, payment based upon ten percent (10%) calculation of gross wages earned by members from July 7, 2025 – February 1, 2026, on the February 20, 2026 regular pay date. To be eligible for this retention bonus, employees must be (a) employed by the Town on February 4, 2026, the date of ratification by both parties, and (b) employed by the Town on the regular pay date following ratification and adoption of this Agreement, on February 20, 2026. Eligibility for this payment is not complete, and no right to this payment is earned, unless both criteria are satisfied. Employees may elect to have any or all the lump-sum payment deposited into an eligible 457(b) account, and the payment shall be subject to all applicable payroll taxes and withholdings. As this payment is not performance-based, it shall not be subject to retirement, nor shall it be reported to CalPERS as pensionable earnings.

ARTICLE 9. Work Schedule

9.1 Workweek
The workweek shall begin at 0001 hours on Monday and end at 2400 hours on Sunday.

9.2 Work Schedule
The work schedule shall be mutually agreed upon by both the Town and the Association. While not included in the twelve (12) assigned to patrol, the School Resource Officer and/or Detective may be assigned to patrol duties as the needs of the department require.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

Employees in the classification of Police Recruit shall maintain a normal workweek of forty (40) hours, based on the schedule set forth by the Police Academy in which the employee in the classification of Police Recruit is enrolled; this may include a normal workweek of five, eight-hour workdays (5/8’s) or four, ten-hour workdays (4/10’s). The Town Manager, or designee, may designate other normal working hours as required by the needs of the Town.

9.3 Shift Bid and Pay Differential
Employees shall bid annually during the month of November for the following year’s shifts and days off. The shift bid shall include four (4) rotations of three (3) months; the rotations begin in January, April, July, and October. Each employee must select two (2) night shifts and two (2) day shifts. Once all employees have selected their shifts, employees may trade shifts for the entire rotation. Employees in the classification of Police Corporal shall be on different shifts, and opposite Police Sergeants whenever possible, to assist with supervision of patrol duties.

Any employee who is required and authorized to work a shift at least part of which falls from 2100 hours to 0700 hours, shall receive a pay differential of two and one-half percent (2.5%) of their base rate of pay for the hours worked from 2100 to 0700 hours. Employees who are assigned to graveyard shift from 2100 to 0700 but are not physically present for the graveyard shift and use comprehensive leave, compensatory leave, or sick leave in place of time actually worked, are not eligible for the graveyard shift pay differential.

9.4 Schedule Changes
The Chief of Police, or designee, may move an employee from one established shift to another established shift with two (2) weeks’ notice if the change is deemed to be in the best interests of the department and the Town. In the case where a shift change is between two or more employees, the employee with the most seniority shall have the right to accept or reject the transfer. All schedule changes shall be made with the needs of the department being primary, and the needs of the employee being secondary.

ARTICLE 10. Overtime

10.1 Overtime Policy – Definition
Overtime work is to be kept to a minimum, consistent with the protection of the lives and property of the citizens of Mammoth Lakes and the efficient operation of the department and operation of the Town. Overtime must be authorized by the Chief of Police, or designee. Overtime for employees in the classifications of Police Officer and Police Corporal shall be defined as time worked beyond forty (40) hours during the normal workweek. “Time worked” for employees in the classifications of Police Officer and Police Corporal shall be 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 roved travel time for work purposes will be compensated as “time worked” in compliance with FLSA regulations. Town paid comprehensive leave, compensatory time, and sick time shall be considered “hours worked” and is included for the purposes of calculating overtime for employees in the classifications of Police Officer and Police Corporal. Release time for Association business and any non-paid leave times are not considered “time worked”. Employees in the classifications of Police Officer and Police Corporal shall receive paid rest breaks and lunch breaks.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

Compensatory time off should be granted in a manner that limits the impact on overtime being generated by the employee requesting the time off and by the department as determined at the Town’s discretion.

Overtime for employees in the classification of Police Recruit must be authorized by the Chief of Police, or designee. Overtime shall be defined as time actually worked beyond forty (40) hours per work week. “Time actually worked” for employees in the classification of Police Recruit 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. Town-paid leaves (e.g., comprehensive leave, paid municipal holidays, etc.), meal periods, and other state or federal paid leaves are not considered “time actually worked” for Police Recruits.

10.2 Overtime Compensation
For hours worked in excess of forty (40) hours in any workweek, one of the following shall occur at the discretion of employees in the classifications of Police Officer and Police Corporal. (1) Employee shall accrue compensatory time-off on a time-and-one-half basis; or, (2) Overtime shall be paid at time-and-one-half the regular rate of pay.

For hours worked in excess of forty (40) hours in any workweek, employees in the position of Police Recruit shall be paid at time-and-one-half their regular rate of pay. Employees in the classification of Police Recruit shall not be eligible to accrue compensatory time off.

10.3 Maximum Accumulation of Compensatory Time
Employees in the classifications of Police Officer and Police Corporal may accumulate up to two hundred (200) hours of compensatory time. Until the accrued compensatory leave balances are reduced to below two hundred (200) hours, employees shall receive overtime compensation as pay. Employees may request a payout of compensatory time accrued the first pay period of each quarter, in January, April, July, and October; a list of annual payroll dates shall be established by Human Resources and available to all full-time, regular employees. Requests for a payout of compensatory time shall be made in writing to Human Resources and received no later than 5:00 p.m. the Friday preceding the first scheduled payroll date of each quarter.

The Town Manager, or designee, may authorize additional payouts of accrued compensatory time upon specific written request of an employee, but only in the event that extraordinary circumstances warrant such consideration.

10.4 Usage of Compensatory Time
Compensatory time earned shall be used at the employee’s discretion with the prior approval of the Chief of Police, or designee. The employee shall 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 The department will make every effort to accommodate compensatory leave requests.

10.5 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.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

ARTICLE 11. Longevity Pay

11.1 Employees shall receive longevity pay at the following rates, which are not cumulative or stackable:
3% at completion of the 10th year
6% at completion of the 15th year
9% at completion of the 20th year

11.2 Longevity pay shall be paid in accordance with the Town’s regular payroll schedule, beginning on the first full pay period following the above periods of continuous service as a sworn law enforcement officer. Only sworn law enforcement experience as defined by California Penal Code Sections 830.1 and 830.2, or the out-of-state equivalent as determined by the Chief of Police, or designee, shall be included as qualified sworn law enforcement experience in the calculation of longevity. Longevity pay shall be calculated at the above stated percentage of the employee's current base rate of pay.

ARTICLE 12. Holiday Pay
In lieu of receiving holidays off, each employee in the classification of Police Officer and Police Corporal shall receive holiday pay in the amount of six-point nine percent (6.9%) of the employee’s base rate of pay.

Employees in the Police Recruit classification shall not be eligible for holiday pay in lieu of receiving holidays off and shall receive a paid eight- (8-) hour workday off on paid municipal holidays as established and published by the Human Resources Department. Employees in the classification of Police Recruit must be in active paid status on the workday preceding the holiday to be eligible to be compensated for the holiday. Unless approved by the Town Manager, or designee, prior to a paid municipal holiday, employees in the position of Police Recruit are not authorized to work on established municipal holidays.

ARTICLE 13. POST Pay
(a) Employees in the classification of Police Officer possessing an intermediate State of California (“California”) Commission on Peace Officer Standards and Training (“POST”) certificate shall receive a pay differential of two and one-half percent (2.5%) of their base rate of pay. Employees in the classification of Police Corporal shall be required to possess an intermediate California POST certificate and shall not be eligible for additional POST Pay for this certificate level. (b) Employees in the classification of Police Officer possessing an advanced California POST certificate shall receive a pay differential of seven and one-half percent (7.5%) of their base rate of pay (inclusive of the two and one-half percent (2.5%) intermediate California POST certificate).

Employees in the classification of Police Corporal possessing an advanced California POST certificate shall receive a pay differential of five percent (5%) of their base rate of pay. (c) POST Pay shall be paid in accordance with the Town’s regular payroll schedule, beginning on the first full pay period following receipt of each level of certificate, and written notification by the employee to both their immediate supervisor and Human Resources. Eligibility for POST Pay is not complete, and no right to this payment is earned, unless both criteria of (a) the employee being in receipt of a POST certificate, and (b) the employee notifying both their immediate supervisor and Human Resources of said receipt in writing.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

ARTICLE 14. Bilingual Pay
Employees in the classifications of Police Officer or Police Corporal who meet bilingual proficiency qualifications shall receive a pay differential of five (5%) of their base rate of pay. The Chief of Police shall designate the language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, which will determine the qualifications for and maintenance of this incentive.

Employees in the classification of Police Recruit shall not be eligible for bilingual pay while in attendance at the Police Academy as they will not be providing community services to the citizens of the Town of Mammoth Lakes. Police Recruits who successfully complete the Police Academy, who are promoted to the classification of Police Officer, and who meet Spanish language bilingual proficiency qualifications, may receive a pay differential of five percent (5%) of their base rate of pay.

ARTICLE 15. Special Assignment Pay

15.1 Employees in the classification of Police Officer assigned by the Chief of Police, or designee, to work in the classification of Officer-In-Charge (“OIC”), or employees in the classification of Police Officer and Police Corporal assigned by the Chief of Police, or designee, to work in the classification of Field Training Officer (“FTO”) shall receive an additional five percent (5%) pay above their base rate of pay. Employees shall only receive this special pay when actually in the performance of OIC or FTO duties as determined by the Chief of Police, or designee. Employees assigned as the OIC shall receive a minimum of five (5) hours OIC pay for each shift assigned, provided the five (5) hours does not exceed the end of the employees’ shift. Employees in the classification of Police Corporal are not eligible for special assignment pay for OIC duties.

To meet CalPERS reporting requirements for OIC and FTO special assignment pay, these additional types of pay are considered “Lead Worker/Supervisor Premium” and shall be reported to CalPERS as such.

15.2 Employees in the classification of Police Officer and Police Corporal selected and assigned to detail in the positions of Detective, DARE Officer (“SRO”), and Drug Enforcement Officer shall receive an additional five percent (5%) above their base rate of pay for the duration of the assignment.

To meet CalPERS reporting requirements for Drug Enforcement Officer special assignment pay, this type of pay shall be considered “Narcotic Division Premium” and shall be reported to CalPERS as such.

15.3 Employees in the classifications of Police Officer and Police Corporal selected by the Chief of Police to be trained in and assigned to the Sexual Assault Response Team (“SART”) and/or Special Enforcement Detail (“SED”) shall receive an additional two- and one-half percent (2.5%) above their base rate of pay for the duration of the assignment.

To meet CalPERS reporting requirements for SART and SED special assignment pay, SART shall be considered “Police Investigator Premium” and SED shall be considered “Hazard Premium” and both shall be reported as such.

15.4 Employees in the classification of Police Officer may be selected and assigned to detail in the position of Canine Officer as selected by the Chief of Police, or designee. The Police Officer assigned to the role of Canine Officer shall be responsible for the care, maintenance, supervision, control, and training of the assigned police service canine as outlined in the Canine Program Policy and Procedures developed and maintained by the Chief of Police, or designee. Assignment and all

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

compensation will be effective the first full pay period following the successful completion of training for the assigned Police Officer and selected canine.

Employees in the classification of Police Officer assigned to the position of Canine Officer shall receive an additional two and one-half percent (2.5%) above their base rate of pay for the duration of the assignment as Canine Officer Premium and shall be reported to CalPERS accordingly.

In recognition of the assigned duties and responsibilities of a canine handler, the Canine Officer will be compensated for thirty (30) minutes each day of off-duty time for each day care is provided for the canine. Time may not be converted to compensatory time. Canine Officer will be compensated at time and one-half of the unit member's hourly rate. Canine care time shall not be considered time actually worked for purposes of overtime under this agreement.

The Canine Program is implemented at the complete discretion of the Town and there is no right granted to the Association or the Police Department for the continuation of the Program. The Program may be discontinued at any time at the sole discretion of the Town.

15.5 No employee shall be eligible to receive more than seven- and one-half percent (7.5%) in special assignment pay, exclusive of OIC and FTO pay.

ARTICLE 16. Court Pay
Employees required to appear in court on behalf of the Town shall be compensated at one and one-half (1- 1/2) times their regular rate of pay, with a minimum of four (4) hours, providing that this four (4) hour period does not overlap into the employee’s regularly assigned shift.

If the court appearance should fall within one (1) hour after the employee’s regularly assigned shift or one (1) hour before the employee’s regularly assigned shift, the employee shall be compensated only for those hours prior to or extending beyond the assigned shift.

During off-duty time, when the appearance does not require the employee to be physically present (i.e.

DMV telephone appearance), employee shall be compensated for a minimum of two (2) hours at one and one-half (1-1/2) their regular rate of pay per appearance.

If an employee is called off a mandatory court appearance with twenty-four (24) hours or more notice, employee shall not receive “on-call” compensation. If employee is called off between twenty-four (24) and twelve (12) hours prior to appearance time, employees shall be entitled to two (2) hours of “on-call” pay.

If employee is called off with less than twelve (12) hours’ notice, they shall be entitled to three (3) hours of “on-call” pay.

ARTICLE 17. “Call-In” Pay
Call-ins occur when employees are off duty and are called in to work for any reason, including but not limited to, training. An employee who is called in to work shall receive a minimum of four (4) hours pay at one and one-half (1-1/2) the employee’s regular rate of pay, providing that this four (4) hour period does not overlap into the employee’s regularly assigned shift, at which time employee will be paid for overtime hours actually worked.

ARTICLE 18. “On-Call” Pay

18.1 Employees who are assigned when off-duty to be “on-call” for an identified shift must be available to come in to work when requested to do so during that shift. Employees assigned to be “on-call”

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

shall receive compensation equal to two hours at one and one half (1-1/2) times the employee’s regular rate of pay for each shift they are “on-call”. “On-call” hours shall not be considered as “time worked” for purposes of calculating overtime.

18.2 Employees scheduled to be “on-call” shall be determined by an “on-call” schedule established by the Chief of Police. The “on-call” schedule shall first be available for voluntary sign-ups by sworn employees. In the event the minimum of two (2) sworn personnel per night and day patrol shift is not met, “on-call” assignments will be mandatory and as assigned by the Chief of Police, or designee.

18.3 In the event twenty-four (24) hour staffing is reduced, and to maintain services to the community, a minimum of two (2) employees assigned to patrol night shift and two (2) employees assigned to patrol day shift shall be assigned “on-call” and subject to call back each day of the week.

18.4 To facilitate emergency response, employees assigned “on-call” shall be eligible to utilize a patrol vehicle during their assigned “on-call” shift.

18.5 In the event an employee assigned “on-call” is unable to fill the “on-call” vacancy assignment, the “on-call” assignment shall be transferred to the employee who is assigned to work in the original employee’s absence.

18.6 In the event twenty-four (24) hour staffing is reduced, employees assigned to a patrol night shift from 1700 hours until 0300 hours shall remain “on-call” until 0400 hours on days they are assigned to work. Employees assigned to call back between 0300 and 0400 shall be compensated for one (1) hour of straight time, at the employee’s regular rate of pay. If an employee is called back during this period and remains on duty past 0400 hours, they shall be compensated at one-and one-half (1- 1/2) the employee’s regular rate of pay for all time worked after 0400 hours.

18.7 In the event twenty-four (24) hour staffing is reduced, employees assigned to a patrol day shift from 0700 until 1700 hours shall be “on-call” from 0400 hours until the start of their assigned shift at 0700 hours. Employees assigned to call in between the hours of 0400 to 0700 shall be compensated for one (1) hour at one-and one-half (1-1/2) the employee’s regular rate of pay. Employees, if called in, shall be compensated at one-and one-half (1-1/2) the employee’s regular rate of pay from the time they are called in until 0700 hours, the start of their regular patrol day shift.

18.8 Upon reaching twenty-four (24) hour staffing, “on-call” assignments shall be issued on an as needed basis at the discretion of the Chief of Police, or designee.

ARTICLE 19. Anniversary Awards

19.1 The Town Council recognizes the important contribution made by long-term employees and wishes to reward their service to the Town. Long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.

19.2 The Town shall award employees for every five (5) years of service to the Town according to the schedule below. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

Years Award
5 years 20 hours of paid administrative anniversary leave 10 years Council recognition and 30 hours of paid administrative anniversary leave 15 years Council recognition and 40 hours of paid administrative anniversary leave 20 years Council recognition and 50 hours of paid administrative anniversary leave 25 years Council recognition and 80 hours of paid administrative anniversary leave 30 years Council recognition and 80 hours of paid administrative anniversary leave 35 years Council recognition and 80 hours of paid administrative anniversary leave Paid anniversary leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.

ARTICLE 20. Equipment and Uniforms

20.1 Equipment and Uniforms
The Mammoth Lakes Police Department takes pride in the professional standard presented by its employees and provides an equipment and uniform reimbursement program to ensure such professional standards are maintained.

The Town shall provide employees in the position of Police Recruit with equipment and uniform required by, and for use while enrolled in the Police Academy to ensure professional standards are maintained.

Upon hire, employees in the classification of Police Officer and Police Corporal shall be provided with new, or like new, safety equipment, foul weather gear, and uniform items in accordance with department policy. Following initial issue, employees shall be eligible for reimbursement of up to one thousand three hundred dollars ($1,300) per fiscal year to be used for the replacement, repair, purchase, cleaning, and maintenance of safety equipment, foul weather gear, and uniform items for law enforcement purposes to be used while on duty only, excluding firearms. At the completion of one (1) year of service, new employees shall be entitled to a pro-rata amount for the remainder of the fiscal year. Unexpended balances shall not roll over to the following fiscal year. Reimbursement shall be authorized at the discretion of the Town Manager, or designee, upon submitting proof of purchase.

Safety equipment, foul weather gear, and uniform items damaged in the course of duty (i.e. biohazard contamination) will be repaired or replaced by the Town. This excludes normal wear and tear, which is the responsibility of the employee.

Employees may be required to replace equipment and uniform items at the discretion of the Chief of Police, or designee, if the item does not meet the professional appearance standard set forth by the department or does not meet safety requirements. Should the employee have exhausted their $1,300 balance, replacement of safety equipment, foul weather gear, and uniform items shall be at the employee’s own cost. Alterations and customizations beyond what is considered required by the department, shall not be paid for by the Town.

20.2 Reimbursement for Body Armor
Following initial issue, the Town shall provide all employees with a ballistic vest, and carrier consistent and comparable to currently approved equipment, for use while on duty. Request for

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

specialized body armor or a ballistic vest exceeding Level IIIA must be submitted in writing to the Town Manager, or designee, for approval prior to purchase or replacement.

ARTICLE 21. Duty Weapon Ownership
Employees shall be provided with a one-time duty weapon reimbursement not to exceed $1,000 for a duty weapon for use when on duty and accessories required for the weapon, which must be pre-approved by the Chief of Police. Employees may purchase the handgun of their choice subject to prior approval by the Chief of Police, or designee.

Employees are required to submit their duty weapon to the Chief of Police or designee annually for inspection. Any employee whose weapon is not fit for duty may, at the discretion of the Chief of Police, be issued a department-owned weapon until the employee’s weapon is able to be returned to duty. All costs for maintenance and repair of duty weapons shall be submitted to the Town for reimbursement.

Employees who complete five (5) years of satisfactory service shall have the option to take full ownership of their duty weapon (department-issued or purchased) upon separation of employment from the Town. At separation from less than five (5) years of service, employees may purchase their duty weapon at twenty percent (20%) per year depreciation value, to be determined by the Chief of Police, or designee.

ARTICLE 22. Comprehensive and Other Leave

22.1 Comprehensive Leave
Comprehensive leave replaces vacation leave, personal leave, and bereavement leave.

22.2 Scheduling/Notification
The scheduling of paid leave for vacation and personal leave purposes and the amount to be taken at any one time shall be approved by the Chief of Police, or designee, in accordance with the department’s rules and with regard for the needs of the department primarily and the preferences of the employee secondarily. Employee must submit their request to use paid leave at least two weeks in advance in order for the department to mandate the shift(s) to be covered. If a request is submitted less than two (2) weeks in advance, approval shall depend on voluntary coverage.

If an employee finds it necessary to take paid leave which has not been scheduled in advance, for bereavement, emergencies, etc., it is the responsibility of the employee to contact their supervisor at least one hour prior to the beginning of their workday to inform the supervisor of their absence.

In such circumstances, the Chief of Police, or designee, may mandate shift coverage.

22.3 Comprehensive Leave at Termination
Upon separation from the Town, employee shall receive payment for all accrued comprehensive and compensatory leave at the employee’s current regular rate of pay or as required by law.

22.4 Effect of Extended Military Leave
State and federal law require an employer to grant an employee leave for specified military service.

The Town will abide by both the spirit and intent of the law.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

An employee who is on military leave may, at the employee’s request, use comprehensive leave at the time the military leave becomes effective, or at any time during the course of the extended leave.

22.5 Comprehensive Leave Payouts
Employees who have comprehensive leave balances in excess of four hundred (400) hours annually on July 1st each fiscal year, shall have those hours in excess of four hundred (400) hours converted to cash and deposited into the employee’s MissionSquare Retirement Health Savings (“RHS”) account.

Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of one hundred (100) 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. Employees requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred (200) 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) or RHS plan pursuant to applicable state and federal laws.

The Town Manager, or designee, may authorize additional payouts of accrued comprehensive leave upon specific written request of an employee, but only in the event that extraordinary circumstances warrant such consideration.

22.6 Comprehensive Leave Accruals
Employees in the classifications of Police Officer and Police Corporal shall accrue comprehensive leave based upon their length of continuous service, according to the following schedule, unless otherwise authorized by the Town Manager, or designee:
(a) 0-1 years of service 7 hours per month
(b) 1-2 years of service 10 hours per month
(c) 2-3 years of service 12 hours per month
(d) 3+ years of service 15 hours per month
Employees in the classification of Police Recruit shall accrue comprehensive leave at a rate of

16.67 hours per month.

22.7 Sick Leave
Employees in the classifications of Police Officer and Police Corporal shall accrue eight (8) hours a month of sick leave. There shall be no limit to the amount of sick leave hours an employee can accrue. Sick leave shall have no cash value and may not be converted to comprehensive leave.

Upon separation, the employee’s sick leave balance shall not be paid out but shall be reported to CalPERS and converted to service credit as permitted by law and by the Town’s contract with CalPERS. Employees in the classification of Police Recruit shall not be eligible to accrue sick leave.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

22.8 Parental Leave
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 make all such information available upon request. Such information will be available from the Human Resources Department.

22.9 Family and Medical Leave
State and federal law requires employers to grant family and medical leave under specified circumstances. The Town will abide by both the spirit and intent of the law. The Town provides family and medical leave in accordance with applicable state and federal law. Such information will be available from the Human Resources Department.

22.10 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.

22.11 Leave without Pay
The Chief of Police may approve an employee’s request for up to forty (40) hours of leave without pay per calendar year. Leave without pay may be granted only after all paid leave has been exhausted. All benefits, including leave accrual, health insurance, and retirement, shall be prorated accordingly to the reduction in work hours.

22.12 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to six (6) months unpaid leave that will guarantee the employee 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. All benefits including 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 paid leave balances must be exhausted before the employee may go onto unpaid leave of absence.

ARTICLE 23. Health Insurance Benefits

23.1 Employees and their dependents shall be eligible for coverage under the Town’s health plan(s), subject to each plan’s term and conditions.

23.2 The Town will contract with CalPERS health insurance plan(s) as defined in this article. The Town will also maintain a flexible benefit program.

23.3 The Town shall contribute the PEMHCA minimum amount required by CalPERS per month per employee as the “employer contribution” to the cost of the premium for the health program should the employee elect to participate in the plan.

23.4 The Town will provide a monthly contribution to each employee in the classifications of Police Officer and Police Corporal in an amount equal to the cost of coverage under the Peace Officers

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

Research Association of California (“PORAC”) Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “Subscriber”, “Subscriber and one (1) Dependent”, or “Subscriber and two (2) plus Dependents” for the employee’s flexible spending (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS health program premium. The Town will provide a monthly contribution to each employee in the classification of Police Recruit an amount equal to the cost of coverage under the CalPERS Health Insurance Plan (PERS Platinum) based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “Subscriber”, “Subscriber and one (1) Dependent”, or “Subscriber and two (2) plus Dependents” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS health program premium.

23.5 Medical-In-Lieu - Employees in the classification of Police Officer and Police Corporal who do not elect to take the Town’s health insurance must provide proof of health coverage (in accordance with the Town’s Waiver of Health Plan Enrollment). Employees who opt out of Town provided health insurance shall receive four hundred dollars ($400) per month in-lieu which shall be deposited into their MissionSquare RHS account. Employees in the classification of Police Recruit who do not elect to take the Town’s health insurance must provide proof of other group health coverage in accordance with applicable state and federal law, in accordance with the Town’s Waiver of Health Plan Enrollment and shall be eligible to receive a benefit stipend of six hundred dollars ($600) per month.

23.6 Employees may participate in the Health Reimbursement Arrangement Plan (HRA) as established by the Town to reimburse employees for vision and dental expenses as outlined in IRS publication 502 and the Town’s vision and dental policy up to a total of $1,500 for employees and $800.00 for each dependent (as defined by CalPERS Health) per fiscal year, which total may be combined for the use of either the member or any of their dependents. If two employees are married, they shall not be covered by each other, and their dependent children may only be covered by one 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 80% of the unused portion of the total benefit, (not to exceed $2,000 per year for employees with less than one 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 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. Requests submitted after sixty (60) days after the close of the year will be paid out of the current fiscal year’s benefit amount. Requests for reimbursement for services performed in years prior to the immediately preceding fiscal year shall not be reimbursable.

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” (defined as the year before the current fiscal year) benefit will be accessed first for reimbursement requests. “Then, Rollover Year 2”, (defined as the fiscal year before Rollover Year 1) benefit amount will be accessed for reimbursement requests. Finally, if current fiscal year and Rollover Years 1 and 2 benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” 60 days after the close of a fiscal year will no longer be available to fund reimbursement requests. Employees may opt out of the HRA during the annual open enrollment period.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

ARTICLE 24. Retirement
The Town will continue its participation in the California Public Employees’ Retirement System (CalPERS).

Retirement Tier 1 – Police Safety Members in the classifications of Police Officer or Police Corporal hired before January 1, 2013, or Classic Members as defined by CalPERS, shall receive the 3% @ 50 retirement formula, highest thirty-six (36) month average final compensation period, the Forth Level of the 1959 Survivor’s Benefit, Unused Sick Leave Option, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These Police Safety Members in the classifications of Police Officer or Police Corporal shall pay the entire twelve percent (12%) of the CalPERS employee’s contribution on a pre-tax basis. Employees in the classification of Police Recruit 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 (2.0%) retirement Cost of Living Adjustment (COLA). Employees in the classification of Police Recruit shall pay the entire employee contribution rate as determined by CalPERS.

Retirement Tier 2 – New Police Safety Membersin the classifications of Police Officer and Police Corporal, as defined by CalPERS, hired on or after to January 1, 2013, shall receive the 2.7% @ 57 retirement formula, highest thirty-six (36) month average final compensation period, the Forth Level of the 1959 Survivor’s Benefit, Unused Sick Leave Option, and a two percent (2%) retirement Cost of Living Adjustment (“COLA”). These Police Safety Members in the classifications of Police Officer and Police Corporal shall pay half of the total normal cost of the retirement plan as determined annually by CalPERS.

Non-Classic employees in the classification of Police Recruit (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 (2.0%) retirement COLA.

ARTICLE 25. Retirement Health Savings Account
The Town shall contract with MissionSquare to provide a vehicle for retiree medical expenses. Employees in the classifications of Police Officer and Police Corporal shall contribute twenty-five dollars ($25) per pay period into their MissionSquare RHS account. The Town shall contribute three hundred and seventyfive dollars ($375) per month into each employee’s MissionSquare RHS account.

Employees in the classification of Police Recruit shall not be eligible to participate in a MissionSquare RHS account, and no employee or employer contributions shall be made on behalf of employees in this classification.

ARTICLE 26. Deferred Compensation
The Town shall maintain a Deferred Compensation Plan (IRC Section 457(b) Plan) in good standing and shall make voluntary participation in the Plan available to all employees.

Subject to applicable contribution limits established by law, the Town shall contribute to the Town’s Section 457(b) deferred compensation plan for the benefit of employees in the classification of Police Recruit. The Town shall contribute fifty dollars ($50) per pay period as part of the first and second payrolls

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

of each month. Employees in the position of Police Recruit shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive the Town’s contributions retroactive to their hire date.

Employees who sign up beyond sixty (60) days of their hire date will receive the Town’s contributions beginning on the next applicable pay period and the Town’s contributions shall not be retroactive.

ARTICLE 27. Life Insurance
The Town shall provide a term life insurance policy for each employee in the amount of $50,000 until the age of seventy (70), after the age of seventy (70) the benefit shall be reduced to $25,000. Dependents of employees shall receive a term life insurance policy in the amount of $5,000.

ARTICLE 28: Rapid Response
At such time staffing levels drop below twelve (12) sworn Officers assigned to patrol, and this staffing level is anticipated to last for more than three (3) months, representatives from the Association and the Town will meet and confer regarding strategies to ensure proper staffing and coverage.

ARTICLE 29. Promotions

29.1 Police Sergeants
For vacancies in the classification of Police Sergeant, in the absence of a valid employment list, the Town will conduct a recruitment open to both internal and external applicants. The recruitment shall be conducted in accordance with the Town’s Personnel Rules and the testing process shall be determined between the Chief of Police and the Human Resources Department. If there are two (2) internal candidates who successfully pass the testing process, the Town shall select one (1) of the internal applicants for promotion to the classification of Police Sergeant. In the event there is only one (1) successful internal candidate, the Town may choose to promote that candidate, or to select an external candidate.

At the conclusion of a selection process, successful candidates shall be advised within thirty (30) days of their position on a valid employment list. When selecting from a valid employment list, the Town may select from any of the candidates regardless of their ranking.

29.2 Police Corporals
Police Officers promoting to the classification of Police Corporal will remain at the same step on the Police Corporal Salary Schedule as they were on the Police Officer Salary Schedule, as provided for in Appendix A.

29.3 Police Officers
Police Recruits who successfully complete the Police Academy shall immediately be promoted to the classification of Police Officer and shall be placed at step “A” within the PO/1 range.

ARTICLE 30. Worker’s Compensation
Whenever an employee is absent due to the filing of a workers’ compensation claim, the employee shall receive full compensation during the first fifteen (15) working days of such absence without deduction from accrued paid leave banks.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

If the workers’ compensation claim is accepted, the employee shall receive one hundred percent (100%) of their gross pay on a pre-tax basis for a period of up to fifty-two (52) weeks pursuant to California Labor Code Section 4850 (“4850”).

After 4850 leave is exhausted, if the employee is still unable to return to duty, the employee may use accrued leaves to supplement the temporary disability benefits received from the Town’s workers’ compensation carrier up to the employee’s full gross pay. If all paid leave is exhausted, then the employee will be compensated at the statutory rate.

ARTICLE 31. Layoffs
In the event of layoff of employees covered by this MOU, employees shall be laid off in the inverse order of seniority.

Employees who are laid off may take a voluntary demotion within the Mammoth Lakes Police Department, to a class in which the employee had prior probationary or permanent status, provided such a position is held by an employee with less seniority.

A break in employment shall not result in loss of seniority as a result of layoff. Any employee laid off after acquiring permanent status shall, after reinstatement, regain the seniority possessed at the time of layoff. If two or more employees have identical seniority and identical time with the department, ties shall be broken by previous law enforcement experience within the State of California as a full-time paid Peace Officer described under 830 P.C.

ARTICLE 32. Personnel Files
Upon approval by the Chief of Police, employees who do not have repeated similar misconduct may have any formal disciplinary action and/or investigations removed from their personnel file at the five (5) year anniversary date of the discipline.

A request to remove documentation for repeated similar misconduct shall be in writing to the Chief of Police and shall be the basis for the request. The removal of documentation shall be at the discretion of the Chief of Police. A decision not to remove documentation more than five (5) years old shall not be subject to challenge by the employee and shall not be subject to the grievance procedure.

Employees wishing to inspect their personnel file may do so by contacting the Chief of Police, or designee.

ARTICLE 33. Grievance Procedure

33.1 Purpose
The purpose of this procedure is to provide for an orderly process for reviewing and resolving employee grievances at the lowest possible administrative level in the shortest possible time.

33.2 Formal Grievance Procedure
Level I
The grievant shall submit a written grievance to the Chief of Police within fifteen (15) days from the event giving rise to the grievance or from the date the employee could reasonably have expected to have had knowledge of such event. The Chief of Police, or designee, shall investigate the

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

grievance, which may include a meeting with the concerned parties, and give a written answer to the grievant within fifteen (15) days of receipt of the grievance.

Level II
If the grievant is not satisfied with the written answer from the Chief of Police, the grievant may, within fifteen (15) days of such answer, file a written appeal to the Town Manager. The Town Manager shall investigate the grievance, which may include a meeting with the concerned parties and thereafter give a written answer to the grievant within fifteen (15) days of receipt of the written appeal.

Level III
If the Association is not satisfied by the decision made by the Town Manager, the Association may, within fifteen (15) days of receipt of the response from the Town Manager, request a hearing before a third-party Hearing Officer. The parties shall select a Hearing Officer within fifteen (15) days from the request for a hearing.

The Hearing Officer shall conduct a hearing and shall either issue an oral bench decision, or shall, within thirty (30) days of conclusion of the hearing, render a written decision and/or order. Any decision and/or order of the Hearing Officer shall be advisory to the Town Manager. The Town Manager may affirm, modify, reverse, or otherwise resolve the decision of the Hearing Officer.

The Town Manager’s decision shall be final and binding.

33.3 Automatic Advances
If, at any step in the informal or formal grievance procedure, it is determined that the designated person who is to respond to the grievance does not have the authority to resolve the issue presented, the grievance automatically advances to the next line of authority, as designated in the grievance procedure, who does have the authority to respond.

33.4 Costs of Grievance Arbitration
The Town shall be responsible for the entire cost of a Hearing Officer.

33.5 Time Limits
Time limits are considered an integral and important part of the grievance procedure and may not be waived except by mutual written consent of the parties. In the event that a grievant fails to carry their grievance forward within a prescribed time period, the grievance shall be considered withdrawn. If the Town fails to respond with an answer to a grievant within the required time period, the grievance shall be deemed settled in favor of the employee.

ARTICLE 34. Severability
Should any section, clause, or provision of the Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction or invalid by CalPERS, 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.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

Upon such invalidation, the parties agree immediately to meet and confer on substitute provision for such parts or provisions rendered or declared illegal or an unfair labor practice. If the parties are unable to reach an agreement through the meet and confer process, the matter shall be resolved by advisory arbitration. The final decision shall be rendered by Town Council.

ARTICLE 35. Duration
This Agreement is subject to all existing laws of the State of California, ordinances, and regulations of the Town of Mammoth Lakes. The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties. This Agreement terminates and supersedes those past practices, procedures, understandings, traditions, agreements, or rules and regulations inconsistent with any matters covered in this Agreement. The parties acknowledge that, for the life of this Agreement, each voluntarily and unqualifiedly waives its right to negotiate and agrees that the other party shall not be obligated to negotiate, with respect to any matter covered by this Agreement. The Town agrees that the provision of this Agreement shall not be changed, however, the Town and the Association may mutually agree to reopen this Agreement by meeting and conferring on any provision of the Agreement. Nothing contained herein shall preclude the parties from meeting and conferring on matters not covered by this Agreement, in the accordance with the Meyers-Milias-Brown Act.

This Agreement shall be in effect from July 1, 2025 through June 30, 2028.

Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes Police Officers’ Association July 1, 2025 – June 30, 2028

APPENDIX A – Salary Schedules
Mammoth Lakes Police Officers' Association (MLPOA)
Salary Schedules – by Position
FY 2025-26: Effective February 2, 2026 Pay
Range Rev. February 2026 Rate Type: Annual Rate Type: Monthly Rate Type: Hourly Base Rate of Pay

A B C D E A B C D E A B C D E
Police Recruit Recruit 33.47
Police Officer PO/1 98,878 103,822 109,013 114,464 120,187 8,240 8,652 9,084 9,539 10,016 47.54 49.91 52.41 55.03 57.78 Police Corporal PO/2 109,755 115,243 121,004 127,054 133,407 9,146 9,604 10,084 10,588 11,117 52.77 55.41 58.18 61.08 64.14 FY 2026-27: Effective July 2026 Pay
Range Rev. February 2026 Rate Type: Annual Rate Type: Monthly Rate Type: Hourly Base Rate of Pay

A B C D E A B C D E A B C D E
Police Recruit Recruit 34.48
Police Officer PO/1 101,844 106,937 112,284 117,898 123,793 8,487 8,911 9,357 9,825 10,316 48.96 51.41 53.98 56.68 59.52 Police Corporal PO/2 113,047 118,700 124,635 130,866 137,409 9,421 9,892 10,386 10,906 11,451 54.35 57.07 59.92 62.92 66.06 FY 2027-28: Effective July 2027 Pay
Range Rev. February 2026 Rate Type: Annual Rate Type: Monthly Rate Type: Hourly Base Rate of Pay

A B C D E A B C D E A B C D E
Police Recruit Recruit 35.51
Police Officer PO/1 104,900 110,145 115,652 121,435 127,506 8,742 9,179 9,638 10,120 10,626 50.43 52.95 55.60 58.38 61.30 Police Corporal PO/2 116,439 122,261 128,374 134,792 141,531 9,703 10,188 10,698 11,233 11,794 55.98 58.78 61.72 64.80 68.04

Mammoth Lakes Town Council
Agenda Action Sheet
Title: Receive a presentation on “Van Life” overnight parking efforts Council Meeting Date: 2/4/2026
Prepared by: Nolan Bobroff, Community & Economic Development Director; Haislip Hayes, Public Works Director
Recommended Motion: This is an informational item only. If desired, the Town Council can provide consensus to bring back an item at a future meeting to consider a “Van Life” pilot program.

Summary: The Town has been working on a concept to utilize a Mono County owned site for a van life overnight parking project for a number of years; however, for a variety of reasons, this plan will take time to fully develop and there is a desire by Town Council and the community for a designated parking site as quickly as possible. The Town will likely engage in a short-term solution while the joint effort with the County continues to develop. This short-term solution can coexist with the larger plan should they both come to fruition.

The short-term solution would explore potential overnight parking sites within the Town limits that are both publicly owned and privately owned. This includes USFS sites, privately owned recreation sites, Town owned sites, School District owned sites, privately owned business sites, and church sites. Each site has unique challenges to establishing and operating an overnight parking program on the site and will require some additional steps to fully authorize such a use with the Town that will require substantial staff time (e.g., code changes, use agreements, etc.).

To address the immediate need, staff have been working through a concept to allow overnight parking on a designated site for a period not to exceed 90 calendar days, which would allow the use to operate through the end of April or May depending on when the use commences. There are some additional details and logistics that need to be worked out, but staff is hopeful of having some additional details that can be shared at the Town Council meeting.

The purpose of this Town Council item is to share the framework for the current approach that staff is working through and to get Town Council feedback on whether to continue down that path.

If the consensus is to continue with this solution, staff will bring a detailed plan to the next Town Council meeting for adoption.

1 Jamie Gray
From: Rob Patterson
Sent: Saturday, January 31, 2026 10:00 AM
To: Jamie Gray
Subject: FW: the poster
Jamie,
The attached poster was created by a local worker who is currently living in their car. They asked to include this as public comment to the agenda item on van life.

Thanks,
Rob

“Van Life”
Overnight
Parking
Program

TO W N O F M A M M OT H L A K E S

TO W N C O U N C I L
F E B R U A R Y 4 , 2 0 2 6

Background
o Town Municipal Code currently prohibits “sleeping or camping in any vehicle or recreational vehicle on any public street, parking lot, Town right-of-way, public park, or other public place [MC Chapter 12.40] o Zoning Code allows property owners to use an RV as a temp residence during periods of construction (requires active building permit)
o Due to housing challenges (cost, availability, etc), an increased number of residents have transitioned to living in their vehicles
o At the same time, recreational van-lifers have increased dramatically and conflicts between the two groups has increased
o Staff have been engaged with Mono County and other partners since mid-2023 to secure a site for overnight parking use.

Pathway 1 –
Long-Term
3 WORK W/ MONO COUNTY ON THE SHERIFF’S SUBSTATION SITE TO

OPERATE A PERMANENT SITE FOR VAN-LIFE OVERNIGHT PARKING USE

WILL REQUIRE
- CEQA REVIEW
- ENTITLEMENT – MASTER PLAN
TIMING: UNKNOWN
COST: SNOW REMOVAL, TRASH, RESTROOMS, IMPROVEMENTS TO

EXISTING WELL AND STRUCTURE(S)

Pathway 2 –
Near-Term
4 CONSIDER AMENDING THE MUNICIPAL CODE TO ALLOW ‘SAFE PARKING’ AS A PERMITTED USE SUBJECT TO USE PERMIT – LIMIT TO COMMERCIAL

ZONES AND CHURCH SITES AS AN ACCESSORY USE
- ALLOWS FOR ENHANCED ENFORCEMENT WITHIN THE TOWN OF

VIOLATORS (FINES, TOWING, ETC)
- SCALABLE (BUSINESS OWNER ALLOWING FOR 2 VEHICLES OR A CHURCH ALLOWING FOR 20 VEHICLES)
- CONDITIONS IMPOSED UNDER USE PERMIT ALLOW FOR THE PERMIT

TO BE REVOKED IF THERE ARE ISSUES

WILL REQUIRE
- CEQA REVIEW
- MUNICIPAL CODE CHANGES
- SUBSEQUENT ENTITLEMENTS - USE PERMIT
TIMING: TOWN CONTROLLED - CAN BEGIN WORKING ON THE CODE CHANGES IMMEDIATELY; ~6 MONTHS TO COMPLETE
COSTS: TOWN MAY NEED TO SHARE IN SNOW REMOVAL, TRASH, AND

RESTROOM COSTS ON PRIVATELY OPERATED SITES AS AN INCENTIVE

Pathway 3 –
Immediate
Solution
5 ALLOW AS A TERMPORARY USE UNDER THE ZONING CODE AS AN

EMERGENCY FACILITY TO ADDRESS A PUBLIC SAFETY ISSUE (CHAPTER

17.56)
- LIMITS THE USE TO 90 DAYS (END OF APRIL OR MAY)
- ALLOWS STAFF TO REGULATE HOURS, NUISANCES, SCREENING, WASTE, ETC
- VEHICLE DWELLERS WOULD BE ISSUED A PLACARD TO IDENTIFY THE

REGISTERED VEHICLE

REQUIRES A PRIVATE PROPERTY OWNER TO OFFER UP THEIR SITE TIMING: CAN EXECUTE QUICKLY
COSTS: TOWN MAY NEED TO SHARE IN SNOW REMOVAL, TRASH, AND

RESTROOM COSTS ON PRIVATELY OPERATED SITES AS AN INCENTIVE

Next Steps
o Work to secure an agreement for a privately owned site to allow for the temporary use
o Develop rules, guidelines, security plan, etc
o Bring a resolution to Town Council (2/18 or 3/4)
o Research and develop code changes to allow Safe Parking uses subject to a Use Permit
o Will require PEDC and TC approval to adopt the ordinance o Continue to work w/ Mono County

1 TOWN COUNCIL STAFF REPORT
Title: Consider changes to town parking policies
Meeting Date: February 4, 2026
Prepared by: Haislip Hayes, PE Public Works Director
Dan Casabian, Police Chief
RECOMMENDATION:

Town Staff recommend the Town Council:

1. Receive a presentation from staff on existing challenges and opportunities to implement changes.

2. Provide consensus direction to make changes to policies.

3. If needed, direct staff to return with the appropriate instruments to implement changes to codes and policies.

BACKGROUND:

Seasonal parking issues have long been a challenge for the Town of Mammoth Lakes.

These issues are widespread and most impactful during times of peak visitation. To counter these challenges Staff have been directed to take steps towards mitigating impacts in a variety of ways. Staff have expanded parking options, parking ticket prices have been increased, and our host program has taken a stronger role in active management of parking.

Parking in the resort areas (Eagle, Canyon, Village, Tamarack) has been challenging due to limited parking options and strong demand. In recent years the Police Department has seen a rise in deliberate violations of parking regulations, often openly accepting parking tickets to park near their destination. This poor behavior causes significant conflicts for our snow removal and emergency response teams. Before this winter season started Staff met with Mammoth Lakes Fire Protection District (MLFPD), Mammoth Lakes Police Department (MLPD), Eastern Sierra Transit Authority (ESTA) and Mammoth Mountain Ski Area (MMSA) to discuss a critical pinch point at the top of Lakeview Blvd. Signage was agreed upon and changes implemented. Over this last weekend every single one of these spaces was filled with an illegally parked vehicle. To better manage parking and curb poor behavior more aggressive measures will need to be implemented.

ANALYSIS:

This Staff report and associated presentation will focus on winter parking in the resort areas. Summer parking has its own challenges that should be addressed separately. Most of the suggestions below are to mitigate issues at Canyon Lodge, however, any approach taken near Canyon could be applied to other high impact areas. These ideas and recommendations are only the foundation for a discussion. Staff understand that each of the ideas presented will include many details that need to be worked out prior to implementation. The thoughts presented here are intended to be short-to-medium-term

2 solutions that the Town can reasonably implement. Longer term solutions such as parking garages are being evaluated in other planning exercises.

It’s important to recognize that bad behavior is difficult to manage. As mentioned above we regularly witness intentional violations of parking regulations. No amount of signage will stop this completely. Council should also keep in mind the intent of our parking regulations. Parking regulations are created to allow for snow removal operations and storage, emergency vehicle access, transit circulation, vehicle flow, and pedestrian safety.

Staff believe that parking challenges can be mitigated with better management, enforcement and information. Below are some tactics for Town Council discussion and consideration. The Staff presentation will follow these talking points.  Develop resort parking zones with higher ticket prices. o Classify streets around Canyon, Eagle, and The Village as resort parking zones. o Increase parking ticket prices in these zones to $250-$300. o Staff recommend posting the ticket cost on revised no parking signs. o Create a new ticket for obstructing traffic flow aligned with the Municipal Code. This would be for violators that park in the travel lanes impeding traffic, transit, bicycles, pedestrians or EMS. This would apply to egregious violations such as parking on the Voodoo Chute, in bus pullouts, center turn lanes, on MUPs or in bike lanes or other locations where it’s obvious that parking isn’t permitted. Staff feel the price should be higher for these violations. Penalties for this sort of violation in San Francisco are $1000. Staff would recommend about half of that fee amount. Adding and aligning this ticket with the Municipal Code will permit non-sworn staff to ticket for this infraction.  Simplify parking system signage and eliminate street parking in constrained areas.

Staff often hear complaints that parking signage information is too confusing. The Town has an ordinance prohibiting street parking from November to April. Signs representing this are found all throughout Town. This generalized ordinance conflicts with targeted signage allowing parking. To maximize parking opportunities, signage is strategically installed but must alternate between permitted and not permitted to accommodate fire hydrants, pedestrian walkways, intersections and other infrastructure. Parking signs describe the hours parking is available. The limited hours allow for overnight snow removal operations. While appropriately signed the inconsistency in signage could be confusing. Staff are recommending removing parking in some of these areas and developing system signage and some standardization to help with consistency and expectations, this includes:
o Sign each street in the zone with larger “no parking on this side / fine amount / tow away zone”. Alternatively, “parking this side only / hours”. For some consistency “No Parking on Street Name” could be added to the system. o While not always possible Staff would try and permit or not permit parking for the entire length or section of road. Some consistency will help the fact signage becomes buried during snowstorms.
o Parking information signs located near each “portal” (Voodoo, Canyon, Hillside, Lakeview)– stating that there is no parking unless explicitly permitted. o Staff recommend eliminating the uphill parking spaces on Lakeview. This will help to maintain clear up hill travel lanes. During snow events it will help to

3 reduce the natural constraining of travel lanes as the snow builds up. Staff have developed a new striping plan that moves the travel lanes to the northerly side of the road to create a wider parking lane and more space for pedestrians. These changes are to address circulation and EMS access.
o Rainbow Lane known in the winter as “One-Way” Rainbow is an extremely constrained section of road with a steep grade. The steep grade is the primary reason the street is one way in the winter. There is little snow storage and parking is always an issue. Parallel parking is permitted on the downhill side of the road; however, crews regularly encounter parking on the other side which is head on into the one-way traffic. Further complicating the parking situation is the head-in parking near the top of the road where it meets the larger Canyon Parking area. Town snow removal staff struggle with clearing this section of road due to the number of driveways and vehicle conflicts. Eliminating parking will reduce conflicts, creating a safer situation for vehicle circulation and snow removal.
o Permit parking on only one side of the lower portion of Rainbow Lane, Mammoth Slopes, and Forest Trail and other roads with enough width. These roads become nearly impassible with vehicles parked on both sides. There is not enough road width to facilitate parking on both sides of the road on many of the streets in the area.
 Develop a “parking map” for static distribution, web/phone applications and other media.
o Working with Mammoth Lakes Tourism (MLT), tear off maps were updated to reflect some information about parking opportunities. Staff could build upon that effort and develop products that provide more explicit parking information.

Staff are currently working on loading all current street parking spaces and zones into GIS for internal use. Internally, staff deal with the regular destruction and theft of parking and regulatory signage. This is difficult to identify without regular audits and review. Mapping these areas will help Staff to manage signage. These products could be adapted for public use.

Staff would recommend a combination of the ideas above as a set of revised management tools that could be implemented in the short term. This effort may require changes to fee schedules, new resolutions, and revised ordinances. The cost of implementing these ideas would fit within existing budgets. Staff is looking at some medium-term solutions that could influence parking behavior. The most important effort is the development of an impound lot and a contract for towing services.
 Impound lot / towing services
o The Town has long struggled with towing and impound services. Staff often need abandoned and illegally parked vehicles removed to allow for traffic circulation and snow removal operations. These services are in high demand and there are limited options. Recently the Town Council authorized the purchase of an airport hangar. This purchase creates the opportunity to vacate the current Town Yard at the Sierra Business Park across from the airport. Staff are recommending that this lot be offered up for lease to a qualified impound

4 and tow company to primarily serve the Town. Staff have been told by operators that the barrier to providing service is the availability of land zoned and prepared for these services. Staff are recommending issuing an RFP/RFQ for these services along with developing the requisite code and fee schedules necessary to create a reliable impound service for the Town. Staff believe that the real threat of impound will help to deter illegal parking.  Town Council could consider contracting out parking management and authorizing a paid parking program on Town roads.
o A controversial option for consideration is the creation of paid and managed parking along public rights-of-way. During the weekend of January 24th 2/3rds of Canyon Lodge parking lot was paid parking at a rate of $40/day. The Town does not currently charge for parking in any of its public spaces. A paid parking alternative could increase transit use and mitigate parking issues. Town could consider a contract for paid parking services that includes onsite management.

There are also numerous app-based parking programs available to municipalities. If the Council is interested in such a program Staff would need to do a fair amount of research and return to Council with findings and options.

Finally, Town Council could direct staff to make no changes and to continue to use existing methodologies throughout Town. Parking issues are associated with times of high visitation and the Town has been experiencing growth year-round. Staff do not recommend this option.

FINANCIAL CONSIDERATIONS:

Changes to parking signage and striping can most likely be funded with existing budgets.

Other concepts will need further analysis to determine the financial impact. Staff will incorporate this analysis in future staff reports if requested by Council.

LEGAL CONSIDERATIONS:

Some of the proposed changes will require updates to fee schedules and ordinances. These changes will need to be brought before Council for consideration prior to implementation.

Parking Policies and
Issues

Parking
Policies
• Purpose /Goals
• Issues / Concerns
• Resort Parking Zone
• Signage Plan /
Circulation
• Parking Map
• Impound Lot / Tow
Services
• Paid Parking

Purpose /
Goals
• Discussion with
council
• Gather feedback
• Provide direction to
Staff
• Focus on resort areas
• Emphasis on winter

Issues /
Concerns
• Illegal Parking:
• Blocks transit
• Obstructs snow
removal
• Impedes emergency
services
• Blocks fire
hydrants
• Impacts pedestrian
safety
• Decreases sight
distance
• Reduces vehicular
circulation Page 84 of 104
Resort
Parking
• Create new parking
zone
• Canyon
• Eagle
• North Village
• Lakes Basin
• Increase ticket costs
to ~$300
• Increase ADA
violations (currently
$550)
• New municipal code
ticket for impeding
the flow of traffic

Signage
Plan
• Revised signage
• More explicit
• Slightly larger
signage
• No parking “this
side” or “on this
street”
• Add ticket price /
tow away
• Eliminate parking in
constrained areas
• Uphill (N side) of
Lakeview
• Upper (one-way)
Rainbow
• Reevaluate parking

Rainbow and Majestic
Pines Looking East

Parking Map
• Internal GIS effort is in
progress
• Asset management
• Theft / destroyed signs
• Audits
• Develop materials for public
use
• Print
• Social media
• Web
• Applications

Impound Lot /
Towing Services
• Opportunity at Sierra
Business Park
• Lease town property for a
municipal tow yard
• Vision is to have on call
“town first” services
• RFP for services / Contract
• Update codes & ordinances
• Zones
• Tow and storage fees

Paid Parking
• Consider paid parking
• Resort areas?
• Townwide?
• Contract could include
management
• Would require more research
/ demos

Next Steps
• Collect feedback
• Evaluate feedback &
work internally to
develop policies,
resolutions,
ordinances
• Present to council /
adopt
• Order and deploy
materials
• Public outreach
• Social / Website

Mammoth Lakes Town Council
Agenda Action Sheet
Title: Consider amendments to Town of Mammoth Lakes Municipal Code Chapter

9.32, Tobacco and Related Products.

Council Meeting Date: 2/4/2026
Prepared by: Jamie Gray, Town Clerk
Recommended Motion: Waive the reading and introduce by title only the ordinance amending Town of Mammoth Lakes Municipal Code Chapter 9.32, Tobacco and Related Products.

Summary: The Town of Mammoth Lakes Municipal Code Chapter 9.32, Tobacco and Related Products, needs to be updated to reflect the current law which moved the age to buy tobacco products from 18 to 21. A review of the entire Chapter was conducted in addition to making the change to the age to buy tobacco and related products. Edits were made to enhance clarity of the Chapter, including placing all of the definitions in one section of the chapter, adding the word “vape” to the smoking products and smoking paraphernalia definitions, and updating sections regarding flavored tobacco.

It is recommended that the Town Council introduce the ordinance, it will then be brought back for adoption at the next Town Council meeting, and then the proposed Chapter will become effective and be incorporated into the Town’s Municipal Code 30 days after adoption.

ORDINANCE NO. 26-

AN ORDINANCE OF THE TOWN COUNCIL OF THE TOWN OF MAMMOTH

LAKES, STATE OF CALIFORNIA, AMENDING TOWN OF MAMMOTH
LAKES MUNICIPAL CODE CHAPTER 9.32,

TOBACCO AND RELATED PRODUCTS
WHEREAS, the Town Council has previously established in Chapter 9.32, Tobacco and Related Products, of the Municipal Code the minimum age required for purchase of a smoking product to be 18 years of age or greater; and
WHEREAS, federal and state law changed the minimum age required for purchase of a smoking product to 21 years of age or greater; and
WHEREAS, the Town of Mammoth Lakes Municipal Code needs to be updated to reflect current law; and
WHEREAS, additional edits are proposed to the Chapter to provide better clarity, including placing all of the definitions in one section of the chapter and adding the term “vape” to smoking products and paraphernalia.

NOW, THEREFORE, THE TOWN COUNCIL OF THE TOWN OF MAMMOTH LAKES, STATE OF CALIFORNIA, DOES HEREBY ORDAIN AS FOLLOWS:

Section 1. Recitals. The above recitals are all true and correct.

Section 2. Approval. The Town Council hereby amends Town of Mammoth Lakes Municipal Code Chapter 9.32, Tobacco and Related Products, to read as set forth in Exhibit A attached hereto and incorporated herein by reference.

Section 3: Severability. If any section, subsection, subdivision, paragraph, sentence, clause, or phrase in this ordinance, or any part thereof, is held invalid or unconstitutional, then such decision shall not affect the validity of the remaining sections or portions of this ordinance or part thereof. The Town Council hereby declares that it would have passed each section, subsection, subdivision, paragraph, sentence, clause, or phrase of this ordinance irrespective of the fact that any one or more sections, subdivisions, paragraphs, sentences, clauses, or phrases may be declared invalid or unconstitutional.

Section 4: Effective date. The Mayor shall sign, and the Town Clerk shall certify passage and adoption of this ordinance and shall cause the same to be published and posted pursuant to the provisions of law in this regard, and this ordinance shall take effect thirty (30) days after its adoption.

Ordinance No. 26-

ADOPTED AND APPROVED on this 18
th day of February, 2026.
_________________________________
AMANDA RICE, Mayor
ATTEST:
__________________________
JAMIE GRAY, Town Clerk

EXHIBIT “A”
CHAPTER 9.32. TOBACCO AND RELATED PRODUCTS

9.32.010. Purpose.

Substantial scientific evidence exists that the use of tobacco products and electronic cigarettes (vapes) cause cancer, heart disease, and various other medical diseases. The Surgeon General of the United States has found that tobacco-caused diseases are the leading cause of premature, preventable death and disability in the U.S. This chapter describes the regulation of tobacco product sales within the Town of Mammoth Lakes to help support the health and wellbeing of residents and visitors, in a manner consistent with state law. (Code 1990, § 9.24.010; Ord. No. 14-04, § 2(exh. A), 4-16-2014)

9.32.020. Definitions.

The following words, terms and phrases, when used in this chapter, shall have the meanings ascribed to them in this section, except where the context clearly indicates a different meaning:

Business means any sole proprietorship, joint venture, corporation, association, or other business entity formed for profit-making purposes or that has an employee, including retail establishments where goods or services are sold as well as professional corporations and other entities where legal, medical, dental, engineering, architectural or other professional services are delivered.

Characterizing flavor means a taste or odor, distinguishable by an ordinary consumer either prior to or during the consumption of a tobacco product, other than the taste or odor of tobacco, including, but not limited to, tastes or odors relating to any fruit, chocolate, vanilla, honey, candy, cocoa, dessert, alcoholic beverage, menthol, mint, wintergreen, herb, or spice, or a cooling sensation distinguishable by an ordinary consumer during the consumption of a tobacco product.

Dining area means any area available to or customarily used by the general public that is designed, established, or regularly used for consuming food or drink.

E-cigarette/vape means a device capable of providing an inhalable dose of nicotine or tobacco or any other substances by delivering an aerosol or vaporized solution, including any component, part or accessory of such device, whether or not sold separately.

Employee means any person who is employed by any employer in consideration for direct or indirect wages or profit and any person who volunteers services for a nonprofit entity.

Employer means any person, partnership, corporation, association, nonprofit, or other entity who employs or retains the service of one or more persons or supervises volunteers.

Enclosed means:

(1) Any covered or partially covered space having more than 50 percent of its perimeter area walled in or otherwise closed to the outside, such as a covered porch with more than two walls.
(2) Any space open to the sky (hereinafter uncovered) having more than 75 percent of its perimeter area walled in or otherwise closed to the outside, such as a courtyard.

Except that an uncovered space of 3,000 square feet or more, such as a field or an openair arena, shall not be considered “enclosed” for purposes of this chapter.

Flavored tobacco product means any tobacco product that contains a constituent that imparts a characterizing flavor. “Flavored tobacco product” includes any tobacco product, other than looseleaf tobacco, a premium cigar, or a shisha tobacco product, that is not listed on the Unflavored Tobacco List established and maintained by the Attorney General pursuant to California Health & Safety Code Section 104559.1.

Manufacturer means any person, including any repacker or relabeler, who manufactures, fabricates, assembles, processes, or labels a tobacco product; or imports a finished tobacco product for sale or distribution into the United States.

Minor child or children means any individual less than 18 years of age.

Multiunit residence means a building or portion thereof that contains more than one dwelling space consisting of essentially complete independent living facilities for one or more persons, including permanent provisions for living, sleeping, eating, cooking, and sanitation. A single-family house shared by roommates is not a multiunit residence for purposes of this chapter.

Multiunit residence common area means any indoor or outdoor common area of a multiunit residence accessible to and usable by more than one residence, limited to halls, lobbies, laundry rooms, outdoor eating areas, swimming pools, and recreation areas.

Nonprofit entity means any entity that meets the requirements of Corporations Code Section 5003 as well as any corporation, unincorporated association or other entity created for charitable, religious, philanthropic, educational, character-building, political, social or other similar purposes, the net proceeds from the operations of which are committed to the promotion of the objectives or purposes of the entity and not to private gain. A public agency is not a nonprofit entity within the meaning of this section.

Park means park and recreation facilities operated by the Town, including Shady Rest Park, Mammoth Creek Park, Community Center Park, Whitmore Park, Trails End Park, Park at the Parcel, and Mammoth Lakes Community Dog Park.

Place of employment means any area under the legal or de facto control of an employer, business, or nonprofit entity that an employee or the general public may have cause to enter in the normal course of operations, but regardless of the hours of operation, includes indoor and outdoor work areas, construction sites, vehicles used in employment for business purposes, taxis, employee lounges, conference and banquet rooms, bingo and gaming facilities, long-term health facilities, warehouses, and private residences that are used as childcare or health care facilities subject to licensing requirement.

Playground means any park or recreational area designated in part to be used by children that have play or sports equipment installed or has been designated or landscaped for play or sports activities, or any similar facility located on private school grounds or on Town property.

Public place means any place, public or private, open to the general public regardless of any fee or age requirement, including bars, restaurants, clubs, stores, stadiums, parks, playgrounds, taxis, and buses.

Reasonable distance means a distance that ensures that occupants of an area which smoking is prohibited are not exposed to secondhand smoke created by smokers outside the area. This distance shall be a minimum of 20 feet.

Recreational area means any area, public or private, open to the public for recreational purposes regardless of any fee requirement, including parks, gardens, sporting facilities, stadiums, playgrounds, trails, and ski areas.

Self-service merchandising, sales or displays means open displays of smoking products and point-of-sale smoking-related promotional products that the public has access to without the intervention of an employee.

Service area means any area designated to be or regularly used by one or more persons to receive or wait to receive service, enter a public place, or make a transaction whether or not such service includes the exchange of money, including ATMs, bank teller windows, telephones, ticket lines, bus stops, and cab stands.

Significant tobacco retailer means any tobacco retailer that derives 75 percent or more of gross sales receipts from the sale or exchange of tobacco products, smoking paraphernalia, and or vapes.

Smoke or smoking means possessing a lighted pipe, cigar, cigarette, e-cigarette, or vape of any kind or the lighting, emitting or exhaling the smoke of a pipe, cigar, cigarette, e-cigarette, or vape of any kind.

Smoking paraphernalia means cigarette papers or wrappers, pipes, holders of smoking materials of all types, cigarette rolling machines, e-cigarettes, vapes, and any other item designed for the smoking or ingestion of smoking products.

Smoking product means any substance or product containing nicotine or tobacco that is meant to be used in conjunction with an e-cigarette, vape, or any other type of smoking or vaporizing contraption, including, but not limited to, joints, cigarettes, cigars, bongs or pipes.

The term “smoking product” also means Indian cigarettes called bidis, and cartridges and liquid solutions for e-cigarettes, which may be utilized for smoking, chewing, inhaling or other manner of ingestion.

Smoking retailer means any person or entity that operates a store, stand, booth, concession or other place at which sales of smoking products are made to purchasers for consumption or use.

Smoking vending machine means any electronic or mechanical device or appliance, the operation of which depends upon the insertion of money, whether in coin or paper currency, a

debit or credit card, or other things representative of value, which dispenses or releases a smoking product.

Tobacco or tobacco product.
(1) The term “tobacco” or “tobacco product” means:
a. Any product containing, made, or derived from tobacco leaf or nicotine that is intended for human consumption, whether smoked, heated, chewed, absorbed, dissolved, inhaled, snorted, sniffed, or ingested by any other means, including, but not limited to, cigarettes, cigars, little cigars, chewing tobacco, pipe tobacco, or snuff.
b. Any electronic device that delivers nicotine or other similar substances to the person inhaling from the device, including, but not limited to, any type of vaping device, an electronic cigarette, electronic cigar, electronic pipe, or electronic hookah.
c. Any component, part, cartridge or accessory intended or reasonably expected to be used with a tobacco product, whether or not sold separately. (2) The term “tobacco product” does not include any product that has been approved by the United States Food and Drug Administration for sale as a tobacco cessation product (e.g., Nicorette gum, patch, etc.) or for other therapeutic purposes where such product is marketed and sold solely for such an approved purpose.

Vendor-assisted means only a store employee has access to the product and assists the customer by supplying the product. The customer does not take possession of the product until it is purchased.
(Code 1990, § 9.24.020; Ord. No. 14-04, § 2(exh. A), 4-16-2014; Ord. No. 20-01, § 1(exh. A), 2- 5-2020)

9.32.030. Sale restricted generally.
(a) No person or business shall engage in the sale of a smoking product without first posting a plainly visible sign at the point of purchase of smoking products which states: “The sale of smoking products to persons under 21 years of age is prohibited by law. Photo identification is required to purchase smoking products.” The letters of the sign shall be at least onequarter-inch in height. (b) No person, business, smoking retailer, or owner, manager or operator of any establishment subject to Sections 9.32.010 through 9.32.070 shall sell, offer to sell or permit to be sold any smoking product to an individual without requesting and examining identification establishing the purchaser's age as 21 years or greater unless the seller has some reasonable basis for determining the buyer's age.
(c) No person, business, smoking retailer or other establishment shall sell or offer for sale cigarettes or other tobacco or smoking products unless it is in the original packaging provided by the manufacturer and includes all required health warnings.

(d) It shall be unlawful for any person, business or smoking retailer to sell, permit to be sold, offer for sale or display for sale any smoking product by means of self-service merchandising or by means other than vendor-assisted sales. (e) No person, business or smoking retailer shall locate, install, keep, maintain or use, or permit the location, installation, keeping, maintenance or use on premises of same any smoking vending machine for the purposes of selling or distributing any smoking product. (Code 1990, § 9.24.030; Ord. No. 14-04, § 2(exh. A), 4-16-2014)

9.32.040. Sale of flavored tobacco products prohibited. (a) No tobacco retailer or any of the tobacco retailer’s agents or employees shall sell or offer for sale, or to possess with intent to sell or offer for sale, any tobacco product not on the Unflavored Tobacco List established and maintained pursuant to California Health & Safety Code Section 104559.1, with the exception of: (i) premium cigars; (ii) shisha tobacco products; and (iii) looseleaf tobacco, that do not meet the definition of “flavored tobacco product” set forth in Section 9.32.020.
(b) There shall be a rebuttable presumption that a tobacco retailer in possession of flavored tobacco products, including, but not limited to, individual flavored tobacco products, packages of flavored tobacco products, or any combination thereof, possesses such flavored tobacco products with the intent to sell or offer them for sale. (c) There shall be a rebuttable presumption that a tobacco product is a flavored tobacco product if a tobacco retailer, manufacturer, or any employee or agent of a tobacco retailer or manufacturer has:
(1) Made a public statement or claim that the tobacco product imparts a characterizing flavor;
(2) Used text or images on the tobacco product’s labeling or packaging to explicitly or implicitly indicate that the tobacco product imparts a characterizing flavor; or (3) Taken action directed to consumers that would be reasonably expected to cause consumers to believe the tobacco product imparts a characterizing flavor. (Code 1990, § 9.24.080; Ord. No. 20-01, § 1(exh. A), 2-5-2020)

9.32.050. Other applicable laws.

Sections 9.32.010 through 9.32.070 shall not be interpreted or construed to permit smoking vending machines and distribution of smoking product samples where they are otherwise restricted by other applicable laws. Nor shall this article be construed to be cause for breach of any pre-existing private contract, or cause for interference with regulations imposed by State or Federal law or related to interstate commerce.
(Code 1990, § 9.24.050; Ord. No. 14-04, § 2(exh. A), 4-16-2014)

9.32.060. Violation, enforcement and penalties.
(a) Any person, business or tobacco retailer who violates any provision of Sections 9.32.010 through 9.32.070 shall, upon conviction thereof, be subject to penalties as specified in Chapter 1.12.
(b) The owner, operator or manager of any public place or place of employment within the purview of this chapter shall comply herewith. Such owner, operator or manager shall post or cause to be posted all signage required by Sections 9.32.010 through 9.32.070. (c) It shall be the responsibility of employers to disseminate information concerning the provisions of Sections 9.32.010 through 9.32.070 to employees. (Code 1990, § 9.24.060; Ord. No. 14-04, § 2(exh. A), 4-16-2014)

9.32.070. Nonretaliation.
(a) No person or employee shall discharge, refuse to hire or in any manner retaliate against any employee or applicant for employment because such employee or applicant agrees to abide by the provisions of Sections 9.32.010 through 9.32.070. (b) No person shall intimidate or threaten any reprisal or effect any reprisal for the purpose of retaliating against another person because such other person seeks to attain compliance with provisions of Sections 9.32.010 through 9.32.070.
(Code 1990, § 9.24.070; Ord. No. 14-04, § 2(exh. A), 4-16-2014)

9.32.080. Use in work and other public places—Use in parks restricted.

The use of smoking products of any kind, including, but not limited to, chewing tobacco, cigars and cigarettes, e-cigarettes, vapes, and the discarding of lighted or unlighted cigarettes, cigars, or discarding of e-cigarettes is prohibited in Town parks which contain children's parks (playgrounds, pools, skate parks) or other structures built or installed for public use by children. (Code 1990, § 9.24.040; Ord. No. 14-04, § 2(exh. A), 4-16-2014)

9.32.090. Use in work and other public places—Prohibition of smoking in public places, places of employment and certain other areas.
(a) Enclosed places. Smoking shall be prohibited in the following enclosed places within the Town except in such places in which smoking is already prohibited by State and Federal law, in which case, the State or Federal law applies:
(1) Public places;
(2) Places of employment;
(3) Multi-unit residence common areas;

(4) Enclosed areas adjacent to an enclosed area in which smoking is prohibited by any other section of this Code, State law, or Federal law and that have a common or shared air space, such as, without limitation, openings, cracks, air ventilation systems, doorways, hallways, and stairways. Notwithstanding any other provision, the fact that smoke enters one enclosed area from another enclosed area is conclusive proof that the areas share a common or shared air space; and
(5) Enclosed areas that have a common or shared ventilation, air conditioning or heating system with an enclosed area in which smoking is prohibited. Notwithstanding any other provision, the fact that smoke enters one enclosed area from another enclosed area is conclusive proof that the areas share a common or shared air space. (b) Unenclosed places. Smoking shall be prohibited in the following unenclosed places within the Town except in such places in which smoking is already prohibited by State or federal law, in which case, the State or Federal law applies:
(1) Places of employment;
(2) Service areas;
(3) Public places, including dining areas;
(4) Multiunit residence common areas;
(5) Ticket, boarding, and waiting areas of transit depots; and (6) The sites of public events, including, for example, sports events, entertainment, speaking performances, ceremonies, pageants, and fairs. (c) Disposal of smoking waste. No person shall dispose of waste consisting of or derived from smoking paraphernalia or smoking products within the boundaries of an area in which smoking is prohibited, including inside the perimeter of any reasonable distance required by this Chapter.
(Code 1990, § 9.26.020; Ord. No. 06-06, § 2 (exh. A), 2006)

9.32.100. Use in work and other public places—Reasonable smoking distance required. (a) Smoking in unenclosed areas shall be prohibited within a reasonable distance from any entrance, opening, crack, or vent into an enclosed area in which smoking is prohibited. (b) Smoking in unenclosed areas shall be prohibited within a reasonable distance from any unenclosed area in which smoking is prohibited under Section 9.32.090(b). (Code 1990, § 9.26.030; Ord. No. 06-06, § 2 (exh. A), 2006)

9.32.110. Use in work and other public places—Duty of person, employer, business or nonprofit entity.
(a) Notwithstanding any other provision of Sections 9.32.080 through 9.32.120, any owner, landlord, employer, business, nonprofit entity, or any other person who controls any property, establishment, or place of employment regulated by Sections 9.32.080 through

9.32.120 may declare any part of such area in which smoking would otherwise be permitted to be a nonsmoking area.
(b) "No smoking" or "smoke free" signs, with letters of no less than one-half inch in height, or the international "no smoking" symbol (consisting of a pictorial representation of a burning cigarette enclosed in a red circle with a red bar across it) shall be clearly, sufficiently and conspicuously posted in every enclosed and unenclosed place in which smoking is prohibited by Sections 9.32.080 through 9.32.120, by the person, employer, business, or nonprofit entity that has legal or de facto control of such place. For purposes of Sections

9.32.080 through 9.32.120, the Town Manager or designee shall be responsible for the posting of signs in regulated facilities owned or leased in part by the Town.

Notwithstanding this provision, the presence or absence of signs shall not be a defense against the violation of any other provision of this chapter. (Code 1990, § 9.26.040; Ord. No. 06-06, § 2 (exh. A), 2006)

9.32.120. Use in work and other public places—Penalties and enforcement. (a) Violations of Sections 9.32.080 through 9.32.120 shall be prosecuted as infractions pursuant to Chapter 1.12.
(b) Any person who smokes in an area where smoking is prohibited is guilty of trespass and, if the area is accessible by the public or any other employee during the normal course of operations, such smoking constitutes a public nuisance. (c) Causing, permitting, aiding, abetting, or concealing a violation of any provision of Sections

9.32.080 through 9.32.120 shall also constitute a violation. (d) The remedies provided by Sections 9.32.080 through 9.32.120 are cumulative and in addition to any other remedy available at law or in equity. (e) Enforcement of Sections 9.32.080 through 9.32.120 shall be the responsibility of the Town Police Department. Any peace officer or code enforcement official also may enforce Sections 9.32.080 through 9.32.120.
(Code 1990, § 9.26.050; Ord. No. 06-06, § 2 (exh. A), 2006)

Agenda Item ________
File No. ____________

AGENDA BILL
Subject: Councilmember Reports
Initiated by: Jamie Gray
______________________________________________________________________ BACKGROUND:

Each member of the Town Council is appointed to serve as a Town representative to a number of committees, commissions, and organizations.

These groups meet infrequently and from time to time the representatives will report to the rest of the Council at a regularly scheduled meeting.

In addition, Councilmembers on occasion participate in meetings, conferences and seminars, and their reports on these educational opportunities are of benefit to the rest of the Council.

ANALYSIS/DISCUSSION:

California Government Code requirements pertaining to the open meeting act stipulate that all items for discussion must be listed on the agenda before the matter can be discussed and/or acted upon. To meet this requirement, and the intent of the Brown Act, Councilmember Reports are listed on each agenda to allow representatives to report to the rest of the Council at these meetings.

The following is a list of the commission/committees on which members of the Council serve:

Land Use:

Local Agency Formation Commission (LAFCO) – Sauser, Truax, and Bubser as alternate
Airport Land Use Commission – Rice, Truax, and Bubser as the alternate Mono County Collaborative Planning Team (CPT) – Community and Economic Development Director Nolan Bobroff and Bubser and Truax as alternates Intergovernmental Relations:

Town and County Liaison Committee – Sauser, Rice, and Town Manager and Truax as alternate
Desert Mountain Division of the League of California Cities – Sauser and Town Manager as alternate
Eastern Sierra Council of Governments (ESCOG) – Bubser, Wentworth, and Sauser as alternate
Great Basin Unified Air Pollution Control District – Wentworth and Bubser as alternate

League of California Cities City Voting Delegate – Sauser and the Town Manager as the alternate
California Joint Powers Insurance Authority Board – Truax and Assistant to the Town Manager as alternate
Transportation:

Local Transportation Commission (LTC) – Sauser, Truax, and Town Manager Rob Patterson; Community and Economic Development Director Nolan Bobroff as alternate
Eastern Sierra Transit Authority (ESTA) Board – Bubser and Sauser Local Issues:

Mammoth Lakes Tourism (MLT) Board – Wentworth
Mammoth Lakes Recreation (MLR) Board – Truax
Eastern Sierra Community Housing Board – Rice
Treasury Oversight Committee – Finance Director; Town Manager as alternate Parks and Recreation Master Plan Advisory Committee – Rice; Bubser as the alternate
LEGAL CONSIDERATIONS:

According to the California Open Meeting Act, commonly referred to as the Brown Act, the agenda must reflect every matter to be discussed by a governing body.

RECOMMENDATION(S):

This agenda bill is submitted for information only.