Town Council Agenda
Wednesday, June 17, 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. INTRODUCTIONS
5.1 Introduce new Airport Compliance Manager Casey Penn.
5.2 Introduce Senior Public Works Inspector Brigitte Toy.
6. PUBLIC PRESENTATIONS
6.1 Receive a presentation from Mammoth Community Water District on the 2025 Urban Water Management Plan and 2026 Water Shortage Contingency Plan.
7. REPORTS FROM COMMISSIONS AND/OR DEPARTMENTS (AS NEEDED)
7.1 Town of Mammoth Lakes Social Media Report for May 2026.
7.2 June 2026 Public Works Engineering CIP Update.
8. STAFF PRESENTATIONS
8.1 Middle-Income Rental Housing – Conceptual Model Project.
9. CONSENT AGENDA
9.1 Approve the minutes of the regular meeting of June 3, 2026.
9.2 Update and Approval to Continue Airport Emergency Contract Work.
9.3 Cancel the October 7, 2026 Town Council Meeting.
9.4 Approve the Memorandum of Understanding (“MOU”) between the Town of Mammoth Lakes and the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and the Mammoth Lakes Public Works Employees’
Association.
9.5 Approve and adopt Resolution No. 26-XX establishing the fiscal year 2026-27, 2027- 28, and 2028-29 compensation schedules for the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and the
Mammoth Lakes Public Works Employees’ Association.
9.6 Accept Check Register 6/4/26 in the amount of $495,886.36. Accept Check Register 6/11/26 in the amount of $1,119,156.25.
10. PUBLIC HEARINGS
Public Hearing Procedure.
The Mayor will open the public hearing and then: Statement and presentation by staff.
Statement and presentation by property owner or appellant. Questions from the Town Council. Call for testimony. Rebuttal to previous testimony by property owner or appellant.
Close the public hearing, terminating public testimony. The Town Council will deliberate the matter and arrive at a decision.
10.1 Approval of Appropriations Limit, Investment Policy, Reserve Policy, Debt Policy, and Annual Budget for Fiscal Year 2026-27.
10.2 Town of Mammoth Lakes Fiscal Year 2026-27 Master Fee Schedule Update.
11. POLICY MATTERS
11.1 Services Agreement with Mammoth Lakes Recreation (FY26-27 – FY28-29).
11.2 Services Agreement with Eastern Sierra Community Housing (FY2026-27).
11.3 Services Agreement with Mammoth Lakes Tourism (FY26-27 – FY30-31).
12. COUNCILMEMBER REPORTS
Informational reports from Councilmember representatives on committees, commissions, and organizations; general reports on Councilmember activities.
13. REQUESTS FOR FUTURE AGENDA ITEMS
14. ADJOURNMENT
The Town Council will adjourn to a regular meeting to be held on Wednesday, July 1, 2026 at 4:00 p.m.
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Receive a presentation from Mammoth Community Water District on the 2025 Urban Water Management Plan and 2026 Water Shortage Contingency Plan.
Council Meeting Date: 6/17/2026
Prepared by: Nolan Bobroff, Community & Economic Development Director Recommended Motion: Informational item only. MCWD staff will be available for questions Summary: Mammoth Community Water District (MCWD) will provide a presentation on the recently adopted 2025 Urban Water Management Plan (UWMP) and 2026 Water Shortage Contingency Plan (WSCP). The two documents were adopted by the MCWD Board on May 21, 2026, and will become effective on June 22, 2026.
Urban Water Management Plan (UWMP)
The purpose of the Urban Water Management Plan (UWMP) is to ensure water suppliers assess resources and plan for current and future water demands to avoid future emergency shortfalls of water supplies. Information is presented in five-year planning intervals for the next 20 years, through 2045, assessing the reliability of water sources, describing demand management measures, and discussing the current use and planned use of recycled water.
The UWMP will serve as a guide for MCWD strategic planning to ensure long-term water supply reliability for the Town of Mammoth Lakes. The UWMP is required to be updated every five years.
Water Shortage Contingency Plan (WSCP)
The Water Shortage Contingency Plan (WCSP) is a required element of the UWMP and outlines actions to take during various levels of water shortage.
Documents
Draft Plans – MCWD is making minor edits to the final documents; No substantive changes to the final documents are being made
2025 Urban Water Management Plan:
https://www.mcwd.dst.ca.us/files/96304b54b/2025+UWMP+Draft+for+Publication.pdf 2026 Water Shortage Contingency Plan:
https://www.mcwd.dst.ca.us/files/0b6d23104/2026+MCWD+DRAFT+Water+Shortage+Conting ency+Plan.pdf
Town of Mammoth Lakes
[May 2026]
May Content Interactions
Top posts in May were the MLPD job posting, fish stocking and missing middle housing.
• Please note that the police department job listing was boosted (paid), so the results cannot be compared
equally to the organic content shared the rest of the
month.
MLPD post (boosted) – 1.3 million views on Facebook with
29.3 K interactions.
Fish stocking reel – 87.4 K views with 1.4 K interactions.
Missing middle housing post – 45.1 K views with 348
interactions Page 22 of 394
Audience and milestones
We passed the 10,000 follower mark on
Instagram
Nearly 50% of our audience continues to be
Eastern Sierra-based.
We used our platforms to significantly alert
the community of road closures related to
fuels reduction and other important
seasonal messaging.
Continued Development of Social Media Program
Recommended actions –
1. Decide how we want to move forward with interacting with our audience. Do we want to respond to comments? Do we want to boost more posts?
2. Work on Parks and Recreation page consolidations as part of a larger goal to align social media channels with website.
3. Continue to provide quality content and information to the community.
1 TOWN COUNCIL STAFF REPORT
Title: June 2026 Public Works Engineering CIP Update
Meeting Date: June 17, 2026
Prepared by: Amy Callanan, PE, Engineering Manager
RECOMMENDATION:
Accept the June 2026 Public Works Engineering CIP Update. *** Text shown in bold has changed from the previous update *** Project Notes Budget
Town Civic Center Drywall and painting is complete. Carpet installation starts next week, followed by installation of the modular office wall system. The first delivery of furniture is expected to arrive the 1st week of August. Exterior work, including siding and site concrete, is ongoing. The project is anticipated to be on-schedule for move-in by early September.
$33M
Mammoth Arts & Cultural
Center (MACC)
The upper half of the concrete columns are being constructed, with the CMU block walls following in between. Steel roof beams may be installed toward the end of July. Work on exterior improvements to the existing Edison Theater are expected to begin this month. Staff continues to solidify plans for other interior improvements.
$17M
Airport Multipurpose
Building Phase 1 – A3
Taxiway & Site Work
Work on the access road, new gate, and taxiway connector relocation are underway and on schedule. Construction work requires temporary Runway closures which occur from 7am-5pm when needed. These dates are available to Pilots as NOTAMs, hangar owners on updates and the website, and have been coordinated to ensure Advanced Air sees minimal impacts. This project will serve to improve safety for aircraft and hangar owners, while also securing two lighted Xs for future airport use that add a factor of safety long beyond phase 1 construction.
$2.69M (Phase 1)
Road Striping Maintenance Work is currently taking place this week on College Parkway and Minaret Rd. Several roads, including Old Mammoth Road, Canyon Blvd, Sierra Park, Sierra Nevada, Lakeview and Forest Trail have already been completed.
$200K
2026 Slurry Seal Work in the Slopes neighborhood is expected to occur later this summer. $400K Minaret MUP Survey is complete and work is beginning on site. SCE crews are also working in the area in close coordination with the Town. ~$3M
2 Airport Multipurpose
Building (ARFF and SRE)
Phase 2
Plans and specifications are currently out to bid for construction of the steel storage facility and all associated concrete/utility work. Bids will be opened on July 8th. This project will serve to improve MMH's response time to emergencies and improve snow removal timelines while also securing and preserving equipment.
$3.5M
Old Mammoth Road
Landscaping
The contractor has identified and repaired the majority of the irrigation system. Staff are working on a planting plan for portions of the road, with the goal of completing some of the work this season.
TBD
Parks & Trails Signage Staff is continuing to work on a bid package for several new monument, wayfinding and informational kiosk signs to be located at various locations in Town including the Parcel, CRC/Mammoth Creek Park, Dog Park, and Shady Rest. We expect to go out to bid later this spring.
~$100K
CRC Phase 2 Interior TI Staff is working through design details for a permanent skate rental space to be constructed from the DIRTT modular wall system that was used for the staff offices and will be used in the new Town Hall. Construction is planned to occur in August between summer and winter operations.
~$450K
Misc Fencing Project Staff intends to prepare a project to install new chain link fencing at Shady Rest Park along the road between the skate park and playground, and to install gates in the existing chain link fence at the Dog Park. The work is expected to occur later this summer, and the schedule will need to be coordinated with the tree thinning operations being performed by the Whitebark Institute. ~60K
The Parcel Phase 3
(homeownership)
Infrastructure design is on hold pending further developments and negotiations pertaining to local housing.
$62K (design)
Airport Tee-Hangar Taxilane
Rehabilitation
The design is currently on hold at this time. Environmental monitoring plans are being finalized.
$229K (design)
Main Street MUP /
Mountain Blvd Crosswalk
Design work is in progress. Staff would like to put the project out to bid next winter, for construction during summer 2027, pending allocation of funds for construction.
~$200K (design)
TBD (construction)
Minaret/Meridian
Roundabout
Design work is in progress. Staff has requested $2.5M in STIP funding for FY28/29 to be used towards construction.
$392K (design)
Childcare TI (Interior Fitout)Design is currently on hold pending confirmation of the details of facility operation and management.
$195K (design)
Shady Rest Restroom Design work is in progress. Due to anticipated timing for funding allocation, along with expected lead time for fabrication of the pre-cast restroom building, staff now intends to go out to bid this fall or winter, for construction in summer of 2027.
~$200K (design)
1 TOWN COUNCIL STAFF REPORT
Title: Middle-Income Rental Housing – Conceptual Model Project Meeting Date: June 17, 2026
Prepared by: Marcus Sproll, Housing Manager
RECOMMENDATION:
This is an informational only item. Town Council can discuss and ask questions of staff.
BACKGROUND:
The Town of Mammoth Lakes adopted the Housing Now! initiative in 2019 to provide a range of community housing that is available and affordable to those working in the community. To date, most of the housing created under this initiative has been in the lowincome category due to the requirements of state and federal funding sources. The March 2026 Regional Housing Needs Study (“2026 Housing Study”) identified that the current highest housing need for the Town is in the middle-income category, with a high demand for smaller rental units (1-bedroom units) that are attainable for local middle-income worker households in the 80 percent to 120 percent of area median income range. Input from community members, employers, and the Town Council support this conclusion.
ANALYSIS:
In the May 20, 2026 presentation to Town Council, entitled “Financing Middle-Income Rental Housing,” staff provided details on how the private market struggles to finance middle-income rental housing in California, but there may be a feasible path for a public entity to build this type of housing product using public equity and tax-exempt project bonds. This presentation will focus on a model middle-income rental project financed with public funds and owned by a public entity.
This conceptual model project has two key factors that differ from a typical market project, or low-income affordable housing project. Firstly, the financing is entirely public and involves local public equity and public debt secured by project revenues. Secondly, the project is publicly owned, allowing for a property tax exemption, and for the public equity to grow as project debt is paid off.
In terms of financing, unlike a market project, there is no private equity requiring a profit and public debt has lower costs than private debt. Unlike low-income housing, there is no public subsidy from any source, rather the Town is an equity investor in the project. In terms of ownership, in order to obtain the critical property tax exemption, the model project is owned by a public entity. A joint powers authority is the model owner, allowing for public control, but shifting significant risk and responsibility away from the Town until the project debt is paid off in approximately thirty years. Unlike low-income projects, a
2 middle-income project cannot be owned by a private non-profit, since California law only allows a property ‘welfare’ tax exemption for privately owned housing when it serves lowincome households. These two key financing and ownership components allow the model project to remain financially feasible and serve middle-income households.
The conceptual model middle-income rental project is envisioned for remaining vacant land at “The Parcel” project along both sides of Chaparral Road, where Chaparral Road terminates at Tavern Road in the center of the Parcel property. This land offers significant shovel-ready benefits in that a) the Town currently owns it, b) there is a Master Plan in place, c) it is relatively flat, and d) there is existing infrastructure and connections. This provides a unique opportunity for the Town to leverage Transient Occupancy Tax revenues, that are dedicated to the Housing Now! initiative, to invest in a large-scale middle-income rental housing development.
Currently 229 affordable low-income rental units are either completed or in the development process at the Parcel. The Parcel Master Plan always envisioned a significant portion of the project would be middle-income housing, with a mix of rental and homeownership units. This proposed model middle-income project of 130 rental units, couple with a potential Mammoth Unified School District middle-income employee housing project with 40 rental units, would implement that Master Plan vision. Remaining vacant land with a capacity of up to 80 units could be used for future middle-income homeownership development. That would bring the total new housing units to approximately 479, with an almost even split between low-income and middle-income units.
The proposed model project is financed with a Town equity investment of 38 percent of project cost, with the remaining 62 percent of cost being provided by debt in the form of public tax exempt bonds to be repaid with project revenues. For the 130 rental units with an average rent at 110 percent of area median income, the total estimated project cost is $71,500,00, or approximately $550,000 per unit. The Town’s equity investment in this scenario would be approximately $27,170,000, with the remaining $44,330,000 being in the form of tax-exempt project bond debt. It is important to understand that the model is simply a conceptual scenario to assist the Council with decision making. Any actual project would require the Town to partner with a public joint powers authority and private consultants and contractors to design, build, operate, and maintain the project. An actual project would be based on this conceptual model but could vary significantly from these estimates. The Council would have multiple opportunities to provide input and decisions on any actual project, at multiple stages, as it moves forward.
NEXT STEPS:
Staff will be bringing a policy item to Town Council to allow the Council to provide policy direction on whether staff should move forward with carrying out a middle-income rental housing project within the framework of the conceptual model project and dedicate current and future Housing Now! funds to such a project.
Middle-Income
Rental Housing
Conceptual Model
Project
6/17/2026
RECAP
2 1. Middle-income rents ≥80% to ≤120% of AMI
2. Private market cannot finance middle-income rental
3. Public subsidy programs not available
4. Possible with direct public investment and project debt?
5. Public ownership needed for property tax exemption
6. Joint powers authority ownership to reduce risk
The Parcel
• Master Plan
• Mix of Low and
Middle-Income
• 229 Low Income
Rental Units in
Process
• ~40 Rental Units for
School District
• ~130 Middle-Income
Rental Units
• Remaining Capacity
for up to 80 units
(for-sale?)
• Total ~479
Model Project – The Parcel
Not far below existing market, but adding inventory and new higher quality product.
→ Studio (25 units): ~$1,800
→ One (80 units): ~$2,600
→ Two (25 units): ~$3,200
130 Apartments – Average Rents ~110% AMI
• Project components Design,
Build, Operate, Maintain
(DBOM)
• Will need an experienced
development partner to design,
operate, and maintain (DOM)
• Must split build (B) out and
obtain lowest responsible bid
Key Contracts
• Joint powers public entity
• Town oversight and option
to sell once debt paid off
• Debt paid by project
revenue
Public Ownership
Costs
A blend of public
equity and debt.
Financing
Sources
→ Design/Build
→ Finance
→ Operations/Maint.
→ Debt Service
→ Public Equity (~38%)
→ Project Bond Debt (~62%)
● Economies of scale spreads fixed costs
● Cost savings reduce the amount of debt
needed
Design & Build Costs
● Equity investment reduces debt
● Debt repayment over 30 years
● Paid from revenue of project
Debt Service
● Property Tax Exemption critical (~25% of total
expense)
● Property management and property Insurance
large expenses
● Regular maintenance and capital replacement
reserve contributions also significant
Operations & Maintenance Expenses
Key Cost Components
Town of Vail – Southface Vail (268 units) Page 33 of 394 Model Project Rents
Middle Income
Rental 81% - 120% AMI
Small Business Owners Nurses,
Teachers, Retail Managers,
Firefighters, Town/County Staff
Model Project Rents
(Average ≈110% AMI)
Restricted Rents:
→ Studio: $1,800 (≈90% AMI)
→ 1-Bdrm: $2,600 (≈110% AMI)
→ 2-Bdrm: $3,200 (≈120% AMI)
Household Incomes
(Average ≈110% AMI)
Income:
→ 1 person ≈$75k-$92k/yr
→ 2 person: ≈$86k-$106k
→ 3-person: ≈$119k-$130k
Market Rent
Model Project -
$2,600
3%
$2,875
4.5%
3%
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
$4,500
$5,000
$5,500
$6,000
2011 2017 2025 2030 2035 2040
Rent over Time
Private Market Project
• Even Market Rent does not
“Pencil”
• Interest Rates High
• Profit for Private Equity
• Property Taxes
• Middle-Income Rents far too Low
MIDDLE-INCOME FEASIBILITY
Public Project
• No Profit Needed
• Property Tax Exemption
• Lower Financing Costs
Private Market Public Asset
Cost Comparison
Operating Expense Property Tax Debt Cost
Interest Profit
1. Development Cost
3. Operating Cost 4. Cash Flow
2. Debt Cost
Middle-Income
Rents
1. Development Cost
3. Operating Cost 4. Cash Flow
2. Debt Cost
Middle-Income
Rents
Reduce Rents
1. Development Cost
3. Operating Cost
2. Debt Cost
Reduce Rents
Middle-Income
Rents
Proposed Model: 130 UNITS - 38/62 Equity to Debt Ratio
DEVELOPMENT COST FINANCIAL ANALYSIS
Total Development Cost $71,500,000 $4,008,000
Per unit TDC $550,000 $3,807,600
-$1,170,000
DEBT $0
Loan Amount $44,330,000 $2,637,600
Annual Payment $2,632,518 -$2,632,518
Monthly Payment $219,377 $5,082
EQUITY Unit Type Count Rent
Town Equity 38.00% Studio 20 $1,800
Town Investment $27,170,000 One 90 $2,600
Per Unit Equity $209,000 Two 20 $3,200
Total 130 $334,000
Total Units 130
Average Rents (AMI) 110 Assumptions
Average Rents (Price) $2,569 Economies of Scale - Spreading fixed costs Average Unit Size (sf) 700 Per unit TDC decreases 7.5% for every 30 unit increase Operating Cost/Unit $9,000 Per unit operating expense decreases 5% for every 30 unit increase Rental Income
Operating Income
Operating Expense
Property Tax
Net Operating Income
Debt Service
Cash Flow
Alternative Models
100 Unit – Alt. 1
(-30 units)
Rents TDC/Unit Equity/Unit Cash Flow
38E/62D 110% AMI
$590k
(+$40k)
$225k (+$16k) -$192k
38E/62D 115% AMI (+4.5%) $225k (+$16k) $24k
44E/56D (+5.5%E) 110% AMI $257k (+$46k) $1k
130 Unit Model Rents TDC/Unit Equity/Unit Cash Flow
38 Equity/ 62 Debt 110% AMI $550k $209k $5k
70 Unit – Alt. 2
(-60 units)
Rents TDC/Unit Equity/Unit Cash Flow
a. 38E/62D 110% AMI
$635k
(+$85k)
$240k (+$31k) -$292k
b. 38E/62D 120% AMI (+9%) $240k (+$31k) $15k
c. 49E/51D
(+11%E)
110% AMI $312k (+$103k) $1k
01 02 03 04
Model Project Steps
Policy Decision
Town Council direction to
undertake middle-income
rental project
Approval to set Housing Now!
funds aside
Financing &
Ownership
Identify partner JPA to
own/operate project
Detailed financial feasibility
and strategy consultant
Bond financing and legal
consultant
Design & Build
RFP for Design, Operate,
and Maintain
Develop design & issue RFP
for separate Build contract
Permitting & Infrastructure
Goal start construction
2028
Operations &
Maintenance
Goal of 2030 occupancy
JPA contracted operations
and maintenance
After bonds paid-off in 30
years, Town can sell asset
Potential to recoup
investment
Town Council of Mammoth Lakes
Minutes of Regular Meeting
June 3, 2026, 4:00 p.m.
437 Old Mammoth Road, Suite Z, Mammoth Lakes
Members Present: Councilmember Chris Bubser, Councilmember Bill Sauser, Mayor Pro Tem Brent Truax, Mayor Amanda Rice
Members Absent: Councilmember John Wentworth
_____________________________________________________________________
1. CALL TO ORDER AND ROLL CALL
The Mayor called the meeting to order at 4:01 p.m. in the Council Chamber, 437 Old Mammoth Road, Suite Z, Mammoth Lakes.
2. PLEDGE OF ALLEGIANCE
Councilmember Sauser led the flag salute.
3. PUBLIC COMMENTS
Betsy Truax, Mammoth Lakes Tourism (MLT) Vice President of Community Engagement, gave an update regarding upcoming MLT activities.
4. ADDITIONS TO THE AGENDA
There were no additions to the agenda.
5. TOWN COUNCIL PRESENTATIONS
5.1 Recognition of Senior Planner Kim Cooke for ten years of service to the Town of Mammoth Lakes.
Town Council Minutes
June 3, 2026
Community and Economic Development Director Nolan Bobroff thanked Ms. Cooke for her years of service.
5.2 Recognition of Police Sergeant Joe Vetter for ten years of service and retirement from the Town of Mammoth Lakes.
Police Chief Dan Casabian thanked Sergeant Vetter for his years of service.
5.3 Approve the proclamation proclaiming June 2026 as Pride Month in the Town of Mammoth Lakes.
Mayor Rice read a portion of the proposed proclamation.
Moved by Councilmember Chris Bubser
Seconded by Mayor Pro Tem Brent Truax
Approve the proclamation declaring June 2026 as Pride Month in the Town of Mammoth Lakes.
For (4): Councilmember Chris Bubser, Councilmember Bill Sauser, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Absent (1): Councilmember John Wentworth
Carried (4 to 0)
6. PUBLIC PRESENTATIONS
6.1 California Department of Fish & Wildlife (CADFW) Update.
Town Manager Rob Patterson outlined the information in the staff report.
Michael Brown, California Department of Fish and Wildlife (CADFW) Environmental Scientist and Bear Biologist, gave a presentation regarding current bear activities. There was discussion among members of Council, staff, Mr. Brown, and Daniel Gammons, CADFW Senior Environmental Scientist Supervisor.
7. REPORTS FROM COMMISSIONS AND/OR DEPARTMENTS (AS NEEDED) Sustainability Coordinator Emily Zujewski, Mammoth Disposal Sustainability Coordinator Cassidy Moyer, and Office of Outdoor Recreation Manager Lawson Reif gave a recap regarding Town Clean Up Day efforts. There was discussion among members of Council and staff.
Town Council Minutes
June 3, 2026
Mr. Reif gave an update regarding forest health work. There was discussion among members of Council and staff. Mr. Reif gave an update regarding current office of outdoor recreation activities.
Town Manager Rob Patterson gave an update regarding middle income housing.
There was discussion among members of Council and staff.
8. CONSENT AGENDA
Moved by Councilmember Chris Bubser
Seconded by Mayor Pro Tem Brent Truax
Approve the Consent Agenda.
For (4): Councilmember Chris Bubser, Councilmember Bill Sauser, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Absent (1): Councilmember John Wentworth
Carried (4 to 0)
8.1 Approve the minutes of the regular meeting of May 20, 2026.
8.2 Waive the reading and adopt by title only the ordinance adopting Municipal Code 8.40 regarding aquatic invasive species.
8.3 Accept Check Register 5/21/26 in the amount of $259,586.15. Accept Check Register 5/28/26 in the amount of $1,343,483.48.
9. POLICY MATTERS
9.1 Update on Contract Negotiation with Mammoth Lakes Recreation (MLR).
The Mayor called a recess at 5:54 p.m. and the Council reconvened at 6:02 p.m.
Town Attorney Andrew Morris and Mammoth Lakes Recreation (MLR) Executive Director Kim Anaclerio outlined the information in the staff report. There was discussion among members of Council, staff, and Ms.
Anaclerio.
PUBLIC COMMENT:
Eric Wasserman, MLR Board Member, spoke in support of expanding MLR's partnership with the Town.
Town Council Minutes
June 3, 2026
9.2 Approve Agreements with California Department of Forestry and Firefighting to Station Resources at the Mammoth Yosemite Airport.
Town Manager Rob Patterson and Airport Manager Soibian Spring outlined the information in the staff report. There was discussion among members of Council and staff.
Moved by Councilmember Bill Sauser
Seconded by Mayor Pro Tem Brent Truax
Approve Agreements between California Department of Forestry and Firefighting (CalFire) and the Town of Mammoth Lakes for Emergency Use of Facilities (Contract for Aircraft on station) and a lease agreement for living quarters for an engine company located on Mammoth Yosemite Airport.
For (4): Councilmember Chris Bubser, Councilmember Bill Sauser, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Absent (1): Councilmember John Wentworth
Carried (4 to 0)
9.3 Resolution finding emergency circumstances justify the award of emergency contracts at Mammoth Yosemite Airport (MMH).
Town Manager Rob Patterson outlined the information in the staff report.
There was discussion among members of Council and staff.
Moved by Councilmember Bill Sauser
Seconded by Mayor Pro Tem Brent Truax
Approve the resolution finding that emergency circumstances justify awarding contracts for installation of air conditioning, electrical system improvements, and plumbing work to facilitate CalFIRE’s lease of the existing airport office.
For (4): Councilmember Chris Bubser, Councilmember Bill Sauser, Mayor Pro Tem Brent Truax, and Mayor Amanda Rice
Absent (1): Councilmember John Wentworth
Carried (4 to 0)
Town Council Minutes
June 3, 2026
9.4 Fiscal Year 2026-27 – Tentative Budget (Manager Recommended).
Town Manager Rob Patterson gave a presentation outlining the fiscal year 2026-27 tentative budget. There was discussion among members of Council and staff.
10. COUNCILMEMBER REPORTS
Councilmember Sauser attended the seasonal trails transition meeting, the Mammoth Lakes Tourism (MLT) meeting to unveil their new program, and three meetings regarding Mammoth Lakes Recreation (MLR) contract negotiations.
Mayor Pro Tem Truax said that he provided individual support for the pamper pedal event and announced that Byng Hunt's celebration of life would be held on Saturday at 1:00 p.m. at Shady Rest Park.
Mayor Rice attended Eastern Sierra Community Housing hiring committee weekly meetings.
11. REQUESTS FOR FUTURE AGENDA ITEMS
There were no future agenda items requested at this time.
12. CLOSED SESSION
12.1 Pursuant to Government Code Section 54957, the Town Council will hold a conference to consider evaluation of a public employee: Town Manager.
At 7:25 p.m. the Mayor announced that the Council would be entering into closed session for the purposes as stated in the agenda.
13. ANNOUNCEMENT OF ACTION TAKEN AFTER CLOSED SESSION
The Council reconvened from closed session at 8:16 p.m. and announced that no reportable action was taken.
14. ADJOURNMENT
The Council adjourned the meeting at 8:16 p.m.
Jamie Gray, Town Clerk
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Update and Approval to Continue Airport Emergency Contract Work.
Council Meeting Date: 6/17/2026
Prepared by: Soibian Spring, Airport Manager
Recommended Motion: Approve findings to continue the authorized emergency contracts for installation of air conditioning, electrical system improvements and plumbing work to facilitate CalFIRE’s lease of the mobile home between the Terminal and the Fixed-Base Operator (FBO).
Summary: By prioritizing Facility Optimization of Mammoth Yosemite Airport, staff are providing crew quarters for a CalFIRE Engine Crew. This new CalFIRE station will be in the mobile home structure for three years, with the intention of occupying a purpose-built structure on the airfield in the future. On June 03, 2026, the Council adopted Resolution 26-31 authorizing the emergency awarding of contracts to complete the upfit of the current Airport staff headquarters in time for fire season. This project includes providing adequate plumbing, electrical and HVAC utilities in the CalFIRE unit and working facilities for the Airport staff.
Progress has been made on the crew quarters with installation of a high-volume on-demand water heater and electrical upgrades. The heating and cooling system is in progress. Staff are dedicating time to upgrading the shower and tub fixtures, installation of an airside entrance, and other cosmetic repairs.
CalFIRE will take possession of the unit in mid-June. At that time, staff and contractors will begin the site work to install the temporary construction office trailer that will house Airport staff. The need for the work authorized by Resolution 21-36 continues to be necessary. A copy of the resolution is attached here for reference.
RESOLUTION 26- 31
A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF MAMMOTH
LAKES, STATE OF CALIFORNIA, FINDING THAT EMERGENCY
CIRCUMSTANCES JUSTIFY AWARDING CONTRACTS FOR
INSTALLATION OF AIR CONDITIOING, A NEW OFFICE TRAILER, AND
NECESSARY UTILITY CONNECTIONS
WHEREAS, California law generally requires the Town to award contracts for public projects" in excess of $5, 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" if the 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 office space at the Mammoth Yosemite Airport does not meet health and safety requirements for 24- hour Ca1FIRE staffing; and WHEREAS, the lease with Ca1FIRE begins June 1st, 2026 and necessitates hasty procurement of a new, temporary office space for airport staff; and WHEREAS, the Town Council finds that due to the rapid development of the agreement with Ca1FIRE and shortened timeline for procuring and installing necessary office components 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 June 3, 2026, 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 ofthe necessary equipment, services, and supplies for those purposes, without a competitive bidding process.
Resolution No. 26- 31
NOW, THEREFORE, BE IT RESOLVED by the Town Council ofthe 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, Airport Manager, and Public Works Director to contract for procuring and installing necessary office components 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 installation 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 3rd day of June 2026.
OV&
A NDA RICE, Mayor
ATTEST:
J IE GRAY, T n Clerk
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. 26- 31 adopted by the Town Council of the Town of Mammoth Lakes, California, at a meeting thereof held on the 3rd day of June 2026, by the following vote:
AYES: Councilmembers Bubser and Sauser, Mayor Pro Tern Truax, and Mayor Rice
NOES: None
ABSENT: Councilmember Wentworth
ABSTAIN: None
DISQUALIFICATION: None
J E GRAY, TowIlerk
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Cancel the October 7, 2026 Town Council Meeting.
Council Meeting Date: 6/17/2026
Prepared by: Jamie Gray, Town Clerk
Recommended Motion: Cancel the meeting of October 7, 2026 and direct the Town Clerk to notice such cancellation.
Summary: The annual California Joint Powers Insurance Authority (CJPIA) Risk Management Educational Forum is scheduled in Monterey from October 7-9, 2026. At this year’s conference, Town Manager Rob Patterson and Human Resources Manager Amanda Pelham will be the panelists at a session titled, “Under Oath, Under Pressure: What It’s Really Like When Decisions Go to Trial.” Due to attendance at the conference, several staff members, in addition to the Town Manager and Human Resources Manager, will be absent from the October 7, 2026 Town Council meeting. Members of the Town Council are encouraged to attend this conference as well. The Council may want to consider cancelling this meeting.
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Approve the Memorandum of Understanding (“MOU”) between the Town of Mammoth Lakes and the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and the Mammoth Lakes Public Works Employees’ Association
Council Meeting Date: 6/17/2026
Prepared by: Amanda Pelham, Human Resources Manager
Recommended Motion: Approve the Memorandum of Understanding between the Town of Mammoth Lakes and the Mammoth Lakes General Employees’, the Mammoth Lakes Management Employees’, and the Mammoth Lakes Public Works Employees’ Associations.
Summary: Town management has met and conferred in good faith with three of its recognized bargaining units, the Mammoth Lakes General Employees’ Association, the Mammoth Lakes Management Employees’ Association, and the Mammoth Lakes Public Works Employees’ Association. The Associations and Town representatives have reached tentative agreements.
Members of each association have voted to approve the agreements. Upon approval by Town Council, the Town will implement the new, individual agreements beginning July 1, 2026; with salary-based adjustments effective July 6, 2026, the beginning of the first full pay period in July of fiscal year 2026-27. Financial based elements for all three associations include a pay adjustment of 12% over the length of the three-year agreements, paid at 6% for fiscal year 2026-27, 3% for fiscal year 2027-28, and 3% for fiscal year 2028-29. The Town is continuing employer contributions for all three associations of up to $75 per pay period to each employee’s deferred compensation plan, with a minimum employee contribution of $25 per pay period. GEA, MEA, and PWEA employees will continue to receive a revenue sharing payment based upon Transient Occupancy Tax (“TOT”) revenues received not to exceed $4,000. Employees in all three associations will also be eligible for increased reimbursement up to $2,000 for each employee, and $1,000 for each eligible dependent under the Town’s dental/vision Health Reimbursement Arrangement (“HRA”) plan. Safety equipment reimbursement for the MEA has been extended to employees who work in the Office of Outdoor Recreation, and in the engineering and facilities maintenance divisions. Employees in the PWEA will receive an increase in their overtime meal allowance to $30 for shifts worked of twelve hours or more, and an increase in maximum accrual of compensatory time earned up to 120 hours.
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES
GENERAL EMPLOYEES’ASSOCIATION
July 1, 2026 to June 30, 2029
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Section 3500 et seq). The parties to this Memorandum of Understanding are the Town of Mammoth Lakes, State of California, which hereinafter shall be referred to as “Town” and the Mammoth Lakes General Employees’ Association, which hereinafter shall be referred to as “Association.” The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees represented by the Association and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment, conditions, and employee relations of such employees.
This Memorandum of Understanding has been presented to the Town Council as a joint recommendation of the undersigned for salary, fringe benefits, and other working conditions for the period beginning July 1, 2026 to June 30, 2029, was ratified by the Town Council on June 17, 2026, and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes General Employees’ Association.
TOWN OF MAMMOTH LAKES MAMMOTH LAKES GENERAL EMPLOYEES’
ASSOCIATION
Rob Patterson Pam Smitheman
Town Manager General Employees’ Association Representative Date Date
Jamie Gray Lupita Lopez
Town Clerk General Employees’ Association Representative Date Date
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
Table of Contents
ARTICLE 1: Agreement...............................................................................................................4 ARTICLE 2: Recognition .............................................................................................................4 ARTICLE 3: Non-Discrimination................................................................................................4 ARTICLE 4: Association Rights..................................................................................................4 ARTICLE 5: Town Rights............................................................................................................5 ARTICLE 6: Negotiation Procedure ...........................................................................................5 ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures ..........................6 ARTICLE 8: Comprehensive and Other Leave .........................................................................6
8.1 Comprehensive Leave ............................................................................................................6
8.2 Scheduling/Notification .........................................................................................................6
8.3 Comprehensive Leave at Termination ...................................................................................7
8.4 Comprehensive Carryover/Payouts........................................................................................7
8.5 Comprehensive Leave Accruals.............................................................................................7
8.6 Parental Leave ........................................................................................................................8
8.7 Family and Medical Leave .....................................................................................................8
8.8 Military Leave ........................................................................................................................8
8.9 Jury Duty ................................................................................................................................8
8.10 Leave Without Pay ...............................................................................................................9
8.11 Unpaid Leave of Absence ....................................................................................................9
8.12 Catastrophic Leave...............................................................................................................9 ARTICLE 9: Workers’ Compensation........................................................................................9
9.1 Industrial Accident and Illness Leave ....................................................................................9
9.2 On-the-Job Injury ...................................................................................................................9 ARTICLE 10: Health Insurance Benefits..................................................................................10
10.1 Health Insurance Benefits ..................................................................................................10
10.2 Flexible Benefit Section 125 Program and Benefit Stipend ..............................................10
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan ..............................10 ARTICLE 11: Deferred Compensation.....................................................................................11 ARTICLE 12: Retirement Contribution ...................................................................................12 ARTICLE 13: State Disability Insurance..................................................................................13 ARTICLE 14: Dues Deductions .................................................................................................13 ARTICLE 15: Life Insurance.....................................................................................................14 ARTICLE 16: Wellness...............................................................................................................14 ARTICLE 17: Education Reimbursement................................................................................14
17.1 Education and Training ......................................................................................................14
17.2 Educational Reimbursement Policy ...................................................................................14 ARTICLE 18: Anniversary Awards ..........................................................................................14 ARTICLE 19: Work Schedule....................................................................................................15 ARTICLE 20: Salaries and Wages.............................................................................................15
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
20.1 Salary Scales ......................................................................................................................15
20.2 Base Annual Salaries..........................................................................................................15
20.3 Bilingual Pay......................................................................................................................16
20.4 Special Function Pay..........................................................................................................16
20.5 Bonus..................................................................................................................................16 ARTICLE 21: Paid Municipal Holidays ...................................................................................17 ARTICLE 22: Overtime..............................................................................................................18
22.1 Overtime Policy - Definition..............................................................................................18
22.2 Overtime Compensation.....................................................................................................18
22.3 Maximum Accumulation of Compensatory Time .............................................................18
22.4 Usage of Compensatory Time............................................................................................18
22.5 Compensatory Leave at Termination .................................................................................18 ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime.............................19 ARTICLE 24: Severance.............................................................................................................19 ARTICLE 25: Effect of Agreement............................................................................................19
25.1 Complete Understanding....................................................................................................19
25.2 Improvement in Benefits....................................................................................................19
25.3 Savings...............................................................................................................................20 ARTICLE 26: Severability..........................................................................................................20 ARTICLE 27: Duration ..............................................................................................................20 ATTACHMENT A: List of Classifications................................................................................21 ATTACHMENT B: Compensation Schedules..........................................................................22
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 1: Agreement
The Articles and provisions contained herein constitute a bilateral and binding agreement (“Agreement”) by and between the Town Council of the Town of Mammoth Lakes, California (“Town”) and the Mammoth Lakes General Employees’ Association (“Association”).
ARTICLE 2: Recognition
The Town recognizes the Association as the exclusive representative of all regular employees whose job classifications are listed in Attachment A.
ARTICLE 3: Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, physical or mental disability, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran status, and/or any other category protected by federal and/or state law. In addition, Town policy prohibits retaliation because of the employee’s opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee’s participation in an employment investigation, proceeding, hearing, or legitimate employee organization activities. Employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct to the Town, and the Town will investigate those complaints.
ARTICLE 4: Association Rights
4.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities and to use the Town email, meeting rooms, equipment, and supplies to notice and conduct meetings. Use of space must not interfere with any Town needs or use.
4.2 The Town Manager may authorize up to forty (40) hours annually, not to exceed five (5) days per year, for the Association President or their designee to conduct Association business or attend state or national conferences sponsored by employee associations, exclusive of activities directly related to negotiations affecting this MOU. Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. Association members shall provide their supervisors with reasonable notification requesting release time to conduct association business outside of formal negotiations.
4.3 Within thirty (30) days of the ratification of this Agreement, or any subsequent modification thereof, by both parties, the employer agrees to provide an executed copy to the Association and an electronic copy for distribution and placement on the Town’s website.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
4.4 A representative from the Association shall have the right and the opportunity during normal business hours to speak to a new employee for the purposes of explaining the new employee’s contractual rights and introducing them to the Association. No employee is required to attend such meeting.
4.5 The Town agrees to notify the Association at least thirty (30) days prior to the elimination of any position and/or implementing an employee layoff which would impact Associationrepresented employees. The Association may then request to meet and confer.
ARTICLE 5: Town Rights
It is understood and agreed that the Town Council retains all its powers and authority to direct, manage, and control the operation of the Town to the full extent of the law. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Town, the adoption of ordinances, policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.
Included in these Town duties and powers are the exclusive rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its departmental policies, goals, and objectives; insure the rights and privileges of citizens; determine staffing patterns; determine the number and kind of personnel required; maintain the efficiency of Town operations; build, move, or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; enter into contracts for supplies and services; and take appropriate action in the event of an emergency. In addition, the Town retains the right to hire, classify, assign, transfer, evaluate, promote, demote, suspend, and terminate employees. These rights will be in conformance with the provisions of state and federal laws.
The Town retains its right to waive, for the duration of the cause, pertinent policies and practices referred to in this Agreement in cases of civil defense, natural disasters, epidemics, or acts of God.
All rights, powers, and privileges of the Town shall be exercised by the Town Council and the operation of the Town shall be administered by the Town Manager or any other person properly designated by the Town Council or the Town Manager.
ARTICLE 6: Negotiation Procedure
6.1 Either party may utilize the services of outside consultants.
6.2 The Town Council and the Association will discharge their respective duties required by this agreement in compliance with the Meyers-Milias-Brown Act (Government Code, Section 3500-3511).
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
6.3 Either party may submit a request to begin negotiations. The other party has the obligation to respond to such request promptly, as required by the Meyers-Milias-Brown Act (“MMBA”). Negotiations shall take place at mutually agreeable times and places.
6.4 The Association shall designate a minimum of two (2) representatives to meet with the Town Council’s representatives.
6.5 The parties agree to comply with the MMBA and provide all information relevant to the negotiations process. Neither party is obligated to provide documents subject to legal privilege.
ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures
7.1 The Personnel Rules established pursuant to Town Council Resolution, or as subsequently modified by Town Council Resolution, are incorporated herein by reference, as are the Grievance and Disciplinary procedures and provisions established pursuant to said Resolution.
7.2 In the event that the Town intends to revise disciplinary and grievance procedures in the Town’s Personnel Rules, the Town will meet and confer with the Association.
ARTICLE 8: Comprehensive and Other Leave
8.1 Comprehensive Leave
Comprehensive leave combines several types of leaves, including vacation leave, sick leave, personal leave, and bereavement leave.
8.2 Scheduling/Notification
The scheduling of comprehensive leave for vacation and personal leave purposes and the amount to be taken at any one time shall be determined by the Department Head in accordance with the department’s rules and with regard for the needs of the Town primarily and the preferences of the employee secondarily.
In the event an employee finds it necessary to take comprehensive leave which has not been scheduled in advance, such as for illness, bereavement, emergencies, etc., it is the responsibility of the employee to make documented attempt to contact (i.e. by phone, in person, via text message, or email) their supervisor at least one (1) hour prior to the beginning of their work day to inform the supervisor of the unexpected need to utilize comprehensive leave.
It is the responsibility of the employee to maintain an appropriate level of leave sufficient to cover time lost in case of an unforeseeable event. If an employee does not have enough leave left, they will have their benefits prorated accordingly for time missed from work. More than one (1) occurrence of missing work without having enough leave to cover time lost may result in disciplinary action.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
8.3 Comprehensive Leave at Termination
At separation of service from the Town, employees with accrued comprehensive leave shall be paid out for the balance at the date of termination, inclusive of a prorated accrual of comprehensive leave based on full-time hours worked in their final month of employment prior to permanent separation. Payment for accrued comprehensive leave shall be at the employee’s current regular rate of pay, or as required by law, and shall occur at the next regular pay date following the date of termination.
8.4 Comprehensive Carryover/Payouts
No employee shall be able to accrue comprehensive leave in excess of eight hundred and fifty (850) hours. When an employee reaches a comprehensive leave balance of eight hundred and fifty (850) hours, their accrual shall stop until which time their balance falls below eight hundred and fifty (850) hours.
In the event an employee is not permitted to schedule and take leave as caused by the Town, which would result in the employee exceeding the accumulation limit, the employee may request the Town Manager to consider the reasons for exceeding the cap and may be granted a ninety (90) day extension of time, in which leave time will be scheduled that will bring the employee’s accrued time below the eight hundred and fifty (850) hour limit. One (1) additional ninety (90) day extension may be granted.
Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of two hundred (200) hours, once during the second quarter of the calendar year and again during the fourth quarter of the calendar year. All such requests will be processed, and payouts made in accordance with a schedule established by the Town Manager, or designee. Employees will be provided ample advance notification of the schedule. Members requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred and forty (240) hours.
Payouts will be made at the employee’s current regular rate of pay. Employees may elect to take their payout as cash or may elect to deposit their payout through payroll into an eligible 457(b) plan pursuant to applicable state and federal laws.
The Town Manager may authorize payouts at other times upon the specific written request of an employee, but only if extraordinary circumstances warrant such consideration.
8.5 Comprehensive Leave Accruals
Employees accrue comprehensive leave based upon their length of continuous service as determined by their anniversary date according to the following schedule:
Date of hire in full-time status until two-year anniversary 16.67 hours/month Two-year anniversary 18.67 hours/month
Five-year anniversary 20.67 hours/month
Ten-year anniversary 22.67 hours/month
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
8.6 Parental Leave
The Town and the Association acknowledge that the California Government Code provides a number of employee benefits for pregnancy, childbirth, and related conditions. The Town provides parental leave in accordance with applicable state and federal law. The Town will provide up-todate information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
The requirement for integrated use of leave time to coordinate with the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.7 Family and Medical Leave
The Town and the Association acknowledge that state and federal law requires employers to grant family and medical leave under specified circumstances. The Town provides family and medical leave in accordance with applicable state and federal law. The Town will provide up-to-date information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
Employees that have an FMLA or CFRA-qualifying event will receive FMLA or CFRA benefits.
Those who are also eligible for other benefits such as State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits must utilize paid leave in accordance with state and federal law on a prorated basis to supplement their additional payments and continue to receive the benefits provided under the FMLA and CFRA laws.
The requirement for integrated use of leave time to coordinate with FMLA, CFRA, or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.8 Military Leave
The Town and the Association acknowledge that both state and federal law requires an employer to grant an employee leave for specified military service. The Town and the employees in the unit of representation agree to absolute compliance with the law.
8.9 Jury Duty
Employees shall receive full compensation for serving on Jury Duty, provided Juror Pay (not including mileage) received by the employee is paid to the Town.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
8.10 Leave Without Pay
The Department Head may approve an employee’s request for up to forty (40) cumulative hours of leave without pay per calendar year. Leave without pay may be granted only after all accrued leave has been exhausted. All benefits, including but not limited to leave accrual, health insurance, and retirement shall be reduced proportionally to the reduction in work hours.
8.11 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to a six (6) month unpaid leave that will guarantee that the member shall retain permanent status upon return. Requests for a leave of absence will be made in writing to the Town Manager and shall contain all relevant facts and circumstances in support of the request. The Town Manager’s approval of a leave of absence is discretionary; however, the primary consideration in reaching a decision to grant or deny a leave of absence shall be the efficient and orderly operation of the Town and the affected department. All benefits, including but not limited to leave accrual, health insurance, and retirement shall be terminated for the duration of the leave of absence, except as otherwise required by law. All accrued leave balances must be exhausted before the employee may go onto an unpaid leave of absence.
8.12 Catastrophic Leave
The Town has a policy that allows employees to donate their leave to other employees that have suffered a catastrophic event and have exhausted all types of leave at their disposal. An employee who is eligible to receive other benefits such as (SDI) or Workers’ Compensation benefits may receive Catastrophic Leave on a pro-rated basis not to exceed the employee’s normal rate of pay.
Information related to Catastrophic Leave shall be available from the Human Resources Department.
ARTICLE 9: Worker’s Compensation
9.1 Industrial Accident and Illness Leave
Industrial accident leave shall be granted as required by law.
9.2 On-the-Job Injury
Whenever an employee is absent due to an illness or injury arising out of and in the course of employment, the unit member shall receive full compensation, less any Workers’ Compensation insurance benefits received, during the first fifteen (15) working days of such absence without deduction from accrued comprehensive leave. Thereafter, if the employee is still properly absent from duty, they may receive, from accrued comprehensive leave, if any, an amount equal to the difference between the amount the member receives as Workers’ Compensation insurance benefits and the amount of their regular compensation until the unit member returns to work or accrued leave is exhausted. If comprehensive leave is exhausted, then the unit member will be compensated at the statutory rate under the current Workers’ Compensation regulations by the Town’s Workers’
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
Compensation Insurance carrier. All benefits, including but not limited to leave accrual, health insurance, and retirement, shall be reduced proportionally to the reduction in work hours; exceptions to the proration may be considered by the Town Manager.
ARTICLE 10: Health Insurance Benefits
10.1 Health Insurance Benefits
Employees and their dependents shall be eligible for coverage under the Town’s health plan, subject to the plan’s terms and conditions.
10.2 Flexible Benefit Section 125 Program and Benefit Stipend The Town will contract with CalPERS for health insurance for the period of this Agreement. The Town will maintain a flexible benefit program.
a. Employees and their dependents shall be able to participate in the CalPERS Health Program.
b. The Town shall contribute the minimum amount required by state law per month per retired employee as the “employer contribution” to the cost of the premium for the health program, should the employee elect to participate in the plan. This is otherwise known as the PEMHCA minimum.
c. The Town will provide a monthly contribution to each employee in an amount equal to the cost of coverage under the CalPERS Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “employee,” “employee plus one,” or “employee plus two” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS Health Program premium.
d. Employees who do not elect to take the Town’s health insurance must provide proof of health coverage provided by their spouse or domestic partner’s employer (or other group coverage in accordance with applicable state and federal law) and shall be eligible to receive a benefit stipend of six hundred dollars ($600) per month. Payments from the Town that the employee receives in lieu of the contribution to the flexible spending (cafeteria) account, shall not be considered an increase in base compensation and shall be taxable pursuant to IRS regulations.
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan Employees may participate in the Health Reimbursement Arrangement (HRA) Plan as established by the Town to reimburse employees for vision and dental expenses as defined by IRS Publication 502 and the Town’s Vision and Dental Policy. Employees who participate shall be eligible for reimbursement up to a total of two thousand dollars ($2,000) for employees and one thousand dollars ($1,000) for each eligible dependent (as defined by HRA guidelines specified in IRS
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
Publication 969) per fiscal year, which total may be combined for the use of either the employee or any of their eligible dependents. When two (2) regular, full-time Town employees are considered to be eligible dependents of one another, they shall not be covered by each other, and their dependent children may only be covered by one (1) parent.
New employees not employed by the Town for the full fiscal year shall be entitled to a pro-rata reimbursement amount upon hire. Up to eighty percent (80%) of the unused portion of the total benefit, (not to exceed two thousand dollars ($2,000) per year for employees with less than one (1) year of service with the Town) may be “rolled over” from one fiscal year to the next, for a total of not more than three (3) fiscal years. For purposes of identifying the unused portion, receipts for services performed in the previous fiscal year must be submitted within sixty (60) days of the beginning of the new fiscal year. Employees must be in regular, full-time status with the Town at the time the vision/dental services were performed.
The current fiscal year benefit amount will be used to pay all reimbursement requests. Once the current fiscal year benefit amount is exhausted, rollover benefit amounts from previous years will be used to fund the reimbursement requests. “Rollover Year 1” benefit will be accessed first for reimbursement requests. Then, “Rollover Year 2” benefit amount will be accessed for reimbursement requests. Finally, if the current fiscal year and “Rollover Year 1” and “Rollover Year 2” benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” sixty (60) days after the close of a fiscal year will no longer be available to fund reimbursement requests. Vision and dental services performed in the immediately preceding fiscal year shall be considered reimbursable. Requests for reimbursement for vision/dental services performed in years prior to the immediately preceding fiscal year shall not be eligible.
Eligibility for reimbursement ends on the last paid day of employment for expenses incurred prior to permanent separation from service. Employees must submit a request to Human Resources in writing prior to permanent separation to be eligible for reimbursement of vision or dental services received prior to their permanent separation. Exceptions to reimbursement are subject to HRA guidelines and Town Manager approval. Employees may elect to not participate in the reimbursement program by notifying the Human Resources Department with a written request to opt out of the plan.
ARTICLE 11: Deferred Compensation
The Town shall maintain an IRC Section 457(b) deferred compensation plan in good standing and shall make voluntary participation in the plan available to employees.
The Town shall contribute to a Town Section 457(b) deferred compensation plan for the benefit of the employees. The Town shall contribute fifty dollars ($50) per pay period for twenty-four (24) pay periods per year into an approved deferred compensation plan. The Town shall further contribute to the employees’ Section 457(b) plan an amount equal to the amount contributed by that employee up to an additional twenty-five dollars ($25). The maximum employer contribution shall not exceed a total of seventy-five dollars ($75) per pay period, with a minimum employee
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
contribution of twenty-five dollars ($25) per pay period. Deposits shall occur as part of the first and second payrolls of each month.
Employees shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive employer contributions retroactive to their hire date. Employees who sign up after sixty (60) days from their hire date will receive employer contributions beginning on the next applicable pay period, and the Town's contributions shall not be retroactive.
ARTICLE 12: Retirement Contribution
12.1 Employees covered by this Agreement will participate in the California Public Employees Retirement System (CalPERS). The Town shall maintain the employer contribution to CalPERS for the term of this Agreement.
Employees participate in CalPERS as follows:
a. Employees hired before January 1, 2013, or “Classic Members” as defined by CalPERS (not new members per CCR 579.1(b)), shall receive the 2.7% @ age 55 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These employees shall pay the entire eight percent (8%) of the CalPERS employee’s contribution on a pre-tax basis.
b. Non-Classic employees (New Members - CCR 579.1(a)) hired after January 1, 2013 will pay the full CalPERS required amount to this plan in accordance with the Public Employee Pension Reform Act (PEPRA) employee’s contribution on a pre-tax basis.
Both parties recognize that this contribution will change from time to time and will be adjusted on the first full pay period of each fiscal year. New miscellaneous members will receive the 2% @ age 62 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement COLA.
12.2 The Town agrees to maintain the employer portion of the contribution to CalPERS.
12.3 Participation in the CalPERS plan discontinues employee participation in the Social Security System related to Town employment.
12.4 All participation in CalPERS is subject to the contract between the Town and CalPERS and the interpretation of rules, regulations, and contract by CalPERS.
12.5 Employee “member contributions” shall be made pursuant to Internal Revenue Code (414)(h)(2).
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 13: State Disability Insurance
Employees participate in State Disability Insurance (SDI). Under the California Unemployment Insurance Code, “disability” includes any illness or injury, either physical or mental, including pregnancy, childbirth, or related medical condition that prevents a member from doing their regular or customary work. Employee contributions shall be made via payroll on a pre-tax basis.
Employees who are eligible to receive SDI shall utilize paid leave on a prorated basis to supplement their SDI payments, in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law. All benefits shall be reduced proportionally to the reduction in paid leave hours utilized in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law.
ARTICLE 14: Dues Deductions
Employees may sign up for payroll deductions of Association dues with the Association. The Association will certify to the Town any new members of the Association.
Town agrees to deduct dues as established by the Association. The sum so withheld shall be remitted by the Town, without delay, directly to the Association along with a list of employees who have had such amounts deducted. As periodically requested by the Town, the Association agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members, to the Town.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-paid status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions have priority over Association dues.
It shall be the sole responsibility of the Association to procure and enforce payroll deduction of dues.
The Association agrees to indemnify, defend, and hold harmless the Town, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this section. In no event shall the Town be required to pay from its own funds Association dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Association member who notifies the Town of their desire to discontinue dues deductions or otherwise withdraw from Association membership shall be referred back to the Association. The Town agrees to continue all dues deductions until notified of a deduction change by the Association.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 15: Life Insurance
The Town will provide a term life insurance policy for employees in the amount of $50,000, dropping to $25,000 at age seventy (70). Dependents shall be eligible for coverage under the group life insurance policy in the amount of $5,000; premiums will be paid by the Town.
ARTICLE 16: Wellness Program
16.1 The Town shall maintain a corporate membership at an athletic/health club, if available, within the Town limits.
ARTICLE 17: Education Reimbursement
17.1 Education and Training
Continuing Education: Funding for continuing education may be available to employees on a caseby-case basis and is subject to Department Head approval and budget.
Licenses, Certifications, and Professional Development: The Town recognizes the importance of having highly skilled employees and encourages employees to take educational and training courses each year. Management will make every effort to assure that Town funds are provided annually in each budget for these purposes.
17.2 Educational Reimbursement Policy
Education reimbursement will be provided in accordance with the Town’s Educational Reimbursement Policy.
ARTICLE 18: Anniversary Awards
The Town Council recognizes the important contribution made by valued long-term employees and wishes to reward their service to the Town. Productive, long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.
The Town shall award employees for every five (5) years of service to the Town according to the schedule herein provided. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:
Years of Service* Award
5 years Council recognition and 20 hours of paid administrative leave 10 years Council recognition and 28 hours of paid administrative leave 15 years Council recognition and 36 hours of paid administrative leave 20 years Council recognition and 44 hours of paid administrative leave 25 years Council recognition and 84 hours of paid administrative leave 30 years Council recognition and 88 hours of paid administrative leave
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
*For each following five-year increment, Council recognition and 88 hours of administrative leave.
Paid administrative leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.
ARTICLE 19: Work Schedule
19.1 The normal workweek for employees is forty (40) hours. The standard workweek begins at 12:00 a.m. midnight on Monday and ends at 11:59 p.m. on Sunday, unless an alternative work schedule is approved according to the Alternative Work Schedule Policy. Alternative work schedules and work weeks may be established on a departmental basis with the approval of the Town Manager, with the needs of the department and the Town being the primary consideration and the preferences of the employee being a secondary consideration.
19.2 The normal workday for employees is eight (8) hours per day.
19.3 The Town Manager may designate other normal working hours as required by the needs of the Town. This may include what are referred to as “9/80” or “4-10” work schedules.
19.4 If an employee is required to work overtime because of an emergency declared by the Town Manager or designee, that employee’s regular work schedule (other than during the period of emergency) shall remain unchanged. Any such overtime shall be treated as compensatory time and shall be used by the employee at the employee’s discretion subject to approval by the employee’s supervisor or Department Head. In the event the Town is reimbursed by the State or Federal emergency management systems for overtime earned during an emergency, members may, on their individual discretion, request to exchange earned compensatory time for paid time up to the amount of unused compensatory time earned during the emergency. Should reimbursement be in an amount less than required to totally compensate all eligible employees, the funds shall be used as a pool and all employees requesting reimbursement will receive a pro rata share against total overtime hours worked.
ARTICLE 20: Salaries and Wages
20.1 Salary Scales
The salary scale shall consist of eight (8) steps, as shown in Attachment B.
20.2 Base Annual Salaries
Employees shall receive the following adjustments to base salary effective on the dates as shown.
Increases will go into effect on the first full pay period of the month.
July, 2026............................6% pay adjustment
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
July, 2027............................3% pay adjustment July, 2028............................3% pay adjustment
20.3 Bilingual Pay
The Town acknowledges that bilingual speaking ability may enhance an employee’s ability to contribute to the Town. As such, employees who meet bilingual proficiency qualifications may receive a pay differential of five percent (5%) of their base salary. Approval of bilingual pay shall be tied into demonstrated enhancements from an employee’s ability to speak dual languages. The Town Manager and Human Resources shall determine the appropriateness of bilingual pay, designate language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, and which will determine the qualifications for and maintenance of this incentive.
20.4 Special Function Pay
The Town and the Association agree that an employee’s possession of certain appropriate certifications, licenses, degrees, and skills which are not a part of the required qualifications for a position (as outlined in the position’s job description) may be of value to the Town, and, when utilized, increase the employee’s value. Department Heads and/or employees may identify such certifications, licenses, degrees, and skills that could merit special function pay. Employees must actively and regularly utilize certifications, licenses, degrees, and skills that benefit the Town in order to qualify and maintain special function pay status. Special function pay shall be two and one-half percent (2.5%) of an employee’s base salary. Final approval of Special Function Pay status shall be determined by the employee’s Department Head and Human Resources.
Special function pay may include, but is not limited to:
• Notary
• Special license or certification applicable to job
• Driver’s license used but not required for position
20.5 Bonus
Employees shall be eligible for an annual contingent payment based upon Transient Occupancy Tax (TOT) revenues received during the previous fiscal year, in order to allow them to share in the success of the Town. No individual payment shall exceed four thousand dollars ($4,000). The amount will be based on eight percent (8%) of the TOT revenues that are greater than the amount budgeted to be received and retained by the Town (i.e., the amount does not include TOT allocated to outside agencies (Tourism, Housing, and Transit). The revenue sharing payment shall be calculated based on the total year end Town’s share of TOT revenues above the original fiscal year TOT budget. This amount shall be divided by the number of all eligible, miscellaneous regular employees at the time of the payment to determine the amount per employee. In order to be eligible for this contingent revenue sharing payment, an employee must be (a) employed with the Town for some part of the fiscal year on which the calculation is based, and (b) be employed with the Town on the date the payment is made. Eligibility for this payment is not complete, and no right
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
to this payment is earned, unless both of these criteria are satisfied. New employees who join Town service during any year who are not employed by the Town for the full fiscal year, but who are employed when the payments are calculated and paid, are eligible for a pro-rata payment based on regular hours worked, including part-time employment for employees that subsequently became full-time prior to the start of the fiscal year. Payments shall be deposited on the first regular payroll in August following the close of the fiscal year on which the calculation is based. Payments shall be subject to applicable state and federal tax withholdings. Payments shall not be subject to retirement.
ARTICLE 21: Paid Municipal Holidays
All holidays are considered one eight (8)-hour workday. The following are recognized as paid municipal holidays:
• New Year’s Day;
• Martin Luther King Jr. Day;
• Presidents’ Day;
• Memorial Day;
• Independence Day;
• Labor Day;
• Veterans Day;
• Thanksgiving Day;
• Friday following Thanksgiving Day;
• Christmas Eve;
• Christmas Day;
• New Year’s Eve;
• Floating Holiday (one per fiscal year).
If a paid municipal holiday falls upon a Sunday, the Monday following will be considered the observed holiday. If said holidays fall upon a Saturday, the Friday preceding will be considered the observed holiday. If the alternative Monday or Friday is already a different holiday (i.e., in the case of Christmas Eve and Christmas Day), the holiday will be observed on whichever day, Monday or Friday, is not already a holiday. A list of recognized paid municipal holidays shall be established and published by the Human Resources Department in the form of a memorandum to all full-time, regular employees.
Floating holidays shall be taken at the discretion of the employee’s supervisor, provided they are not taken in conjunction with another paid municipal holiday, unless the employee is required to work on a paid municipal holiday. The procedure for taking a floating holiday shall be the same as the procedure for using comprehensive leave as outlined in section 8.2 “Scheduling/Notification”. The floating holiday shall not roll over to the following fiscal year.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 22: Overtime
22.1 Overtime Policy – Definition
It is the policy of the Town that overtime work is to be kept at a minimum consistent with the protection of the lives and property of Mammoth Lakes citizens and the efficient operation of the Departments and operations of the Town. Overtime must be authorized in advance by both the supervisor and Department Head and is subject to such other rules and procedures as the Town Manager may prescribe.
Overtime shall be defined as time actually worked beyond forty (40) hours per work week. “Time actually worked” is defined as all time during which an employee is necessarily required by the employer to be on the employer’s premises, on duty, or at a prescribed workplace. Properly approved travel time for work purposes will be compensated as “hours worked” in compliance with applicable FLSA regulations. Town-paid leaves (e.g., comprehensive leave, holidays, etc.), meal periods, other state or federal paid leaves and release time for Association business, are not considered “time actually worked”.
22.2 Overtime Compensation
For hours worked in excess of forty (40) hours in any workweek, one of the following shall occur at the discretion of the Department Head, and in consultation with the employee.
Employee shall accrue compensatory time-off on a time-and-one-half basis; or, Overtime shall be paid at time-and-one-half the regular hourly rate of pay.
22.3 Maximum Accumulation of Compensatory Time
Employees may accumulate up to one hundred (100) hours of compensatory time. Time off for compensatory time must be approved in advance by the Department Head, or their designee. In the event of a separation from service, the employee shall be entitled to a cash payment of all their accumulated compensatory time, regardless of cause or reason.
22.4 Usage of Compensatory Time
Compensatory time earned shall be used at the employee’s discretion with the prior approval of the employee’s supervisor or their designee. The employee must be permitted to use the compensatory time off within a reasonable period after making a request if the employee’s use of the compensatory time does not unduly disrupt the operation of the department.
22.5 Compensatory Leave at Termination
Upon separation from the Town, employees shall receive payment for all accrued compensatory leave at the employee’s current regular rate of pay, or as required by law.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime
23.1 An employee on a leave-of-absence without pay shall not receive any compensation for holidays occurring during such leave.
23.2 An employee must be in a pay status on the workday preceding a holiday to be eligible to be compensated for the holiday.
23.3 All time worked on a paid municipal holiday as defined by the Town, except personal leave, shall be paid at the rate of one and one-half (1 ½) times the employee’s regular rate of pay or shift differential rate, whichever is applicable. The employee will also receive time off in an amount equal to up to eight (8) hours of compensatory time for hours actually worked on the paid municipal holiday and shall be deposited into the employee’s compensatory leave bank. Hours banked as compensatory time for hours worked on the paid municipal holiday shall be used as outlined in section 22.4. Hours banked as compensatory time in excess of one hundred (100) for hours worked on the paid municipal holiday shall be paid out in accordance with section 22.3. No employee shall be required or authorized to work on a paid municipal holiday without prior mutual agreement between the employee and Department Head, or designee.
ARTICLE 24: Severance
If an employee is laid off by the Town without cause, upon separation agreement approved by the Town which releases all claims against the Town, Town employees, and Town officials, the employee shall be eligible to receive severance payment in accordance with the schedule below.
All payments under this section are subject to applicable payroll taxes and withholdings.
Five years of continuous service Two weeks (80 hours)
Ten or more years of continuous service Four weeks (160 hours) ARTICLE 25: Effect of Agreement
25.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment executed according to the provisions of the Agreement.
25.2 Improvements in Benefits
Improvements in member benefits contained in this Agreement which are brought about by the amendment or addition of statutory mandated guarantees now provided in California law shall be incorporated into this Agreement.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
25.3 Savings
If any provision of this Agreement or any application thereof to any member is held by a court of competent jurisdiction to be contrary to law, then such provision or application shall be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect.
ARTICLE 26: Severability
Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause, or provision shall not invalidate the remaining portions thereof, and such remaining portions shall remain in full force and effect.
Upon such invalidation, the parties agree to meet and confer immediately on substitute provisions for such parts or provisions rendered or declared illegal or an unfair labor practice.
ARTICLE 27: Duration
The provisions set forth herein are final. Except as otherwise provided herein, no changes or modifications shall be offered, urged, or otherwise presented by the General Employees Association or the Town of Mammoth Lakes for the duration of this Agreement, provided, however, that nothing herein shall prevent the parties from meeting and conferring and making modifications herein by mutual consent. The provisions herein shall be from July 1, 2026 to June 30 2029.
Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
ATTACHMENT A
List of Classifications Represented by the General Employees’ Association Administrative Coordinator
Assistant Engineer
Assistant Planner
Associate Planner
Building Inspector I
Building Inspector/Plans Examiner
Code Compliance Officer
Community Services Officer
Engineering Assistant
Finance Analyst & Technology Coordinator
Human Resources Analyst
Payroll/Human Resources Specialist
Permit Technician I
Police Services Technician
Program & Facilities Administrator
Records Supervisor
Recreation Supervisor
Revenue Accountant
Revenue Specialist
Senior Accounting Assistant
Senior Public Works Inspector
FY 2026-27: Effective July, 2026 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Permit Technician I G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Program & Facilities Administrator G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Records Supervisor G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Revenue Specialist G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Human Resources Analyst G145 58,905 61,850 64,943 68,190 71,600 75,180 78,939 82,886 28.3197 29.7356 31.2226 32.7837 34.4231 36.1442 37.9514 39.8490 Senior Accounting Assistant G145 58,905 61,850 64,943 68,190 71,600 75,180 78,939 82,886 28.3197 29.7356 31.2226 32.7837 34.4231 36.1442 37.9514 39.8490 Engineering Assistant G151 62,529 65,655 68,938 72,385 76,004 79,804 83,794 87,984 30.0620 31.5649 33.1433 34.8005 36.5404 38.3673 40.2856 42.3000 Recreation Supervisor G151 62,529 65,655 68,938 72,385 76,004 79,804 83,794 87,984 30.0620 31.5649 33.1433 34.8005 36.5404 38.3673 40.2856 42.3000 Administrative Coordinator G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Assistant Planner G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Building Inspector I G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Code Compliance Officer G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Community Services Officer G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Assistant Engineer G167 73,322 76,988 80,837 84,879 89,123 93,579 98,258 103,171 35.2510 37.0135 38.8639 40.8072 42.8476 44.9899 47.2394 49.6014 Finance Analyst & Technology Coordinator G167 73,322 76,988 80,837 84,879 89,123 93,579 98,258 103,171 35.2510 37.0135 38.8639 40.8072 42.8476 44.9899 47.2394 49.6014 Police Services Technician G167 73,322 76,988 80,837 84,879 89,123 93,579 98,258 103,171 35.2510 37.0135 38.8639 40.8072 42.8476 44.9899 47.2394 49.6014 Associate Planner G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Building Inspector/Plans Examiner G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Payroll/Human Resources Specialist G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Revenue Accountant G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Senior Public Works Inspector G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 FY 2027-28: Effective July, 2027 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Permit Technician I G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Program & Facilities Administrator G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Records Supervisor G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Revenue Specialist G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Human Resources Analyst G145 60,672 63,706 66,891 70,236 73,748 77,435 81,307 85,372 29.1692 30.6279 32.1591 33.7673 35.4558 37.2284 39.0899 41.0442 Senior Accounting Assistant G145 60,672 63,706 66,891 70,236 73,748 77,435 81,307 85,372 29.1692 30.6279 32.1591 33.7673 35.4558 37.2284 39.0899 41.0442 Engineering Assistant G151 64,405 67,625 71,006 74,556 78,284 82,198 86,308 90,623 30.9639 32.5120 34.1375 35.8442 37.6365 39.5183 41.4942 43.5688 Recreation Supervisor G151 64,405 67,625 71,006 74,556 78,284 82,198 86,308 90,623 30.9639 32.5120 34.1375 35.8442 37.6365 39.5183 41.4942 43.5688 Administrative Coordinator G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Assistant Planner G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Building Inspector I G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Code Compliance Officer G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Community Services Officer G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Assistant Engineer G167 75,520 79,296 83,261 87,424 91,795 96,385 101,204 106,264 36.3077 38.1231 40.0293 42.0308 44.1322 46.3389 48.6558 51.0885 Finance Analyst & Technology Coordinator G167 75,520 79,296 83,261 87,424 91,795 96,385 101,204 106,264 36.3077 38.1231 40.0293 42.0308 44.1322 46.3389 48.6558 51.0885 Police Services Technician G167 75,520 79,296 83,261 87,424 91,795 96,385 101,204 106,264 36.3077 38.1231 40.0293 42.0308 44.1322 46.3389 48.6558 51.0885 Associate Planner G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Building Inspector/Plans Examiner G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Payroll/Human Resources Specialist G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Revenue Accountant G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Senior Public Works Inspector G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 FY 2028-29: Effective July, 2028 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Permit Technician I G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Program & Facilities Administrator G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Records Supervisor G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Revenue Specialist G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Human Resources Analyst G145 62,491 65,616 68,897 72,342 75,959 79,757 83,745 87,932 30.0438 31.5462 33.1236 34.7798 36.5188 38.3447 40.2620 42.2750 Senior Accounting Assistant G145 62,491 65,616 68,897 72,342 75,959 79,757 83,745 87,932 30.0438 31.5462 33.1236 34.7798 36.5188 38.3447 40.2620 42.2750 Engineering Assistant G151 66,335 69,652 73,135 76,792 80,632 84,664 88,897 93,342 31.8918 33.4865 35.1611 36.9192 38.7654 40.7038 42.7389 44.8760 Recreation Supervisor G151 66,335 69,652 73,135 76,792 80,632 84,664 88,897 93,342 31.8918 33.4865 35.1611 36.9192 38.7654 40.7038 42.7389 44.8760 Administrative Coordinator G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Assistant Planner G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Building Inspector I G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Code Compliance Officer G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Community Services Officer G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Assistant Engineer G167 77,780 81,669 85,752 90,040 94,542 99,269 104,232 109,444 37.3942 39.2639 41.2269 43.2885 45.4529 47.7255 50.1115 52.6173 Finance Analyst & Technology Coordinator G167 77,780 81,669 85,752 90,040 94,542 99,269 104,232 109,444 37.3942 39.2639 41.2269 43.2885 45.4529 47.7255 50.1115 52.6173 Police Services Technician G167 77,780 81,669 85,752 90,040 94,542 99,269 104,232 109,444 37.3942 39.2639 41.2269 43.2885 45.4529 47.7255 50.1115 52.6173 Associate Planner G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Building Inspector/Plans Examiner G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Payroll/Human Resources Specialist G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Revenue Accountant G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Senior Public Works Inspector G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Salary Schedules for Town of Mammoth Lakes General Employees' Association (GEA) FY26-27, FY27-28, and FY28-29 Memorandum of Understanding between the Town of Mammoth Lakes and the General Employees’ Association July 1, 2026 – June 30, 2029
Attachment B
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES
MANAGEMENT EMPLOYEES’ASSOCIATION
July 1, 2026 to June 30, 2029
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Section 3500 et seq). The parties to this Memorandum of Understanding are the Town of Mammoth Lakes, State of California, which hereinafter shall be referred to as “Town” and the Mammoth Lakes Management Employees’ Association, which hereinafter shall be referred to as “Association.” The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees represented by the Association and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment, conditions, and employee relations of such employees.
This Memorandum of Understanding has been presented to the Town Council as a joint recommendation of the undersigned for salary, fringe benefits, and other working conditions for the period beginning July 1, 2026 to June 30, 2029, and was ratified by the Town Council on June 17, 2026, and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes Management Employees’ Association.
TOWN OF MAMMOTH LAKES MAMMOTH LAKES MANAGEMENT
EMPLOYEES’ ASSOCIATION
Rob Patterson Kat Kelly
Town Manager Management Employees’ Association Representative Date Date
Jamie Gray Riley Griesenbeck
Town Clerk Management Employees’ Association Representative Date Date
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
Table of Contents
ARTICLE 1: Agreement...............................................................................................................4 ARTICLE 2: Recognition .............................................................................................................4 ARTICLE 3: Non-Discrimination................................................................................................4 ARTICLE 4: Association Rights..................................................................................................4 ARTICLE 5: Town Rights............................................................................................................5 ARTICLE 6: Negotiation Procedure ...........................................................................................5 ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures ..........................6 ARTICLE 8: Comprehensive and Other Leave .........................................................................6
8.1 Comprehensive Leave ............................................................................................................6
8.2 Scheduling/Notification .........................................................................................................6
8.3 Comprehensive Leave at Termination ...................................................................................7
8.4 Comprehensive Carryover/Payouts........................................................................................7
8.5 Comprehensive Leave Accruals.............................................................................................7
8.6 Parental Leave ........................................................................................................................8
8.7 Family and Medical Leave .....................................................................................................8
8.8 Military Leave ........................................................................................................................8
8.9 Jury Duty ................................................................................................................................8
8.10 Leave Without Pay ...............................................................................................................9
8.11 Unpaid Leave of Absence ....................................................................................................9
8.12 Catastrophic Leave...............................................................................................................9
8.13 Administrative Leave ...........................................................................................................9 ARTICLE 9: Workers’ Compensation........................................................................................9
9.1 Industrial Accident and Illness Leave ....................................................................................9
9.2 On-the-Job Injury ...................................................................................................................9 ARTICLE 10: Health Insurance Benefits..................................................................................10
10.1 Health Insurance Benefits ..................................................................................................10
10.2 Flexible Benefit Section 125 Program and Benefit Stipend ..............................................10
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan ..............................11 ARTICLE 11: Deferred Compensation.....................................................................................11 ARTICLE 12: Retirement Contribution ...................................................................................12 ARTICLE 13: State Disability Insurance..................................................................................13 ARTICLE 14: Dues Deductions .................................................................................................13 ARTICLE 15: Life Insurance.....................................................................................................14 ARTICLE 16: Wellness...............................................................................................................14 ARTICLE 17: Education Reimbursement................................................................................14
17.1 Education and Training ......................................................................................................14
17.2 Educational Reimbursement Policy ...................................................................................14 ARTICLE 18: Anniversary Awards ..........................................................................................14 ARTICLE 19: Work Schedule....................................................................................................15
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 20: Salaries and Wages.............................................................................................15
20.1 Salary Ranges.....................................................................................................................15
20.2 Base Annual Salaries..........................................................................................................15
20.3 Bilingual Pay......................................................................................................................15
20.4 Special Function Pay..........................................................................................................15
20.5 Bonus..................................................................................................................................16 ARTICLE 21: Paid Municipal Holidays ...................................................................................16 ARTICLE 22: Compensation for Municipal Holidays.............................................................17 ARTICLE 23: Safety Equipment...............................................................................................17
23.1 Safety and Weather Protection Equipment ........................................................................17
23.2 Boot and Sunglass Allowance............................................................................................18 ARTICLE 24: Effect of Agreement............................................................................................18
24.1 Complete Understanding....................................................................................................18
24.2 Improvement in Benefits....................................................................................................18
24.3 Savings...............................................................................................................................18 ARTICLE 25: Severability..........................................................................................................18 ARTICLE 26: Duration ..............................................................................................................19 ATTACHMENT A: List of Classifications................................................................................20 ATTACHMENT B: Compensation Schedules..........................................................................21
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 1: Agreement
The Articles and provisions contained herein constitute a bilateral and binding agreement (“Agreement”) by and between the Town Council of the Town of Mammoth Lakes, California (“Town”) and the Mammoth Lakes Management Employees’ Association (“Association”).
ARTICLE 2: Recognition
The Town recognizes the Association as the exclusive representative of all regular employees whose job classifications are listed in Attachment A.
ARTICLE 3: Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, physical or mental disability, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran status, and/or any other category protected by federal and/or state law. In addition, Town policy prohibits retaliation because of the employee’s opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee’s participation in an employment investigation, proceeding, hearing, or legitimate employee organization activities. Employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct to the Town, and the Town will investigate those complaints.
ARTICLE 4: Association Rights
4.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities and to use the Town email, meeting rooms, equipment, and supplies to notice and conduct meetings. Use of space must not interfere with any Town needs or use.
4.2 The Town Manager may authorize up to forty (40) hours annually, not to exceed five (5) days per year, for the Association President or their designee to conduct Association business or attend state or national conferences sponsored by employee associations, exclusive of activities directly related to negotiations affecting this MOU. Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. Association members shall provide their supervisors with reasonable notification requesting release time to conduct association business outside of formal negotiations.
4.3 Within thirty (30) days of the ratification of this Agreement, or any subsequent modification thereof, by both parties, the employer agrees to provide an executed copy to the Association and an electronic copy for distribution and placement on the Town’s website.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
4.4 A representative from the Association shall have the right and the opportunity during normal business hours to speak to a new employee for the purposes of explaining the new employees’ contractual rights and introducing them to the Association. No employee is required to attend such meeting.
4.5 The Town agrees to notify the Association at least thirty (30) days prior to the elimination of any position and/or implementing an employee layoff which would impact Associationrepresented employees. The Association may then request to meet and confer.
ARTICLE 5: Town Rights
It is understood and agreed that the Town Council retains all of its powers and authority to direct, manage, and control the operation of the Town to the full extent of the law. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Town, the adoption of ordinances, policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.
Included in these Town duties and powers are the exclusive rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its departmental policies, goals, and objectives; insure the rights and privileges of citizens; determine staffing patterns; determine the number and kind of personnel required; maintain the efficiency of Town operations; build, move, or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; enter into contracts for supplies and services; and take appropriate action in the event of an emergency. In addition, the Town retains the right to hire, classify, assign, transfer, evaluate, promote, demote, suspend, and terminate employees. These rights will be in conformance with the provisions of state and federal laws.
The Town retains its right to waive, for the duration of the cause, pertinent policies and practices referred to in this Agreement in cases of civil defense, natural disasters, epidemics, or acts of God.
All rights, powers, and privileges of the Town shall be exercised by the Town Council and the operation of the Town shall be administered by the Town Manager or any other person properly designated by the Town Council or the Town Manager.
ARTICLE 6: Negotiation Procedure
6.1 Either party may utilize the services of outside consultants.
6.2 The Town Council and the Association will discharge their respective duties required by this agreement in compliance with the Meyers-Milias-Brown Act (Government Code, Section 3500-2511).
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
6.3 Either party may submit a request to begin negotiations. The other party has the obligation to respond to such request promptly, as required by the Meyers-Milias-Brown Act (“MMBA”). Negotiations shall take place at mutually agreeable times and places.
6.4 The Association shall designate a minimum of two (2) representatives to meet with the Town Council’s representatives.
6.5 The parties agree to comply with the MMBA and provide all information relevant to the negotiations process. Neither party is obligated to provide documents subject to legal privilege.
ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures
7.1 The Personnel Rules established pursuant to Town Council Resolution, or as subsequently modified by Town Council Resolution, are incorporated herein by reference, as are the Grievance and Disciplinary procedures and provisions established pursuant to said Resolution.
7.2 In the event that the Town intends to revise disciplinary and grievance procedures in the Town’s Personnel Rules, the Town will meet and confer with the Association.
ARTICLE 8: Comprehensive and Other Leave
8.1 Comprehensive Leave
Comprehensive leave combines several types of leaves, including vacation leave, sick leave, personal leave, and bereavement leave.
8.2 Scheduling/Notification
The scheduling of comprehensive leave for vacation and personal leave purposes and the amount to be taken at any one time shall be determined by the Department Head in accordance with the department’s rules and with regard for the needs of the Town primarily and the preferences of the employee secondarily.
In the event an employee finds it necessary to take comprehensive leave which has not been scheduled in advance, such as for illness, bereavement, emergencies, etc., it is the responsibility of the employee to make documented attempt to contact (i.e. by phone, in person, via text message, or email) their supervisor at least one (1) hour prior to the beginning of their work day to inform the supervisor of the unexpected need to utilize comprehensive leave.
It is the responsibility of the employee to maintain an appropriate level of leave sufficient to cover time lost in case of an unforeseeable event. If an employee does not have enough leave left, they will have their benefits prorated accordingly for time missed from work. More than one occurrence of missing work without having enough leave to cover time lost may result in disciplinary action.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
8.3 Comprehensive Leave at Termination
Employees leaving municipal service with accrued comprehensive leave shall be paid the amount of accrued comprehensive leave to the date of termination, inclusive of a prorated accrual of comprehensive leave based on full-time hours worked in their final month of employment prior to permanent separation. Payment for accrued comprehensive leave shall be at the employee’s current rate of pay, or as required by law, and shall occur at the next regular pay date in the payroll period of the date of termination.
8.4 Comprehensive Carryover/Payouts
No employee shall be able to accrue comprehensive leave in excess of eight hundred and fifty (850) hours. When an employee reaches a comprehensive leave balance of eight hundred and fifty (850) hours, their accrual shall stop until which time their balance falls below eight hundred and fifty (850) hours.
In the event an employee is not permitted to schedule and take leave as caused by the Town, which would result in the employee exceeding the accumulation limit, the employee may request the Town Manager to consider the reasons for exceeding the cap and may be granted a ninety (90) day extension of time, in which leave time will be scheduled that will bring the employee’s accrued time below the eight hundred and fifty (850) hour limit. One (1) additional ninety (90) day extension may be granted.
Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of two hundred (200) hours, once during the second quarter of the calendar year and again during the fourth quarter of the calendar year. All such requests will be processed, and payouts made in accordance with a schedule established by the Town Manager, or designee. Employees will be provided ample advance notification of the schedule. Members requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred and forty (240) hours.
Payouts will be made at the employee’s current regular rate of pay. Employees may elect to take their payout as cash or may elect to deposit their payout through payroll into an eligible 457(b) plan pursuant to applicable state and federal laws.
The Town Manager may authorize payouts at other times upon the specific written request of an employee, but only if extraordinary circumstances warrant such consideration.
8.5 Comprehensive Leave Accruals
Employees accrue comprehensive leave based upon their length of continuous service as determined by their anniversary date according to the following schedule:
Date of hire in full-time status until two-year anniversary 16.67 hours/month Two-year anniversary 18.67 hours/month
Five-year anniversary 20.67 hours/month
Ten-year anniversary 22.67 hours/month
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
8.6 Parental Leave
The Town and the Association acknowledge that the California Government Code provides a number of employee benefits for pregnancy, childbirth, and related conditions. The Town provides parental leave in accordance with applicable state and federal law. The Town will provide up-todate information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
The requirement for integrated use of leave time to coordinate with the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their leave banks.
8.7 Family and Medical Leave
The Town and the Association acknowledge that state and federal law requires employers to grant family and medical leave under specified circumstances. The Town provides family and medical leave in accordance with applicable state and federal law. The Town will provide up-to-date information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
Employees that have an FMLA or CFRA-qualifying event will receive FMLA or CFRA benefits.
Those who are also eligible for other benefits such as State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits must utilize paid leave, in accordance with state and federal law on a prorated basis to supplement their additional payments and continue to receive the benefits provided under the FMLA and CFRA laws.
The requirement for integrated use of leave time to coordinate with FMLA, CFRA, or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.8 Military Leave
The Town and the Association acknowledge that both state and federal law requires an employer to grant an employee leave for specified military service. The Town and the employees in the unit of representation agree to absolute compliance with the law.
8.9 Jury Duty
Employees shall receive full compensation for serving on Jury Duty, provided Juror Pay (not including mileage) received by the employee is paid to the Town.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
8.10 Leave Without Pay
The Department Head may approve an employee’s request for up to forty (40) cumulative hours of leave without pay per calendar year. Leave without pay may be granted only after all accrued leave has been exhausted. All benefits, including but not limited to leave accrual, health insurance, and retirement shall be reduced proportionally to the reduction in work hours.
8.11 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to six (6) months’ unpaid leave that will guarantee that the member shall retain permanent status upon return. Requests for a leave of absence will be made in writing to the Town Manager and shall contain all relevant facts and circumstances in support of the request. The Town Manager’s approval of a leave of absence is discretionary; however, the primary consideration in reaching a decision to grant or deny a leave of absence shall be the efficient and orderly operation of the Town and the affected department.
All benefits, including but not limited to leave accrual, health insurance, and retirement shall be terminated for the duration of the leave of absence, except as otherwise required by law. All accrued leave balances must be exhausted before the employee may go onto an unpaid leave of absence.
8.12 Catastrophic Leave
The Town has a policy that allows employees to donate their leave to other employees that have suffered a catastrophic event and have exhausted all types of leave at their disposal. An employee who is eligible to receive other benefits such as SDI or Workers’ Compensation benefits may receive Catastrophic Leave on a pro-rated basis not to exceed the employee’s normal rate of pay.
Information related to Catastrophic Leave shall be available from the Human Resources Department.
8.13 Administrative Leave
Due to the nature of exempt positions, employees shall receive paid administrative leave. The amount of time assigned per fiscal year shall be eighty (80) hours. Administrative leave may not be carried over into the next fiscal year.
ARTICLE 9: Worker’s Compensation
9.1 Industrial Accident and Illness Leave
Industrial accident leave shall be granted as required by law.
9.2 On-the-Job Injury
Whenever an employee is absent due to an illness or injury arising out of and in the course of employment, the unit member shall receive full compensation, less any Workers’ Compensation insurance benefits received, during the first fifteen (15) working days of such absence without
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
deduction from accrued comprehensive leave. Thereafter, if the employee is still properly absent from duty, they may receive, from accrued comprehensive leave, if any, an amount equal to the difference between the amount the member receives as Workers’ Compensation insurance benefits and the amount of their regular compensation until the unit member returns to work or accrued leave is exhausted. If comprehensive leave is exhausted, then the unit member will be compensated at the statutory rate under the current Workers’ Compensation regulations by the Town’s Workers’ Compensation Insurance carrier. All benefits, including but not limited to leave accrual, health insurance, and retirement, shall be reduced proportionally to the reduction in work hours; exceptions to the proration may be considered by the Town Manager.
ARTICLE 10: Health Insurance Benefits
10.1 Health Insurance Benefits
Employees and their dependents shall be eligible for coverage under the Town’s health plan, subject to the plan’s terms and conditions.
10.2 Flexible Benefit Section 125 Program and Benefit Stipend The Town will contract with CalPERS for health insurance for the period of this Agreement. The Town will maintain a flexible benefit program.
a. Employees and their dependents shall be able to participate in the CalPERS Health Program.
b. The Town shall contribute the minimum amount required by state law per month per retired employee as the “employer contribution” to the cost of the premium for the health program, should the employee elect to participate in the plan. This is otherwise known as the PEMHCA minimum.
c. The Town will provide a monthly contribution to each employee in an amount equal to the cost of coverage under the CalPERS Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “employee,” “employee plus one,” or “employee plus two” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS Health Program premium.
d. Employees who do not elect to take the Town’s health insurance must provide proof of health coverage provided by their spouse or domestic partner’s employer (or other group coverage in accordance with applicable state and federal law) and shall be eligible to receive a benefit stipend of six hundred dollars ($600.00) per month.
Payments from the Town that the employee receives in lieu of the contribution to the flexible spending (cafeteria) account, shall not be considered an increase in base compensation and shall be taxable pursuant to IRS regulations.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan Employees may participate in the Health Reimbursement Arrangement (HRA) Plan as established by the Town to reimburse employees for vision and dental expenses as defined by IRS Publication 502 and the Town’s Vision and Dental Policy. Employees who participate shall be eligible for reimbursement up to a total of two thousand dollars ($2,000) for employees and one thousand dollars ($1,000) for each eligible dependent (as defined by HRA guidelines specified in IRS Publication 969) per fiscal year, which total may be combined for the use of either the employee or any of their eligible dependents. When two (2) regular, full-time Town employees are considered to be eligible dependents of one another, they shall not be covered by each other, and their dependent children may only be covered by one (1) parent.
New employees not employed by the Town for the full fiscal year shall be entitled to a pro-rata reimbursement amount upon hire. Up to eighty percent (80%) of the unused portion of the total benefit, (not to exceed two thousand dollars ($2,000) per year for employees with less than one (1) year of service with the Town) may be “rolled over” from one fiscal year to the next, for a total of not more than three (3) fiscal years. For purposes of identifying the unused portion, receipts for services performed in the previous fiscal year must be submitted within sixty (60) days of the beginning of the new fiscal year. Employees must be in regular, full-time status with the Town at the time the vision/dental services were performed.
The current fiscal year benefit amount will be used to pay all reimbursement requests. Once the current fiscal year benefit amount is exhausted, rollover benefit amounts from previous years will be used to fund the reimbursement requests. “Rollover Year 1” benefit will be accessed first for reimbursement requests. Then, “Rollover Year 2” benefit amount will be accessed for reimbursement requests. Finally, if the current fiscal year and “Rollover Year 1” and “Rollover Year 2” benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” sixty (60) days after the close of a fiscal year will no longer be available to fund reimbursement requests. Vision and dental services performed in the immediately preceding fiscal year shall be considered reimbursable. Requests for reimbursement for vision/dental services performed in years prior to the immediately preceding fiscal year shall not be eligible.
Eligibility for reimbursement ends on the last paid day of employment for expenses incurred prior to permanent separation from service. Employees must submit a request to Human Resources in writing prior to permanent separation to be eligible for reimbursement of vision or dental services received prior to their permanent separation. Exceptions to reimbursement are subject to HRA guidelines and Town Manager approval. Employees may elect to not participate in the reimbursement program by notifying the Human Resources Department with a written request to opt out of the plan.
ARTICLE 11: Deferred Compensation
The Town shall maintain an IRC Section 457(b) deferred compensation plan in good standing and shall make voluntary participation in the plan available to employees.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
The Town shall contribute to a Town Section 457(b) deferred compensation plan for the benefit of the employees. The Town shall contribute fifty dollars ($50) per pay period for twenty-four (24) pay periods per year into an approved deferred compensation plan. The Town shall further contribute to the employees’ Section 457(b) plan an amount equal to the amount contributed by that employee up to an additional twenty-five dollars ($25). The maximum employer contribution shall not exceed a total of seventy-five dollars ($75) per pay period, with a minimum employee contribution of twenty-five dollars ($25) per pay period. Deposits shall occur as part of the first and second payrolls of each month.
Employees shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive employer contributions retroactive to their hire date. Employees who sign up after sixty (60) days from their hire date will receive employer contributions beginning on the next applicable pay period and the Town's contributions will not be retroactive.
ARTICLE 12: Retirement Contribution
12.1 Employees covered by this Agreement will participate in the California Public Employees Retirement System (CalPERS). The Town shall maintain the employer contribution to CalPERS for the term of this Agreement.
Employees participate in CalPERS as follows:
a. Employees hired before January 1, 2013, or “Classic Members” as defined by CalPERS (not new members per CCR 579.1(b)), shall receive the 2.7% @ age 55 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These employees shall pay the entire eight percent (8%) of the CalPERS employees’ contribution on a pre-tax basis.
b. Non-Classic employees (New Members - CCR 579.1(a)) hired after January 1, 2013 will pay the full CalPERS required amount to this plan in accordance with the Public Employee Pension Reform Act (PEPRA) employee’s contribution on a pre-tax basis.
Both parties recognize that this contribution will change from time to time and will be adjusted on the first full pay period of each fiscal year. New miscellaneous members will receive the 2% @ age 62 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement COLA.
12.2 The Town agrees to maintain the employer’s portion of the contribution to CalPERS.
12.3 Participation in the CalPERS plan discontinues employee participation in the Social Security System related to Town employment.
12.4 All participation in CalPERS is subject to the contract between the Town and CalPERS and the interpretation of rules, regulations, and contract by CalPERS.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
12.5 Employee “member contributions” shall be made pursuant to Internal Revenue Code (414)(h)(2).
ARTICLE 13: State Disability Insurance
Employees participate in State Disability Insurance (SDI). Under the California Unemployment Insurance Code, “disability” includes any illness or injury, either physical or mental, including pregnancy, childbirth, or related medical condition that prevents a member from doing their regular or customary work. Employee contributions shall be made via payroll on a pre-tax basis.
Employees who are eligible to receive SDI shall utilize paid leave on a prorated basis to supplement their SDI payments, in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law. All benefits shall be reduced proportionally to the reduction in paid leave hours utilized in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law.
ARTICLE 14: Dues Deductions
Employees may sign up for payroll deductions of Association dues with the Association. The Association will certify to the Town any new members of the Association.
Town agrees to deduct dues as established by the Association. The sum so withheld shall be remitted by the Town, without delay, directly to the Association along with a list of employees who have had such amounts deducted. As periodically requested by the Town, association agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members, to the Town.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-paid status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions have priority over Association dues.
It shall be the sole responsibility of the Association to procure and enforce payroll deduction of dues.
The Association agrees to indemnify, defend, and hold harmless the Town, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this section. In no event shall the Town be required to pay from its own funds Association dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Association member who notifies the Town of their desire to discontinue dues deductions or otherwise withdraw from Association membership shall be referred back to the Association. The Town agrees to continue all dues deductions until notified of a deduction change by the Association.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 15: Life Insurance
The Town will provide a term life insurance policy for employees in the amount of $50,000, dropping to $25,000 at age seventy (70). Dependents shall be eligible for coverage under the group life insurance policy in the amount of $5,000; premiums will be paid by the Town.
ARTICLE 16: Wellness
16.1 The Town shall maintain a corporate membership at an athletic/health club, if available, within the Town limits.
ARTICLE 17: Education Reimbursement
17.1 Education and Training
Continuing Education: Funding for continuing education may be available to employees on a caseby-case basis and is subject to Department Head approval and budget.
Licenses, Certifications and Professional Development: The Town recognizes the importance of having highly skilled employees and encourages employees to take educational and training courses each year. Management will make every effort to ensure that Town funds are provided annually in each budget for these purposes.
17.2 Educational Reimbursement Policy
Education reimbursement will be provided in accordance with the Town’s Educational Reimbursement Policy.
ARTICLE 18: Anniversary Awards
The Town Council recognizes the important contribution made by valued long-term employees and wishes to reward their service to the Town. Productive, long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.
The Town shall award employees for every five (5) years of service to the Town according to the schedule herein provided. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:
Years of Service* Award
5 years Council recognition and 20 hours of paid administrative leave 10 years Council recognition and 28 hours of paid administrative leave 15 years Council recognition and 36 hours of paid administrative leave 20 years Council recognition and 44 hours of paid administrative leave 25 years Council recognition and 84 hours of paid administrative leave 30 years Council recognition and 88 hours of paid administrative leave
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
*For each following five-year increment, Council recognition and 88 hours of administrative leave.
Paid administrative leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.
ARTICLE 19: Work Schedule
The normal work week for unit members is from 8:00 a.m. to 5:00 p.m., Monday through Friday.
Unit members shall receive no extra compensation for hours worked in excess of the established schedule, Article 8, section 8.13, Administrative Leave, notwithstanding. Alternative work schedules and work weeks may be established on a departmental basis with the approval of the Town Manager, with the needs of the department and the Town being the primary consideration and the preferences of the employee being a secondary consideration. This may include what are referred to as “9/80” or “4-10” work schedules.
ARTICLE 20: Salaries and Wages
20.1 Salary Ranges
The salary ranges shall have a minimum and a maximum, as shown in Attachment B.
20.2 Base Annual Salaries
Employees shall receive the following adjustments to base salary effective on the dates as shown.
Increases will go into effect on the first full pay period of the month.
July, 2026............................6% pay adjustment July, 2027............................3% pay adjustment July, 2028............................3% pay adjustment
20.3 Bilingual Pay
The Town acknowledges that bilingual speaking ability may enhance an employee’s ability to contribute to the Town. As such, employees who meet bilingual proficiency qualifications may receive a pay differential of five percent (5%) of their base salary. Approval of bilingual pay shall be tied into demonstrated enhancements from an employee’s ability to speak dual languages. The Town Manager and Human Resources shall determine the appropriateness of bilingual pay, designate language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, and which will determine the qualifications for and maintenance of this incentive.
20.4 Special Function Pay
The Town and the Association agree that an employee’s possession of certain appropriate certifications, licenses, degrees, and skills which are not part of the required qualifications for a
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
position (as outlined in the position’s job description) may be of value to the Town, and, when utilized, increase the employee’s value. Department Heads and/or employees may identify such certifications, licenses, degrees, and skills that could merit special function pay. Employees must actively and regularly utilize certifications, licenses, degrees, and skills that benefit the Town in order to qualify and maintain special function pay status. Special function pay shall be two and one-half percent (2.5%) of an employee’s base salary. Final approval of Special Function Pay status shall be determined by the employee’s Department Head and Human Resources.
Special function pay may include, but is not limited to:
• Notary
• Special license or certification applicable to job
• Driver’s license used but not needed for position
20.5 Bonus
Employees shall be eligible for an annual contingent payment based upon Transient Occupancy Tax (TOT) revenues received during the previous fiscal year, in order to allow them to share in the success of the Town. No individual payment shall exceed four thousand dollars ($4,000). The amount will be based on eight percent (8%) of the TOT revenues that are greater than the amount budgeted to be received and retained by the Town (i.e., the amount does not include TOT allocated to outside agencies (Tourism, Housing, and Transit). The revenue sharing payment shall be calculated based on the total year end Town’s share of TOT revenues above the original fiscal year TOT budget. This amount shall be divided by the number of all eligible, miscellaneous regular employees at the time of the payment to determine the amount per employee. In order to be eligible for this contingent revenue sharing payment, an employee must be (a) employed with the Town for some part of the fiscal year on which the calculation is based, and (b) be employed with the Town on the date the payment is made. Eligibility for this payment is not complete, and no right to this payment is earned, unless both of these criteria are satisfied. New employees who join Town service during any year who are not employed by the Town for the full fiscal year, but who are employed when the payments are calculated and paid, are eligible for a pro-rata payment based on regular hours worked, including part-time employment for employees that subsequently became full-time prior to the start of the fiscal year. Payments shall be deposited on the first regular payroll in August following the close of the fiscal year on which the calculation is based. Payments shall be subject to applicable state and federal tax withholdings. Payments shall not be subject to retirement.
ARTICLE 21: Paid Municipal Holidays
All holidays are considered one eight (8)-hour workday. The following are recognized as paid municipal holidays:
• New Year’s Day;
• Martin Luther King Jr. Day;
• Presidents’ Day;
• Memorial Day;
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
• Independence Day;
• Labor Day;
• Veterans Day;
• Thanksgiving Day;
• Friday following Thanksgiving Day;
• Christmas Eve;
• Christmas Day;
• New Year’s Eve.
If a paid municipal holiday falls upon a Sunday, the Monday following will be considered the observed holiday. If said holidays fall upon a Saturday, the Friday preceding will be considered the observed holiday. If the alternative Monday or Friday is already a different holiday (i.e., in the case of Christmas Eve and Christmas Day), the holiday will be observed on whichever day, Monday or Friday, is not already a holiday. A list of recognized paid municipal holidays shall be established and published by the Human Resources Department in the form of a memorandum to all full-time, regular employees.
ARTICLE 22: Compensation for Municipal Holidays
22.1 An employee on a leave of absence without pay shall not receive any compensation for holidays occurring during such leave.
22.2 An employee must be in paid status on the workday preceding a holiday to be eligible to be compensated for the holiday.
ARTICLE 23: Safety Equipment
Association employees who work at the airport, in the Office of Outdoor Recreation, and in the engineering, facilities maintenance, fleet maintenance, parks maintenance, or street maintenance divisions shall be entitled to receive the following equipment allowance.
23.1 Safety and Weather Protection Equipment
Employees shall receive new or used replacement safety and weather protection equipment as necessary in the performance of their assignments.
Employees shall be issued and/or have replaced the following minimum issue of safety and weather protection equipment:
• Polarized Sunglasses
• Heavy-duty work gloves
• Heavy-duty cold weather gloves
• Jackets with hoods
• Vests
• Warm-up pants
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
• Cold weather boots
• Extra boot liners
• Gaiters
• Other safety-related equipment such as reflective vests, hats, etc., as needed.
The following equipment shall be made available to employees on an as needed basis: rain jacket with hood, rain pants, and waders. Safety and weather protection equipment shall remain the property of the Town and all such equipment issued by the Town shall be inventoried on an annual basis.
23.2 Boot and Sunglass Allowance
Employees shall receive reimbursement of up to four hundred and twenty-five dollars ($425) per fiscal year for the purchase of safety boots, sunglasses, and any related items as approved by the employee’s supervisor.
Employees shall receive this amount after submitting receipts or other verification of purchase to the Town Manager, or designee.
ARTICLE 24: Effect of Agreement
24.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment executed according to the provisions of the Agreement.
24.2 Improvements in Benefits
Improvements in member benefits contained in this Agreement which are brought about by the amendment or addition of statutory mandated guarantees now provided in California law shall be incorporated into this Agreement.
24.3 Savings
If any provision of this Agreement or any application thereof to any member is held by a court of competent jurisdiction to be contrary to law, then such provision or application shall be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect.
ARTICLE 25: Severability
Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause,
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
or provision shall not invalidate the remaining portions thereof, and such remaining portions shall remain in full force and effect.
Upon such invalidation, the parties agree to meet and confer immediately on substitute provisions for such parts or provisions rendered or declared illegal or an unfair labor practice.
ARTICLE 26: Duration
The provisions set forth herein are final. Except as otherwise provided herein, no changes or modifications shall be offered, urged, or otherwise presented by the Management Employees Association or the Town of Mammoth Lakes for the duration of this Agreement, provided, however, that nothing herein shall prevent the parties from meeting and conferring and making modifications herein by mutual consent. The provisions herein shall be from July 1, 2026 to June 30, 2029.
Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029
ATTACHMENT A
List of Classifications Represented by the Management Employees’ Association Accounting Manager
Airport Compliance Manager
Airport Manager
Arts & Culture Manager
Associate Civil Engineer
Building Division Manager
Building Official
Engineering Manager
Executive Assistant to the Chief of Police
Facilities & Asset Manager
Fleet Manager
Housing Manager
Maintenance Superintendent
Outdoor Recreation Manager
Outdoor Recreation Program Manager
Public Works Maintenance Manager
Recreation Manager
Senior Planner
Trails Program Manager
FY 2026-27: Effective July, 2026 Pay Rate Type: Annual Monthly Hourly Rev. July, 2026 Range
Min Mid Max Min Mid Max Min Mid Max
Airport Compliance Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Exec. Assistant to the Chief of Police M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Facilities & Asset Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Housing Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Outdoor Recreation Program Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Trails Program Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Arts & Culture Manager M104 88,643 101,940 115,237 7,386.88 8,494.98 9,603.08 42.6166 49.0095 55.4024 Building Division Manager M104 88,643 101,940 115,237 7,386.88 8,494.98 9,603.08 42.6166 49.0095 55.4024 Fleet Manager M106 98,269 113,010 127,750 8,189.12 9,417.48 10,645.83 47.2449 54.3316 61.4183 Public Works Maintenance Manager M106 98,269 113,010 127,750 8,189.12 9,417.48 10,645.83 47.2449 54.3316 61.4183 Recreation Manager M106 98,269 113,010 127,750 8,189.12 9,417.48 10,645.83 47.2449 54.3316 61.4183 Accounting Manager M108 103,283 118,777 134,271 8,606.94 9,898.09 11,189.25 49.6554 57.1044 64.5534 Associate Civil Engineer M108 103,283 118,777 134,271 8,606.94 9,898.09 11,189.25 49.6554 57.1044 64.5534 Senior Planner M108 103,283 118,777 134,271 8,606.94 9,898.09 11,189.25 49.6554 57.1044 64.5534 Outdoor Recreation Manager M109 107,472 123,592 139,712 8,956.03 10,299.35 11,642.67 51.6694 59.4193 67.1692 Airport Manager M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 Building Official M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 Engineering Manager M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 Maintenance Superintendent M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 FY 2027-28: Effective July, 2027 Pay Rate Type: Annual Monthly Hourly Rev. July, 2026 Range
Min Mid Max Min Mid Max Min Mid Max
Airport Compliance Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Exec. Assistant to the Chief of Police M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Facilities & Asset Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Housing Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Outdoor Recreation Program Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Trails Program Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Arts & Culture Manager M104 91,302 104,998 118,694 7,608.52 8,749.85 9,891.17 43.8953 50.4799 57.0644 Building Division Manager M104 91,302 104,998 118,694 7,608.52 8,749.85 9,891.17 43.8953 50.4799 57.0644 Fleet Manager M106 101,217 116,400 131,583 8,434.76 9,700.00 10,965.25 48.6621 55.9616 63.2611 Public Works Maintenance Manager M106 101,217 116,400 131,583 8,434.76 9,700.00 10,965.25 48.6621 55.9616 63.2611 Recreation Manager M106 101,217 116,400 131,583 8,434.76 9,700.00 10,965.25 48.6621 55.9616 63.2611 Accounting Manager M108 106,381 122,340 138,299 8,865.12 10,195.02 11,524.92 51.1449 58.8174 66.4899 Associate Civil Engineer M108 106,381 122,340 138,299 8,865.12 10,195.02 11,524.92 51.1449 58.8174 66.4899 Senior Planner M108 106,381 122,340 138,299 8,865.12 10,195.02 11,524.92 51.1449 58.8174 66.4899 Outdoor Recreation Manager M109 110,696 127,300 143,903 9,224.68 10,608.30 11,991.92 53.2193 61.2017 69.1841 Airport Manager M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 Building Official M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 Engineering Manager M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 Maintenance Superintendent M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 FY 2028-29: Effective July, 2028 Pay Rate Type: Annual Monthly Hourly Rev. July, 2026 Range
Min Mid Max Min Mid Max Min Mid Max
Airport Compliance Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Exec. Assistant to the Chief of Police M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Facilities & Asset Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Housing Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Outdoor Recreation Program Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Trails Program Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Arts & Culture Manager M104 94,041 108,148 122,255 7,836.76 9,012.34 10,187.92 45.2120 51.9942 58.7764 Building Division Manager M104 94,041 108,148 122,255 7,836.76 9,012.34 10,187.92 45.2120 51.9942 58.7764 Fleet Manager M106 104,254 119,892 135,530 8,687.79 9,990.98 11,294.17 50.1219 57.6403 65.1587 Public Works Maintenance Manager M106 104,254 119,892 135,530 8,687.79 9,990.98 11,294.17 50.1219 57.6403 65.1587 Recreation Manager M106 104,254 119,892 135,530 8,687.79 9,990.98 11,294.17 50.1219 57.6403 65.1587 Accounting Manager M108 109,572 126,010 142,448 9,131.04 10,500.85 11,870.67 52.6791 60.5818 68.4846 Associate Civil Engineer M108 109,572 126,010 142,448 9,131.04 10,500.85 11,870.67 52.6791 60.5818 68.4846 Senior Planner M108 109,572 126,010 142,448 9,131.04 10,500.85 11,870.67 52.6791 60.5818 68.4846 Outdoor Recreation Manager M109 114,017 131,118 148,220 9,501.41 10,926.54 12,351.67 54.8158 63.0377 71.2596 Airport Manager M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Building Official M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Engineering Manager M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Maintenance Superintendent M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Salary Ranges for Town of Mammoth Lakes Management Employees' Association (MEA) FY26-27, FY27-28, and FY28-29 Memorandum of Understanding between the Town of Mammoth Lakes and the Management Employees’ Association July 1, 2026 – June 30, 2029 Attachment B
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TOWN OF MAMMOTH LAKES
AND
THE MAMMOTH LAKES
PUBLIC WORKS EMPLOYEES’ASSOCIATION
July 1, 2026 to June 30, 2029
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Section 3500 et seq). The parties to this Memorandum of Understanding are the Town of Mammoth Lakes, State of California, which hereinafter shall be referred to as “Town” and the Mammoth Lakes Public Works Employees’ Association, which hereinafter shall be referred to as “Association.” The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees represented by the Association and have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment, conditions, and employee relations of such employees.
This Memorandum of Understanding has been presented to the Town Council as a joint recommendation of the undersigned for salary, fringe benefits, and other working conditions for the period beginning July 1, 2026 to June 30, 2029, and was ratified by the Town Council on, June 17, 2026, and the terms and conditions herein are in full force and effect for affected members of the Mammoth Lakes Public Works Employees’ Association.
TOWN OF MAMMOTH LAKES MAMMOTH LAKES PUBLIC WORKS
EMPLOYEES’ ASSOCIATION
Rob Patterson Fernando Maldonado
Town Manager Public Works Employees’ Association Representative Date Date
Jamie Gray Brian Lemus
Town Clerk Public Works Employees’ Association Representative Date Date
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
Table of Contents
ARTICLE 1: Agreement...............................................................................................................4 ARTICLE 2: Recognition .............................................................................................................4 ARTICLE 3: Non-Discrimination................................................................................................4 ARTICLE 4: Association Rights..................................................................................................4 ARTICLE 5: Town Rights............................................................................................................5 ARTICLE 6: Negotiation Procedure ...........................................................................................5 ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures .................................6 ARTICLE 8: Comprehensive and Other Leave .........................................................................6
8.1 Comprehensive Leave ............................................................................................................6
8.2 Scheduling/Notification .........................................................................................................6
8.3 Comprehensive Leave at Termination ...................................................................................7
8.4 Comprehensive Carryover/Payouts........................................................................................7
8.5 Comprehensive Leave Accruals.............................................................................................7
8.6 Parental Leave ........................................................................................................................8
8.7 Family and Medical Leave .....................................................................................................8
8.8 Military Leave ........................................................................................................................8
8.9 Jury Duty ................................................................................................................................8
8.10 Leave Without Pay ...............................................................................................................9
8.11 Unpaid Leave of Absence ....................................................................................................9
8.12 Catastrophic Leave...............................................................................................................9 ARTICLE 9: Workers’ Compensation........................................................................................9
9.1 Industrial Accident and Illness Leave ....................................................................................9
9.2 On-the-Job Injury ...................................................................................................................9 ARTICLE 10: Health Insurance Benefits..................................................................................10
10.1 Health Insurance Benefits ..................................................................................................10
10.2 Flexible Benefit Section 125 Program and Benefit Stipend ..............................................10
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan ..............................10 ARTICLE 11: Deferred Compensation.....................................................................................11 ARTICLE 12: Retirement Contribution ...................................................................................12 ARTICLE 13: State Disability Insurance..................................................................................13 ARTICLE 14: Dues Deductions .................................................................................................13 ARTICLE 15: Life Insurance.....................................................................................................14 ARTICLE 16: Wellness...............................................................................................................14 ARTICLE 17: Education Reimbursement................................................................................14
17.1 Education and Training ......................................................................................................14
17.2 Educational Reimbursement Policy ...................................................................................14 ARTICLE 18: Anniversary Awards ..........................................................................................14 ARTICLE 19: Work Schedule....................................................................................................15 ARTICLE 20: Salaries and Wages.............................................................................................15
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
20.1 Salary Scales ......................................................................................................................15
20.2 Base Annual Salaries..........................................................................................................15
20.3 Bilingual Pay......................................................................................................................16
20.4 Special Compensation .......................................................................................................16
20.5 Bonus..................................................................................................................................16 ARTICLE 21: Paid Municipal Holidays ...................................................................................17 ARTICLE 22: Overtime..............................................................................................................18
22.1 Overtime Policy - Definition..............................................................................................18
22.2 Overtime Compensation.....................................................................................................18
22.3 Maximum Accumulation of Compensatory Time .............................................................18
22.4 Usage of Compensatory Time............................................................................................18
22.5 Compensatory Leave at Termination .................................................................................19
22.6 Overtime Meal Allowance .................................................................................................19 ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime.............................19 ARTICLE 24: Call-In/Standby ..................................................................................................19
24.1 Definitions..........................................................................................................................19
24.2 Standby...............................................................................................................................20
24.3 Call-In.................................................................................................................................20 ARTICLE 25: Driver’s Physical Examination..........................................................................20 ARTICLE 26: Safety Equipment...............................................................................................20
26.1 Safety and Weather Protection Equipment ........................................................................20
26.2 Boot and Sunglass Allowance............................................................................................21
26.3 Tool Allowance ..................................................................................................................21 ARTICLE 27: Severance.............................................................................................................21 ARTICLE 28: Effect of Agreement............................................................................................21
28.1 Complete Understanding....................................................................................................21
28.2 Improvement in Benefits....................................................................................................21
28.3 Savings...............................................................................................................................22 ARTICLE 29: Severability..........................................................................................................22 ARTICLE 30: Duration ..............................................................................................................22 ATTACHMENT A: List of Classifications................................................................................23 ATTACHMENT B: Compensation Schedules..........................................................................24
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 1: Agreement
The Articles and provisions contained herein constitute a bilateral and binding agreement (“Agreement”) by and between the Town Council of the Town of Mammoth Lakes, California (“Town”) and the Mammoth Lakes Public Works Employees’ Association (“Association”).
ARTICLE 2: Recognition
The Town recognizes the Association as the exclusive representative of all regular employees whose job classifications are listed in Attachment A.
ARTICLE 3: Non-Discrimination
There shall be no discrimination based on an employee’s race, religious creed, color, national origin, ancestry, sex, age, physical or mental disability, medical condition, sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran status, and/or any other category protected by federal and/or state law. In addition, Town policy prohibits retaliation because of the employee’s opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee’s participation in an employment investigation, proceeding, hearing, or legitimate employee organization activities. Employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct to the Town, and the Town will investigate those complaints.
ARTICLE 4: Association Rights
4.1 The Association shall have the right to post notices of activities and matters of Association concern on bulletin boards located at Town facilities and to use the Town email, meeting rooms, equipment, and supplies to notice and conduct meetings. Use of space must not interfere with any Town needs or use.
4.2 The Town Manager may authorize up to forty (40) hours annually, not to exceed five (5) days per year, for the Association President or their designee to conduct Association business or attend state or national conferences sponsored by employee associations, exclusive of activities directly related to negotiations affecting this MOU. Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organizations reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. Association members shall provide their supervisors with reasonable notification requesting release time to conduct association business outside of formal negotiations.
4.3 Within thirty (30) days of the ratification of this Agreement, or any subsequent modification thereof, by both parties, the employer agrees to provide an executed copy to the Association and an electronic copy for distribution and placement on the Town’s website.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
4.4 A representative from the Association shall have the right and the opportunity during normal business hours to speak to a new employee for the purposes of explaining the new employee’s contractual rights and introducing them to the Association. No employee is required to attend such meeting.
4.5 The Town agrees to notify the Association at least thirty (30) days prior to the elimination of any position and/or implementing an employee layoff which would impact Associationrepresented employees. The Association may then request to meet and confer.
ARTICLE 5: Town Rights
It is understood and agreed that the Town Council retains all its powers and authority to direct, manage, and control the operation of the Town to the full extent of the law. The exercise of the foregoing powers, rights, authority, duties, and responsibilities by the Town, the adoption of ordinances, policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith, shall be limited only by the specific and express terms of this Agreement, and then only to the extent such specific and express terms are in conformance with law.
Included in these Town duties and powers are the exclusive rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and levels of services to be provided, and the methods and means of providing them; establish its departmental policies, goals, and objectives; insure the rights and privileges of citizens; determine staffing patterns; determine the number and kind of personnel required; maintain the efficiency of Town operations; build, move, or modify facilities; establish budget procedure and determine budgetary allocation; determine the methods of raising revenue; enter into contracts for supplies and services; and take appropriate action in the event of an emergency. In addition, the Town retains the right to hire, classify, assign, transfer, evaluate, promote, demote, suspend, and terminate employees. These rights will be in conformance with the provisions of state and federal laws.
The Town retains its right to waive, for the duration of the cause, pertinent policies and practices referred to in this Agreement in cases of civil defense, natural disasters, epidemics, or acts of God.
All rights, powers, and privileges of the Town shall be exercised by the Town Council and the operation of the Town shall be administered by the Town Manager or any other person properly designated by the Town Council or the Town Manager.
ARTICLE 6: Negotiation Procedure
6.1 Either party may utilize the services of outside consultants.
6.2 The Town Council and the Association will discharge their respective duties required by this agreement in compliance with the Meyers-Milias-Brown Act (Government Code, Section 3500-2511).
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
6.3 Either party may submit a request to begin negotiations. The other party has the obligation to respond to such request promptly, as required by the Meyers-Milias-Brown Act (“MMBA”). Negotiations shall take place at mutually agreeable times and places.
6.4 The Association shall designate a minimum of two (2) representatives to meet with the Town Council’s representatives.
6.5 The parties agree to comply with the MMBA and provide all information relevant to the negotiations process. Neither party is obligated to provide documents subject to legal privilege.
ARTICLE 7: Personnel Rules and Grievance and Disciplinary Procedures
7.1 The Personnel Rules established pursuant to Town Council Resolution, or as subsequently modified by Town Council Resolution, are incorporated herein by reference, as are the Grievance and Disciplinary procedures and provisions established pursuant to said Resolution.
7.2 In the event that the Town intends to revise disciplinary and grievance procedures in the Town’s Personnel Rules, the Town will meet and confer with the Association.
ARTICLE 8: Comprehensive and Other Leave
8.1 Comprehensive Leave
Comprehensive leave combines several types of leaves, including vacation leave, sick leave, personal leave, and bereavement leave.
8.2 Scheduling/Notification
The scheduling of comprehensive leave for vacation and personal leave purposes and the amount to be taken at any one time shall be determined by the Department Head in accordance with the department’s rules and with regard for the needs of the Town primarily and the preferences of the employee secondarily.
In the event an employee finds it necessary to take comprehensive leave which has not been scheduled in advance, such as for illness, bereavement, emergencies, etc., it is the responsibility of the employee to make documented attempt to contact (i.e. by phone, in person, via text message, or email) their supervisor at least one (1) hour prior to the beginning of their work day to inform the supervisor of the unexpected need to utilize comprehensive leave.
It is the responsibility of the employee to maintain an appropriate level of leave sufficient to cover time lost in case of an unforeseeable event. If an employee does not have enough leave left, they will have their benefits prorated accordingly for time missed from work. More than one (1) occurrence of missing work without having enough leave to cover time lost may result in disciplinary action.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
8.3 Comprehensive Leave at Termination
At separation of service from the Town, employees with accrued comprehensive leave shall be paid out for the balance at the date of termination, inclusive of a prorated accrual of comprehensive leave based on full-time hours worked in their final month of employment prior to permanent separation. Payment for accrued comprehensive leave shall be at the employee’s current regular rate of pay, or as required by law, and shall occur at the next regular pay date following the date of termination.
8.4 Comprehensive Carryover/Payouts
No employee shall be able to accrue comprehensive leave in excess of eight hundred and fifty (850) hours. When an employee reaches a comprehensive leave balance of eight hundred and fifty (850) hours, their accrual shall stop until which time their balance falls below eight hundred and fifty (850) hours.
In the event an employee is not permitted to schedule and take leave as caused by the Town, which would result in the employee exceeding the accumulation limit, the employee may request the Town Manager to consider the reasons for exceeding the cap and may be granted a ninety (90) day extension of time, in which leave time will be scheduled that will bring the employee’s accrued time below the eight hundred and fifty (850) hour limit. One (1) additional ninety (90) day extension may be granted.
Employees may request a payout of comprehensive leave twice annually, not to exceed a combined total of two hundred (200) hours, once during the second quarter of the calendar year and again during the fourth quarter of the calendar year. All such requests will be processed, and payouts made in accordance with a schedule established by the Town Manager, or designee. Employees will be provided ample advance notification of the schedule. Members requesting a payout must retain an accrued comprehensive leave balance of not less than two hundred and forty (240) hours.
Payouts will be made at the employee’s current regular rate of pay. Employees may elect to take their payout as cash or may elect to deposit their payout through payroll into an eligible 457(b) plan pursuant to applicable state and federal laws.
The Town Manager may authorize payouts at other times upon the specific written request of an employee, but only if extraordinary circumstances warrant such consideration.
8.5 Comprehensive Leave Accruals
Employees accrue comprehensive leave based upon their length of continuous service as determined by their anniversary date according to the following schedule:
Date of hire in full-time status until two-year anniversary 16.67 hours/month Two-year anniversary 18.67 hours/month
Five-year anniversary 20.67 hours/month
Ten-year anniversary 22.67 hours/month
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
8.6 Parental Leave
The Town and the Association acknowledge that the California Government Code provides a number of employee benefits for pregnancy, childbirth, and related conditions. The Town provides parental leave in accordance with applicable state and federal law. The Town will provide up-todate and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
The requirement for integrated use of leave time to coordinate with the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.7 Family and Medical Leave
The Town and the Association acknowledge that state and federal law requires employers to grant family and medical leave under specified circumstances. The Town provides Family and Medical leave in accordance with applicable state and federal law. The Town will provide up-to-date and current information on the benefits provided and shall make all such information available to an employee upon request. Such information will be available from the Human Resources Department.
Employees that have a FMLA or CFRA-qualifying event will receive FMLA or CFRA benefits.
Those who are also eligible for other benefits such as State Disability Insurance (SDI) or Paid Family Leave (PFL) benefits must utilize paid leave in accordance with state and federal law on a prorated basis to supplement their additional payments and continue to receive the benefits provided under the FMLA and CFRA laws.
The requirement for integrated use of leave time to coordinate with FMLA, CFRA, or other qualifying event may be limited to allow the employee to retain not more than a combined total of eighty (80) hours of paid leave in their banks.
8.8 Military Leave
The Town and the Association acknowledge that both state and federal law requires an employer to grant an employee leave for specified military service. The Town and the employees in the unit of representation agree to absolute compliance with the law.
8.9 Jury Duty
Employees shall receive full compensation for serving on Jury Duty, provided Juror Pay (not including mileage) received by the employee is paid to the Town.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
8.10 Leave Without Pay
The Department Head may approve an employee’s request for up to forty (40) cumulative hours of leave without pay per calendar year. Leave without pay may be granted only after all accrued leave has been exhausted. All benefits, including but not limited to leave accrual, health insurance, and retirement shall be reduced proportionally to the reduction in work hours.
8.11 Unpaid Leave of Absence
The Town Manager may approve an employee’s request for up to a six (6) months unpaid leave that will guarantee that the member shall retain permanent status upon return. Requests for a leave of absence will be made in writing to the Town Manager and shall contain all relevant facts and circumstances in support of the request. The Town Manager’s approval of a leave of absence is discretionary; however, the primary consideration in reaching a decision to grant or deny a leave of absence shall be the efficient and orderly operation of the Town and the affected department.
All benefits, including but not limited to leave accrual, health insurance, and retirement shall be terminated for the duration of the leave of absence, except as otherwise required by law. All accrued leave balances must be exhausted before the employee may go onto an unpaid leave of absence.
8.12 Catastrophic Leave
The Town has a policy that allows employees to donate their leave to other employees that have suffered a catastrophic event and have exhausted all types of leave at their disposal. An employee who is eligible to receive other benefits such as SDI or Workers’ Compensation benefits may receive Catastrophic Leave on a pro-rated basis not to exceed the employee’s normal rate of pay.
Information related to Catastrophic Leave shall be available from the Human Resources Department.
ARTICLE 9: Worker’s Compensation
9.1 Industrial Accident and Illness Leave
Industrial accident leave shall be granted as required by law.
9.2 On-the-Job Injury
Whenever an employee is absent due to an illness or injury arising out of and in the course of employment, the unit member shall receive full compensation, less any Workers’ Compensation insurance benefits received, during the first fifteen (15) working days of such absence without deduction from accrued comprehensive leave. Thereafter, if the employee is still properly absent from duty, they may receive, from accrued comprehensive leave, if any, an amount equal to the difference between the amount the member receives as Workers’ Compensation insurance benefits and the amount of their regular compensation until the unit member returns to work or accrued leave is exhausted. If comprehensive leave is exhausted, then the unit member will be compensated at the statutory rate under the current Workers’ Compensation regulations by the Town’s Workers’
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
Compensation Insurance carrier. All benefits, including but not limited to, leave accrual, health insurance, and retirement, shall be reduced proportionally to the reduction in work hours; exceptions to the proration may be considered by the Town Manager, or designee.
ARTICLE 10: Health Insurance Benefits
10.1 Health Insurance Benefits
Employees and their dependents shall be eligible for coverage under the Town’s health plan, subject to the plan’s terms and conditions.
10.2 Flexible Benefit Section 125 Program and Benefit Stipend The Town will contract with CalPERS for health insurance for the period of this Agreement. The Town will maintain a flexible benefit program.
a. Employees and their dependents shall be able to participate in the CalPERS Health Program.
b. The Town shall contribute the minimum amount required by state law per month per retired employee as the “employer contribution” to the cost of the premium for the health program, should the employee elect to participate in the plan. This is otherwise known as the PEMHCA minimum.
c. The Town will provide a monthly contribution to each employee in an amount equal to the cost of coverage under the CalPERS Health Insurance Plan based upon the employee’s dependent status definition under the CalPERS Health Benefit Program as “employee,” “employee plus one,” or “employee plus two” for the employee’s flexible (cafeteria) account. This amount is inclusive of the “employer contribution” for the CalPERS Health Program premium.
d. Employees who do not elect to take the Town’s health insurance must provide proof of health coverage provided by their spouse or domestic partner’s employer (or other group coverage in accordance with applicable state and federal law) and shall be eligible to receive a benefit stipend of six hundred dollars ($600) per month. Payments from the Town that the employee receives in lieu of the contribution to the flexible spending (cafeteria) account, shall not be considered an increase in base compensation and shall be taxable pursuant to IRS regulations.
10.3 Vision and Dental Health Reimbursement Arrangement (HRA) Plan Employees may participate in the Health Reimbursement Arrangement (HRA) Plan as established by the Town to reimburse employees for vision and dental expenses as defined by IRS Publication 502 and the Town’s Vision and Dental Policy. Employees who participate shall be eligible for reimbursement up to a total of two thousand dollars ($2,000) for employees and one thousand dollars ($1,000) for each eligible dependent (as defined by HRA guidelines specified in IRS
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
Publication 969) per fiscal year, which total may be combined for the use of either the employee or any of their eligible dependents. When two (2) regular, full-time Town employees are considered to be eligible dependents of one another, they shall not be covered by each other, and their dependent children may only be covered by one (1) parent.
New employees not employed by the Town for the full fiscal year shall be entitled to a pro-rata reimbursement amount upon hire. Up to eighty percent (80%) of the unused portion of the total benefit, (not to exceed two thousand dollars ($2,000) per year for employees with less than one (1) year of service with the Town) may be “rolled over” from one fiscal year to the next, for a total of not more than three (3) fiscal years. For purposes of identifying the unused portion, receipts for services performed in the previous fiscal year must be submitted within sixty (60) days of the beginning of the new fiscal year. Employees must be in regular, full-time status with the Town at the time the vision/dental services were performed.
The current fiscal year benefit amount will be used to pay all reimbursement requests. Once the current fiscal year benefit amount is exhausted, rollover benefit amounts from previous years will be used to fund the reimbursement requests. “Rollover Year 1” benefit will be accessed first for reimbursement requests. Then, “Rollover Year 2” benefit amount will be accessed for reimbursement requests. Finally, if the current fiscal year and “Rollover Year 1” and “Rollover Year 2” benefits have been exhausted, “Rollover Year 3” will be accessed for reimbursement requests. Any amount remaining in “Rollover Year 3” sixty (60) days after the close of a fiscal year will no longer be available to fund reimbursement requests. Vision and dental services performed in the immediately preceding fiscal year shall be considered reimbursable. Requests for reimbursement for vision/dental services performed in years prior to the immediately preceding fiscal year shall not be eligible.
Eligibility for reimbursement ends on the last paid day of employment for expenses incurred prior to permanent separation from service. Employees must submit a request to Human Resources in writing prior to permanent separation to be eligible for reimbursement of vision or dental services received prior to their permanent separation. Exceptions to reimbursement are subject to HRA guidelines and Town Manager approval. Employees may elect to not participate in the reimbursement program by notifying the Human Resources Department with a written request to opt out of the plan.
ARTICLE 11: Deferred Compensation
The Town shall maintain an IRC Section 457(b) deferred compensation plan in good standing and shall make voluntary participation in the plan available to employees.
The Town shall contribute to a Town Section 457(b) deferred compensation plan for the benefit of the employees. The Town shall contribute fifty dollars ($50) per pay period for twenty-four (24) pay periods per year into an approved deferred compensation plan. The Town shall further contribute to the employees’ Section 457(b) plan an amount equal to the amount contributed by that employee up to an additional twenty-five dollars ($25). The maximum employer contribution shall not exceed a total of seventy-five dollars ($75) per pay period, with a minimum employee
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
contribution of twenty-five dollars ($25) per pay period. Deposits shall occur as part of the first and second payrolls of each month.
Employees shall have sixty (60) days from their hire date to sign up for an eligible 457(b) plan to receive employer contributions retroactive to their hire date. Employees who sign up after sixty (60) days from their hire date will receive employer contributions beginning on the next applicable pay period and the Town's contributions will not be retroactive.
ARTICLE 12: Retirement Contribution
12.1 Employees covered by this Agreement will participate in the California Public Employees Retirement System (CalPERS). The Town shall maintain the employer contribution to CalPERS for the term of this Agreement.
Employees participate in CalPERS as follows:
a. Employees hired before January 1, 2013, or “Classic Members” as defined by CalPERS (not new members per CCR 579.1(b)), shall receive the 2.7% @ age 55 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement Cost of Living Adjustment (COLA). These employees shall pay the entire eight percent (8%) of the CalPERS employee’s contribution on a pre-tax basis.
b. Non-Classic employees (New Members - CCR 579.1(a)) hired after January 1, 2013 will pay the full CalPERS required amount to this plan in accordance with the Public Employee Pension Reform Act (PEPRA) employee’s contribution on a pre-tax basis.
Both parties recognize that this contribution will change from time to time and will be adjusted on the first full pay period of each fiscal year. New miscellaneous members will receive the 2% @ age 62 retirement formula, highest thirty-six (36) month average final compensation period, the Fourth Level of the 1959 Survivor’s Benefit, and a two percent (2%) retirement COLA.
12.2 The Town agrees to maintain the employer portion of the contribution to CalPERS.
12.3 Participation in the CalPERS plan discontinues employee participation in the Social Security System related to Town employment.
12.4 All participation in CalPERS is subject to the contract between the Town and CalPERS and the interpretation of rules, regulations, and contract by CalPERS.
12.5 Employee “member contributions” shall be made pursuant to Internal Revenue Code (414)(h)(2).
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 13: State Disability Insurance
Employees participate in State Disability Insurance (SDI). Under the California Unemployment Insurance Code, “disability” includes any illness or injury, either physical or mental, including pregnancy, childbirth, or related medical condition that prevents a member from doing their regular or customary work. Employee contributions shall be made via payroll on a pre-tax basis.
Employees who are eligible to receive SDI shall utilize paid leave on a prorated basis to supplement their SDI payments, in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law. . . All benefits shall be reduced proportionally to the reduction in paid leave hours utilized in accordance with the Town’s Family and Medical Leave Policy and applicable state and federal law.
ARTICLE 14: Dues Deductions
Employees may sign up for payroll deductions of Association dues with the Association. The Association will certify to the Town any new members of the Association.
Town agrees to deduct dues as established by the Association. The sum so withheld shall be remitted by the Town, without delay, directly to the Association along with a list of employees who have had such amounts deducted. As periodically requested by the Town, association agrees to provide a listing of all additions or deletions of membership or requested changes to establish payroll deductions of its members, to the Town.
The employee’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the dues authorized. When an employee is in a non-paid status during only part of the pay period, and the salary is not sufficient to cover the full withholding, no deduction shall be made. All other legal and required deductions have priority over Association dues.
It shall be the sole responsibility of the Association to procure and enforce payroll deduction of dues.
The Association agrees to indemnify, defend, and hold harmless the Town, its officers, employees, and agents acting on its behalf from and against any and all losses, damages, costs, expenses, claims, demands, actions, suits, judgments, and other forms of liability arising out of the application or enforcement of this section. In no event shall the Town be required to pay from its own funds Association dues which the employee was obligated to pay, but failed to pay regardless of the reasons.
Any Association member who notifies the Town of their desire to discontinue dues deductions or otherwise withdraw from Association membership shall be referred back to the Association. The Town agrees to continue all dues deductions until notified of a deduction change by the Association.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 15: Life Insurance
The Town will provide a term life insurance policy for employees in the amount of $50,000, dropping to $25,000 at age seventy (70). Dependents shall be eligible for coverage under the group life insurance policy in the amount of $5,000; premiums will be paid by the Town.
ARTICLE 16: Wellness
16.1 The Town shall maintain a corporate membership at an athletic/health club, if available, within the Town limits.
ARTICLE 17: Education Reimbursement
17.1 Education and Training
Continuing Education: Funding for continuing education may be available to employees on a caseby-case basis and is subject to Department Head approval and budget.
Licenses, Certifications, and Professional Development: The Town recognizes the importance of having highly skilled employees and encourages employees to take educational and training courses each year. Management will make every effort to assure that Town funds are provided annually in each budget for these purposes.
17.2 Educational Reimbursement Policy
Education reimbursement will be provided in accordance with the Town’s Educational Reimbursement Policy.
ARTICLE 18: Anniversary Awards
The Town Council recognizes the important contribution made by valued long-term employees and wishes to reward their service to the Town. Productive, long-term employees are the Town’s most valuable asset and are to be commended for their skill, talent, dedication, and service.
The Town shall award employees for every five (5) years of service to the Town according to the schedule herein provided. The following schedule of awards is intended to accompany a certificate of appreciation from the Town Council:
Years of Service* Award
5 years Council recognition and 20 hours of paid administrative leave 10 years Council recognition and 28 hours of paid administrative leave 15 years Council recognition and 36 hours of paid administrative leave 20 years Council recognition and 44 hours of paid administrative leave 25 years Council recognition and 84 hours of paid administrative leave 30 years Council recognition and 88 hours of paid administrative leave
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
*For each following five-year increment, Council recognition and 88 hours of administrative leave.
Paid administrative leave shall have no cash value and must be used within twelve (12) months of the employee’s anniversary date.
ARTICLE 19: Work Schedule
19.1 The normal workweek for employees is forty (40) hours. The standard workweek begins at 12:00 a.m. midnight on Monday and ends at 11:59 p.m. on Sunday, unless an alternative work schedule is approved according to the Alternative Work Schedule Policy. Alternative work schedules and work weeks may be established on a departmental basis with the approval of the Town Manager, with the needs of the department and the Town being the primary consideration and the preferences of the employee being a secondary consideration.
19.2 The normal workday for employees is eight (8) hours per day.
19.3 The Town Manager may designate other normal working hours as required by the needs of the Town. This may include what are referred to as “9/80” or “4-10” work schedules.
19.4 If an employee is required to work overtime because of an emergency declared by the Town Manager or designee, that employee’s regular work schedule (other than during the period of emergency) shall remain unchanged. Any such overtime shall be treated as compensatory time and shall be used by the employee at the employee’s discretion subject to approval by the employee’s supervisor or Department Head. In the event the Town is reimbursed by the State or Federal emergency management systems for overtime earned during an emergency, members may, on their individual discretion, request to exchange earned compensatory time for paid time up to the amount of unused compensatory time earned during the emergency. Should reimbursement be in an amount less than required to totally compensate all eligible employees, the funds shall be used as a pool and all employees requesting reimbursement will receive a pro rata share against total overtime hours worked.
ARTICLE 20: Salaries and Wages
20.1 Salary Scales
The salary scale shall consist of eight (8) steps, attached as shown in Attachment B.
20.2 Base Annual Salaries
Employees shall receive the following adjustments to base salary effective on the dates as shown.
Increases will go into effect on the first full pay period of the month.
July, 2026............................6% pay adjustment
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
July, 2027............................3% pay adjustment July, 2028............................3% pay adjustment
20.3 Bilingual Pay
The Town acknowledges that bilingual speaking ability may enhance an employee’s ability to contribute to the Town. As such, employees who meet bilingual proficiency qualifications may receive a pay differential of five percent (5%) of their base salary. Approval of bilingual pay shall be tied into demonstrated enhancements from an employee’s ability to speak dual languages. The Town Manager and Human Resources shall determine the appropriateness of bilingual pay, designate language and testing requirements, including periodic re-examination of proficiency as deemed appropriate, and which will determine the qualifications for and maintenance of this incentive.
20.4 Special Function Pay
The Town and the Association agree that an employee’s possession of certain appropriate certifications, licenses, degrees, and skills which are not a part of the required qualifications for a position (as outlined in the position’s job description) may be of value to the Town, and, when utilized, increase the employee’s value. Department Heads and/or employees may identify such certifications, licenses, degrees, and skills that could merit special function pay, and present a request to the Town Manager, or designee, for final approval. Employees must actively and regularly utilize certifications, licenses, degrees, and skills that are identified and requested by the Town in order to qualify and maintain special compensation status. Each assignment eligible for special compensation shall be a minimum of two and one-half percent (2.5%) of an employee’s base salary. No employee shall be eligible to receive more than five percent (5%) in special compensation, exclusive of Bilingual Pay. Final approval of assignments eligible for special compensation shall be determined by the Town Manager, or designee, as requested by the employee’s Department Head and Human Resources. Special compensation exceeding five percent (5%), exclusive of Bilingual Pay, may be authorized at the discretion of the Town Manager, or designee.
Special compensation may include, but is not limited to:
• Water Certification Premium
• Training Premium
• Class A or B commercial driver’s license used, but not required for position.
20.5 Bonus
Employees shall be eligible for an annual contingent payment based upon Transient Occupancy Tax (TOT) revenues received during the previous fiscal year, in order to allow them to share in the success of the Town. No individual payment shall exceed four thousand dollars ($4,000). The amount will be based on eight percent (8%) of the TOT revenues that are greater than the amount budgeted to be received and retained by the Town (i.e., the amount does not include TOT allocated to outside agencies (Tourism, Housing, and Transit). The revenue sharing payment shall be
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
calculated based on the total year end Town’s share of TOT revenues above the original fiscal year TOT budget. This amount shall be divided by the number of all eligible, miscellaneous regular employees at the time of the payment to determine the amount per employee. In order to be eligible for this contingent revenue sharing payment, an employee must be (a) employed with the Town for some part of the fiscal year on which the calculation is based, and (b) be employed with the Town on the date the payment is made. Eligibility for this payment is not complete, and no right to this payment is earned, unless both of these criteria are satisfied. New employees who join Town service during any year who are not employed by the Town for the full fiscal year, but who are employed when the payments are calculated and paid, are eligible for a pro-rata payment based on regular hours worked, including part-time employment for employees that subsequently became full-time prior to the start of the fiscal year. Payments shall be deposited on the first regular payroll in August following the close of the fiscal year on which the calculation is based. Payments shall be subject to applicable state and federal tax withholdings. Payments shall not be subject to retirement.
ARTICLE 21: Paid Municipal Holidays
All holidays are considered one eight (8)-hour workday. The following are recognized as paid municipal holidays:
• New Year’s Day;
• Martin Luther King Jr. Day;
• Presidents’ Day;
• Memorial Day;
• Independence Day;
• Labor Day;
• Veterans Day;
• Thanksgiving Day;
• Friday following Thanksgiving Day;
• Christmas Eve;
• Christmas Day;
• New Year’s Eve.
If a paid municipal holiday falls upon a Sunday, the Monday following will be considered the observed holiday. If said holidays fall upon a Saturday, the Friday preceding will be considered the observed holiday. If the alternative Monday or Friday is already a different holiday (i.e., in the case of Christmas Eve and Christmas Day), the holiday will be observed on whichever day, Monday or Friday, is not already a holiday. A list of recognized paid municipal holidays shall be established and published by the Human Resources Department in the form of a memorandum to all full-time, regular employees.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
ARTICLE 22: Overtime
22.1 Overtime Policy – Definition
It is the policy of the Town that overtime work is to be kept at a minimum consistent with the protection of the lives and property of Mammoth Lakes citizens and the efficient operation of the Departments and operations of the Town. Overtime must be authorized in advance by both the supervisor and Department Head and is subject to such other rules and procedures as the Town Manager may prescribe.
Overtime shall be defined as time actually worked beyond forty (40) hours per work week. “Time actually worked” is defined as all time during which an employee is necessarily required by the employer to be on the employer’s premises, on duty, or at a prescribed workplace. Properly approved travel time for work purposes will be compensated as “hours worked” in compliance with applicable Fair Labor Standards Act (FLSA) regulations. Town paid comprehensive leave and municipal holidays shall be considered “hours worked” and are included for the purposes of calculating overtime. Town paid leave taken as compensatory time, meal periods, other state or federal paid leaves, release time for Association business, and any non-paid leave times are not considered “time actually worked”.
22.2 Overtime Compensation
For hours worked in excess of forty (40) hours in any workweek, one of the following shall occur at the discretion of the Department Head, and in consultation with the employee.
Employee shall accrue compensatory time-off on a time-and-one-half basis; or, Overtime shall be paid at time-and-one-half the regular hourly rate of pay.
22.3 Maximum Accumulation of Compensatory Time
Employees may accumulate up to one hundred and twenty (120) hours of compensatory time.
Time off for compensatory time must be approved in advance by the Department Head, or their designee. In the event of a separation from service, the employee shall be entitled to a cash payment of all their accumulated compensatory time, regardless of cause or reason.
22.4 Usage of Compensatory Time
Compensatory time earned shall be used at the employee’s discretion with the prior approval of the employee’s supervisor or their designee. The employee must be permitted to use the compensatory time off within a reasonable period after making a request if the employee’s use of the compensatory time does not unduly disrupt the operation of the department.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
22.5 Compensatory Leave at Termination
Upon separation from the Town, employee shall receive payment for all accrued compensatory leave at the employee’s current regular rate of pay, or as required by law.
22.6 Overtime Meal Allowance
In the event employees are required to work a twelve (12) hour shift or longer, members shall receive a thirty-dollar ($30) meal allowance per shift worked.
ARTICLE 23: Compensation for Municipal Holidays/Holiday Overtime
23.1 A unit member on a leave of absence without pay shall not receive any compensation for holidays occurring during such leave.
23.2 A unit member must be in a pay status on the workday preceding a holiday to be eligible to be compensated for the holiday.
23.3 All time worked on a paid municipal holiday as defined by the Town, except personal leave, shall be paid at the rate of one and one-half (1 ½) times the employee’s regular rate of pay or shift differential rate, whichever is applicable. The employee will also receive time off in an amount equal to up to eight (8) hours of compensatory time for hours actually worked on the paid municipal holiday and shall be deposited into the employee’s compensatory leave bank. Hours banked as compensatory time for hours worked on the paid municipal holiday shall be used as outlined in section 22.4. Hours banked as compensatory time in excess of one hundred (120) for hours worked on the paid municipal holiday shall be paid out in accordance with section 22.3.
23.4 During the observed paid municipal holidays of Thanksgiving Day and Christmas Day, each unit member called into work, may elect one of the following as compensation for holiday overtime:
a. Overtime pay at 2.5 times the base hourly pay rate; or, b. Compensatory time at 2.5 times the hours worked.
ARTICLE 24: Call-In/Standby
24.1 Definitions
“Standby” occurs when a unit member is required to be available for duty. “Call-in” occurs when unit members, including those on standby, who are not scheduled to work, are called in to work.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
24.2 Standby
Standby status must be assigned and is to be paid at one hour at time and one-half the employee’s regular rate of pay for every period of twelve (12) hours or less the employee is assigned and two hours at time and one-half for every period of between twelve (12) and twenty-four (24) hours the employee is assigned. A two (2) hour minimum, at time and one-half of the employee’s regular rate of pay, shall be paid to all unit members who are called in to work who are on standby. When a unit member is called in again in the same standby period, this would constitute another call-in and the unit member would start another two (2) hour minimum.
24.3 Call-In
Unit members who are not on standby, but who are called in, will be paid as specified in subsection
24.2 above, but will receive a four (4) hour minimum at their applicable overtime rate.
ARTICLE 25: Driver’s Physical Examination
When a physical examination is required for the acquisition or renewal of a driver’s license required in the performance of Town employment, the examination shall be provided by a doctor designated by the Town at the Town’s expense and said examination shall be performed during unit member’s regular work hours, without any deduction from pay.
ARTICLE 26: Safety Equipment
26.1 Safety and Weather Protection Equipment
Employees shall receive new or used replacement safety and weather protection equipment as necessary in the performance of their assignments.
Public Works Department field employees shall be issued and/or have replaced the following minimum issue of safety and weather protection equipment:
• Polarized Sunglasses
• Heavy-duty work gloves
• Heavy-duty cold weather gloves
• Jackets with hoods
• Vests
• Warm-up pants
• Cold weather boots
• Extra boot liners
• Gaiters
• Other safety-related equipment such as reflective vests, hats, etc., as needed.
The following equipment shall be made available to employees on an as needed basis: rain jacket with hood, rain pants, and waders. Safety and weather protection equipment shall remain the
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
property of the Town and all such equipment issued by the Town shall be inventoried on an annual basis.
26.2 Boot and Sunglass Allowance
Employees shall receive reimbursement of up to four hundred and twenty-five dollars ($425) per fiscal year for the purchase of safety boots, sunglasses, and any related items as approved by the employee’s supervisor.
Employees shall receive this amount after submitting receipts or other verification of purchase to the Town Manager, or designee.
26.3 Tool Allowance
Employees in the classification of “Equipment Mechanic,” “Equipment Mechanic Lead Worker,” and “Equipment Mechanic Trainee” shall receive reimbursement of up to one thousand five hundred dollars ($1,500) per fiscal year for the purchase of hand tools. Employees shall receive this amount after submitting receipts or other verification of purchase to the Town Manager, or designee.
ARTICLE 27: Severance
If an employee is laid off by the Town without cause, upon separation agreement approved by the Town which releases all claims against the Town, Town employees, and Town officials, the employee shall be eligible to receive severance payment in accordance with the schedule below.
All payments under this section are subject to applicable payroll taxes and withholdings.
Five years of continuous service Two weeks (80 hours)
Ten or more years of continuous service Four weeks (160 hours) ARTICLE 28: Effect of Agreement
28.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment executed according to the provisions of the Agreement.
28.2 Improvements in Benefits
Improvements in member benefits contained in this Agreement which are brought about by the amendment or addition of statutory mandated guarantees now provided in California law shall be incorporated into this Agreement.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
28.3 Savings
If any provision of this Agreement or any application thereof to any member is held by a court of competent jurisdiction to be contrary to law, then such provision or application shall be deemed invalid, to the extent required by such court decision, but all other provisions or applications shall continue in full force and effect.
ARTICLE 29: Severability
Should any section, clause, or provision of this Memorandum of Understanding be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause, or provision shall not invalidate the remaining portions thereof, and such remaining portions shall remain in full force and effect.
Upon such invalidation, the parties agree to meet and confer immediately on substitute provisions for such parts or provisions rendered or declared illegal or an unfair labor practice.
ARTICLE 30: Duration
The provisions set forth herein are final. Except as otherwise provided herein, no changes or modifications shall be offered, urged, or otherwise presented by the Public Works Employees’ Association or the Town of Mammoth Lakes for the duration of this Agreement, provided, however, that nothing herein shall prevent the parties from meeting and conferring and making modifications herein by mutual consent. The provisions herein shall be from July 1, 2026 to June 30, 2029.
Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029
ATTACHMENT A
List Classifications Represented by the Public Works Employees’ Association Airport Maintenance Coordinator
Equipment Mechanic
Equipment Mechanic Lead Worker
Equipment Mechanic Trainee
Parks Maintenance Worker
Parks Maintenance Lead Worker
Parks/Public Works Maintenance Worker – Hybrid
Public Works Facilities Worker
Public Works Maintenance Lead Worker
Public Works Maintenance Worker
FY 2026-27: Effective July, 2026 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Equipment Mechanic Trainee PW133 54,130 56,837 59,679 62,663 65,796 69,086 72,540 76,167 26.0240 27.3255 28.6918 30.1264 31.6327 33.2144 34.8750 36.6188 Parks Maintenance Worker PW133 54,130 56,837 59,679 62,663 65,796 69,086 72,540 76,167 26.0240 27.3255 28.6918 30.1264 31.6327 33.2144 34.8750 36.6188 Public Works Facilities Worker PW133 54,130 56,837 59,679 62,663 65,796 69,086 72,540 76,167 26.0240 27.3255 28.6918 30.1264 31.6327 33.2144 34.8750 36.6188 Parks/Public Works Maintenance Worker - Hybrid PW139 57,460 60,333 63,350 66,518 69,844 73,336 77,003 80,853 27.6250 29.0063 30.4567 31.9798 33.5788 35.2577 37.0207 38.8716 Public Works Maintenance Worker PW139 57,460 60,333 63,350 66,518 69,844 73,336 77,003 80,853 27.6250 29.0063 30.4567 31.9798 33.5788 35.2577 37.0207 38.8716 Parks Maintenance Lead Worker PW144 60,391 63,411 66,582 69,911 73,407 77,077 80,931 84,978 29.0341 30.4861 32.0106 33.6111 35.2918 37.0563 38.9091 40.8548 Public Works Maintenance Lead Worker PW144 60,391 63,411 66,582 69,911 73,407 77,077 80,931 84,978 29.0341 30.4861 32.0106 33.6111 35.2918 37.0563 38.9091 40.8548 Airport Maintenance Coordinator PW149 63,471 66,645 69,977 73,476 77,150 81,008 85,058 89,311 30.5149 32.0409 33.6428 35.3250 37.0913 38.9462 40.8933 42.9380 Equipment Mechanic PW149 63,471 66,645 69,977 73,476 77,150 81,008 85,058 89,311 30.5149 32.0409 33.6428 35.3250 37.0913 38.9462 40.8933 42.9380 Equipment Mechanic Lead Worker PW156 68,049 71,451 75,024 78,775 82,714 86,850 91,193 95,753 32.7159 34.3514 36.0692 37.8726 39.7663 41.7548 43.8428 46.0351 FY 2027-28: Effective July, 2027 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Equipment Mechanic Trainee PW133 55,750 58,538 61,465 64,538 67,765 71,153 74,711 78,447 26.8029 28.1433 29.5505 31.0279 32.5793 34.2082 35.9188 37.7149 Parks Maintenance Worker PW133 55,750 58,538 61,465 64,538 67,765 71,153 74,711 78,447 26.8029 28.1433 29.5505 31.0279 32.5793 34.2082 35.9188 37.7149 Public Works Facilities Worker PW133 55,750 58,538 61,465 64,538 67,765 71,153 74,711 78,447 26.8029 28.1433 29.5505 31.0279 32.5793 34.2082 35.9188 37.7149 Parks/Public Works Maintenance Worker - Hybrid PW139 59,180 62,139 65,246 68,508 71,933 75,530 79,307 83,272 28.4519 29.8745 31.3683 32.9365 34.5832 36.3125 38.1284 40.0346 Public Works Maintenance Worker PW139 59,180 62,139 65,246 68,508 71,933 75,530 79,307 83,272 28.4519 29.8745 31.3683 32.9365 34.5832 36.3125 38.1284 40.0346 Parks Maintenance Lead Worker PW144 62,200 65,310 68,576 72,005 75,605 79,385 83,354 87,522 29.9038 31.3990 32.9692 34.6178 36.3486 38.1659 40.0740 42.0779 Public Works Maintenance Lead Worker PW144 62,200 65,310 68,576 72,005 75,605 79,385 83,354 87,522 29.9038 31.3990 32.9692 34.6178 36.3486 38.1659 40.0740 42.0779 Airport Maintenance Coordinator PW149 65,373 68,642 72,074 75,678 79,462 83,435 87,607 91,987 31.4293 33.0010 34.6510 36.3837 38.2029 40.1130 42.1188 44.2245 Equipment Mechanic PW149 65,373 68,642 72,074 75,678 79,462 83,435 87,607 91,987 31.4293 33.0010 34.6510 36.3837 38.2029 40.1130 42.1188 44.2245 Equipment Mechanic Lead Worker PW156 70,089 73,593 77,273 81,137 85,194 89,454 93,927 98,623 33.6966 35.3813 37.1505 39.0082 40.9587 43.0067 45.1572 47.4149 FY 2028-29: Effective July, 2028 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Equipment Mechanic Trainee PW133 57,426 60,297 63,312 66,478 69,802 73,292 76,957 80,805 27.6087 28.9889 30.4385 31.9606 33.5587 35.2365 36.9986 38.8486 Parks Maintenance Worker PW133 57,426 60,297 63,312 66,478 69,802 73,292 76,957 80,805 27.6087 28.9889 30.4385 31.9606 33.5587 35.2365 36.9986 38.8486 Public Works Facilities Worker PW133 57,426 60,297 63,312 66,478 69,802 73,292 76,957 80,805 27.6087 28.9889 30.4385 31.9606 33.5587 35.2365 36.9986 38.8486 Parks/Public Works Maintenance Worker - Hybrid PW139 60,960 64,008 67,208 70,568 74,096 77,801 81,691 85,776 29.3077 30.7731 32.3115 33.9269 35.6231 37.4043 39.2745 41.2385 Public Works Maintenance Worker PW139 60,960 64,008 67,208 70,568 74,096 77,801 81,691 85,776 29.3077 30.7731 32.3115 33.9269 35.6231 37.4043 39.2745 41.2385 Parks Maintenance Lead Worker PW144 64,070 67,274 70,638 74,170 77,879 81,773 85,862 90,155 30.8029 32.3433 33.9606 35.6587 37.4418 39.3139 41.2798 43.3438 Public Works Maintenance Lead Worker PW144 64,070 67,274 70,638 74,170 77,879 81,773 85,862 90,155 30.8029 32.3433 33.9606 35.6587 37.4418 39.3139 41.2798 43.3438 Airport Maintenance Coordinator PW149 67,339 70,706 74,241 77,953 81,851 85,944 90,241 94,753 32.3745 33.9933 35.6928 37.4774 39.3514 41.3192 43.3851 45.5543 Equipment Mechanic PW149 67,339 70,706 74,241 77,953 81,851 85,944 90,241 94,753 32.3745 33.9933 35.6928 37.4774 39.3514 41.3192 43.3851 45.5543 Equipment Mechanic Lead Worker PW156 72,197 75,807 79,597 83,577 87,756 92,144 96,751 101,589 34.7101 36.4457 38.2678 40.1813 42.1904 44.3000 46.5149 48.8409 Salary Schedules for Town of Mammoth Lakes Public Works Employees' Association (PWEA) FY26-27, FY27-28, and FY28-29 Memorandum of Understanding between the Town of Mammoth Lakes and the Public Works Employees’ Association July 1, 2026 – June 30, 2029 Attachment B
Mammoth Lakes Town Council
Agenda Action Sheet
Title: Approve and adopt Resolution No. 26-XX establishing the fiscal year 2026-27, 2027-28, and 2028-29 compensation schedules for the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and the Mammoth Lakes Public Works Employees’ Association
Council Meeting Date: 6/17/2026
Prepared by: Amanda Pelham, Human Resources Manager
Recommended Motion: Approve the Resolution adopting the compensation schedules for the next three fiscal years for the GEA, MEA, and PWEA.
Summary: Town Management has met and conferred in good faith with three of its recognized employee associations, the Mammoth Lakes General Employees’ Association, the Mammoth Lakes Management Employees’ Association, and the Mammoth Lakes Public Works Employees' Association and recent labor negotiations have seen tentative agreements reached between the Town of Mammoth Lakes and the GEA, MEA, and PWEA. The attached compensation schedules reflect the agreed upon increases to compensation for all positions represented by the associations for the entire term of the agreement.
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 UNITS, THE MAMMOTH LAKES GENERAL EMPLOYEES’ ASSOCIATION, THE MAMMOTH LAKES MANAGEMENT EMPLOYEES’ ASSOCIATION, AND THE MAMMOTH LAKES PUBLIC WORKS EMPLOYEES’ ASSOCIATION
WHEREAS, the Town of Mammoth Lakes (“Town”) recognizes the following bargaining units:
the Mammoth Lakes General Employees’ Association (“GEA”), the Mammoth Lakes Management Employees’ Association (“MEA”), and Mammoth Lakes Public Works Employees’ Association (“PWEA”); and
WHEREAS, the Town and the recognized bargaining units have negotiated salary adjustments for the positions represented by the GEA, MEA, and PWEA; and WHEREAS, the salary schedules provide information essential for required retirement reporting and other purposes; and
WHEREAS, the salary schedules for each of the bargaining units are defined as provided in Attachment A and incorporated herein by and for reference.
NOW, THEREFORE, BE IT RESOLVED BY THE TOWN COUNCIL OF THE TOWN OF MAMMOTH LAKES AS FOLLOWS:
The attached salary schedules for fiscal years 2026-27, 2027-28, and 2028-29 will be effective July 6, 2026.
APPROVED AND ADOPTED THIS 17th DAY OF JUNE 2026.
_________________________________
AMANDA RICE, Mayor
ATTEST:
__________________________
JAMIE GRAY, Town Clerk
FY 2026-27: Effective July, 2026 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Permit Technician I G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Program & Facilities Administrator G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Records Supervisor G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Revenue Specialist G139 55,492 58,267 61,180 64,239 67,451 70,824 74,365 78,083 26.6788 28.0130 29.4135 30.8841 32.4284 34.0500 35.7524 37.5399 Human Resources Analyst G145 58,905 61,850 64,943 68,190 71,600 75,180 78,939 82,886 28.3197 29.7356 31.2226 32.7837 34.4231 36.1442 37.9514 39.8490 Senior Accounting Assistant G145 58,905 61,850 64,943 68,190 71,600 75,180 78,939 82,886 28.3197 29.7356 31.2226 32.7837 34.4231 36.1442 37.9514 39.8490 Engineering Assistant G151 62,529 65,655 68,938 72,385 76,004 79,804 83,794 87,984 30.0620 31.5649 33.1433 34.8005 36.5404 38.3673 40.2856 42.3000 Recreation Supervisor G151 62,529 65,655 68,938 72,385 76,004 79,804 83,794 87,984 30.0620 31.5649 33.1433 34.8005 36.5404 38.3673 40.2856 42.3000 Administrative Coordinator G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Assistant Planner G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Building Inspector I G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Code Compliance Officer G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Community Services Officer G156 65,719 69,005 72,455 76,078 79,882 83,876 88,070 92,474 31.5957 33.1755 34.8341 36.5760 38.4048 40.3250 42.3413 44.4587 Assistant Engineer G167 73,322 76,988 80,837 84,879 89,123 93,579 98,258 103,171 35.2510 37.0135 38.8639 40.8072 42.8476 44.9899 47.2394 49.6014 Finance Analyst & Technology Coordinator G167 73,322 76,988 80,837 84,879 89,123 93,579 98,258 103,171 35.2510 37.0135 38.8639 40.8072 42.8476 44.9899 47.2394 49.6014 Police Services Technician G167 73,322 76,988 80,837 84,879 89,123 93,579 98,258 103,171 35.2510 37.0135 38.8639 40.8072 42.8476 44.9899 47.2394 49.6014 Associate Planner G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Building Inspector/Plans Examiner G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Payroll/Human Resources Specialist G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Revenue Accountant G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 Senior Public Works Inspector G172 77,062 80,915 84,961 89,209 93,669 98,352 103,270 108,434 37.0490 38.9014 40.8466 42.8889 45.0332 47.2846 49.6490 52.1317 FY 2027-28: Effective July, 2027 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Permit Technician I G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Program & Facilities Administrator G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Records Supervisor G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Revenue Specialist G139 57,155 60,013 63,014 66,165 69,473 72,947 76,594 80,424 27.4784 28.8524 30.2952 31.8101 33.4005 35.0707 36.8240 38.6654 Human Resources Analyst G145 60,672 63,706 66,891 70,236 73,748 77,435 81,307 85,372 29.1692 30.6279 32.1591 33.7673 35.4558 37.2284 39.0899 41.0442 Senior Accounting Assistant G145 60,672 63,706 66,891 70,236 73,748 77,435 81,307 85,372 29.1692 30.6279 32.1591 33.7673 35.4558 37.2284 39.0899 41.0442 Engineering Assistant G151 64,405 67,625 71,006 74,556 78,284 82,198 86,308 90,623 30.9639 32.5120 34.1375 35.8442 37.6365 39.5183 41.4942 43.5688 Recreation Supervisor G151 64,405 67,625 71,006 74,556 78,284 82,198 86,308 90,623 30.9639 32.5120 34.1375 35.8442 37.6365 39.5183 41.4942 43.5688 Administrative Coordinator G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Assistant Planner G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Building Inspector I G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Code Compliance Officer G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Community Services Officer G156 67,690 71,075 74,629 78,360 82,278 86,392 90,712 95,248 32.5433 34.1707 35.8793 37.6731 39.5567 41.5346 43.6115 45.7923 Assistant Engineer G167 75,520 79,296 83,261 87,424 91,795 96,385 101,204 106,264 36.3077 38.1231 40.0293 42.0308 44.1322 46.3389 48.6558 51.0885 Finance Analyst & Technology Coordinator G167 75,520 79,296 83,261 87,424 91,795 96,385 101,204 106,264 36.3077 38.1231 40.0293 42.0308 44.1322 46.3389 48.6558 51.0885 Police Services Technician G167 75,520 79,296 83,261 87,424 91,795 96,385 101,204 106,264 36.3077 38.1231 40.0293 42.0308 44.1322 46.3389 48.6558 51.0885 Associate Planner G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Building Inspector/Plans Examiner G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Payroll/Human Resources Specialist G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Revenue Accountant G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 Senior Public Works Inspector G172 79,372 83,341 87,508 91,883 96,477 101,301 106,366 111,684 38.1596 40.0678 42.0712 44.1745 46.3832 48.7024 51.1375 53.6942 FY 2028-29: Effective July, 2028 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Permit Technician I G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Program & Facilities Administrator G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Records Supervisor G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Revenue Specialist G139 58,867 61,810 64,901 68,146 71,553 75,131 78,888 82,832 28.3014 29.7163 31.2024 32.7625 34.4005 36.1207 37.9269 39.8231 Human Resources Analyst G145 62,491 65,616 68,897 72,342 75,959 79,757 83,745 87,932 30.0438 31.5462 33.1236 34.7798 36.5188 38.3447 40.2620 42.2750 Senior Accounting Assistant G145 62,491 65,616 68,897 72,342 75,959 79,757 83,745 87,932 30.0438 31.5462 33.1236 34.7798 36.5188 38.3447 40.2620 42.2750 Engineering Assistant G151 66,335 69,652 73,135 76,792 80,632 84,664 88,897 93,342 31.8918 33.4865 35.1611 36.9192 38.7654 40.7038 42.7389 44.8760 Recreation Supervisor G151 66,335 69,652 73,135 76,792 80,632 84,664 88,897 93,342 31.8918 33.4865 35.1611 36.9192 38.7654 40.7038 42.7389 44.8760 Administrative Coordinator G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Assistant Planner G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Building Inspector I G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Code Compliance Officer G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Community Services Officer G156 69,718 73,204 76,864 80,707 84,742 88,979 93,428 98,099 33.5183 35.1942 36.9538 38.8014 40.7413 42.7784 44.9173 47.1630 Assistant Engineer G167 77,780 81,669 85,752 90,040 94,542 99,269 104,232 109,444 37.3942 39.2639 41.2269 43.2885 45.4529 47.7255 50.1115 52.6173 Finance Analyst & Technology Coordinator G167 77,780 81,669 85,752 90,040 94,542 99,269 104,232 109,444 37.3942 39.2639 41.2269 43.2885 45.4529 47.7255 50.1115 52.6173 Police Services Technician G167 77,780 81,669 85,752 90,040 94,542 99,269 104,232 109,444 37.3942 39.2639 41.2269 43.2885 45.4529 47.7255 50.1115 52.6173 Associate Planner G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Building Inspector/Plans Examiner G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Payroll/Human Resources Specialist G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Revenue Accountant G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Senior Public Works Inspector G172 81,747 85,834 90,126 94,632 99,364 104,332 109,549 115,026 39.3014 41.2663 43.3298 45.4962 47.7712 50.1596 52.6678 55.3010 Salary Schedules for Town of Mammoth Lakes General Employees' Association (GEA) FY26-27, FY27-28, and FY28-29
FY 2026-27: Effective July, 2026 Pay Rate Type: Annual Monthly Hourly Rev. July, 2026 Range
Min Mid Max Min Mid Max Min Mid Max
Airport Compliance Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Exec. Assistant to the Chief of Police M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Facilities & Asset Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Housing Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Outdoor Recreation Program Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Trails Program Manager M102 79,018 90,871 102,724 6,584.81 7,572.57 8,560.33 37.9893 43.6879 49.3865 Arts & Culture Manager M104 88,643 101,940 115,237 7,386.88 8,494.98 9,603.08 42.6166 49.0095 55.4024 Building Division Manager M104 88,643 101,940 115,237 7,386.88 8,494.98 9,603.08 42.6166 49.0095 55.4024 Fleet Manager M106 98,269 113,010 127,750 8,189.12 9,417.48 10,645.83 47.2449 54.3316 61.4183 Public Works Maintenance Manager M106 98,269 113,010 127,750 8,189.12 9,417.48 10,645.83 47.2449 54.3316 61.4183 Recreation Manager M106 98,269 113,010 127,750 8,189.12 9,417.48 10,645.83 47.2449 54.3316 61.4183 Accounting Manager M108 103,283 118,777 134,271 8,606.94 9,898.09 11,189.25 49.6554 57.1044 64.5534 Associate Civil Engineer M108 103,283 118,777 134,271 8,606.94 9,898.09 11,189.25 49.6554 57.1044 64.5534 Senior Planner M108 103,283 118,777 134,271 8,606.94 9,898.09 11,189.25 49.6554 57.1044 64.5534 Outdoor Recreation Manager M109 107,472 123,592 139,712 8,956.03 10,299.35 11,642.67 51.6694 59.4193 67.1692 Airport Manager M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 Building Official M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 Engineering Manager M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 Maintenance Superintendent M112 115,230 132,515 149,800 9,602.54 11,042.94 12,483.33 55.3993 63.7093 72.0192 FY 2027-28: Effective July, 2027 Pay Rate Type: Annual Monthly Hourly Rev. July, 2026 Range
Min Mid Max Min Mid Max Min Mid Max
Airport Compliance Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Exec. Assistant to the Chief of Police M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Facilities & Asset Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Housing Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Outdoor Recreation Program Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Trails Program Manager M102 81,389 93,597 105,806 6,782.38 7,799.77 8,817.17 39.1291 44.9987 50.8683 Arts & Culture Manager M104 91,302 104,998 118,694 7,608.52 8,749.85 9,891.17 43.8953 50.4799 57.0644 Building Division Manager M104 91,302 104,998 118,694 7,608.52 8,749.85 9,891.17 43.8953 50.4799 57.0644 Fleet Manager M106 101,217 116,400 131,583 8,434.76 9,700.00 10,965.25 48.6621 55.9616 63.2611 Public Works Maintenance Manager M106 101,217 116,400 131,583 8,434.76 9,700.00 10,965.25 48.6621 55.9616 63.2611 Recreation Manager M106 101,217 116,400 131,583 8,434.76 9,700.00 10,965.25 48.6621 55.9616 63.2611 Accounting Manager M108 106,381 122,340 138,299 8,865.12 10,195.02 11,524.92 51.1449 58.8174 66.4899 Associate Civil Engineer M108 106,381 122,340 138,299 8,865.12 10,195.02 11,524.92 51.1449 58.8174 66.4899 Senior Planner M108 106,381 122,340 138,299 8,865.12 10,195.02 11,524.92 51.1449 58.8174 66.4899 Outdoor Recreation Manager M109 110,696 127,300 143,903 9,224.68 10,608.30 11,991.92 53.2193 61.2017 69.1841 Airport Manager M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 Building Official M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 Engineering Manager M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 Maintenance Superintendent M112 118,687 136,490 154,294 9,890.58 11,374.20 12,857.83 57.0610 65.6204 74.1798 FY 2028-29: Effective July, 2028 Pay Rate Type: Annual Monthly Hourly Rev. July, 2026 Range
Min Mid Max Min Mid Max Min Mid Max
Airport Compliance Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Exec. Assistant to the Chief of Police M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Facilities & Asset Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Housing Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Outdoor Recreation Program Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Trails Program Manager M102 83,831 96,405 108,980 6,985.89 8,033.78 9,081.67 40.3032 46.3487 52.3942 Arts & Culture Manager M104 94,041 108,148 122,255 7,836.76 9,012.34 10,187.92 45.2120 51.9942 58.7764 Building Division Manager M104 94,041 108,148 122,255 7,836.76 9,012.34 10,187.92 45.2120 51.9942 58.7764 Fleet Manager M106 104,254 119,892 135,530 8,687.79 9,990.98 11,294.17 50.1219 57.6403 65.1587 Public Works Maintenance Manager M106 104,254 119,892 135,530 8,687.79 9,990.98 11,294.17 50.1219 57.6403 65.1587 Recreation Manager M106 104,254 119,892 135,530 8,687.79 9,990.98 11,294.17 50.1219 57.6403 65.1587 Accounting Manager M108 109,572 126,010 142,448 9,131.04 10,500.85 11,870.67 52.6791 60.5818 68.4846 Associate Civil Engineer M108 109,572 126,010 142,448 9,131.04 10,500.85 11,870.67 52.6791 60.5818 68.4846 Senior Planner M108 109,572 126,010 142,448 9,131.04 10,500.85 11,870.67 52.6791 60.5818 68.4846 Outdoor Recreation Manager M109 114,017 131,118 148,220 9,501.41 10,926.54 12,351.67 54.8158 63.0377 71.2596 Airport Manager M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Building Official M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Engineering Manager M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Maintenance Superintendent M112 122,248 140,585 158,923 10,187.30 11,715.44 13,243.58 58.7729 67.5891 76.4053 Salary Ranges for Town of Mammoth Lakes Management Employees' Association (MEA) FY26-27, FY27-28, and FY28-29
FY 2026-27: Effective July, 2026 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Equipment Mechanic Trainee PW133 54,130 56,837 59,679 62,663 65,796 69,086 72,540 76,167 26.0240 27.3255 28.6918 30.1264 31.6327 33.2144 34.8750 36.6188 Parks Maintenance Worker PW133 54,130 56,837 59,679 62,663 65,796 69,086 72,540 76,167 26.0240 27.3255 28.6918 30.1264 31.6327 33.2144 34.8750 36.6188 Public Works Facilities Worker PW133 54,130 56,837 59,679 62,663 65,796 69,086 72,540 76,167 26.0240 27.3255 28.6918 30.1264 31.6327 33.2144 34.8750 36.6188 Parks/Public Works Maintenance Worker - Hybrid PW139 57,460 60,333 63,350 66,518 69,844 73,336 77,003 80,853 27.6250 29.0063 30.4567 31.9798 33.5788 35.2577 37.0207 38.8716 Public Works Maintenance Worker PW139 57,460 60,333 63,350 66,518 69,844 73,336 77,003 80,853 27.6250 29.0063 30.4567 31.9798 33.5788 35.2577 37.0207 38.8716 Parks Maintenance Lead Worker PW144 60,391 63,411 66,582 69,911 73,407 77,077 80,931 84,978 29.0341 30.4861 32.0106 33.6111 35.2918 37.0563 38.9091 40.8548 Public Works Maintenance Lead Worker PW144 60,391 63,411 66,582 69,911 73,407 77,077 80,931 84,978 29.0341 30.4861 32.0106 33.6111 35.2918 37.0563 38.9091 40.8548 Airport Maintenance Coordinator PW149 63,471 66,645 69,977 73,476 77,150 81,008 85,058 89,311 30.5149 32.0409 33.6428 35.3250 37.0913 38.9462 40.8933 42.9380 Equipment Mechanic PW149 63,471 66,645 69,977 73,476 77,150 81,008 85,058 89,311 30.5149 32.0409 33.6428 35.3250 37.0913 38.9462 40.8933 42.9380 Equipment Mechanic Lead Worker PW156 68,049 71,451 75,024 78,775 82,714 86,850 91,193 95,753 32.7159 34.3514 36.0692 37.8726 39.7663 41.7548 43.8428 46.0351 FY 2027-28: Effective July, 2027 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Equipment Mechanic Trainee PW133 55,750 58,538 61,465 64,538 67,765 71,153 74,711 78,447 26.8029 28.1433 29.5505 31.0279 32.5793 34.2082 35.9188 37.7149 Parks Maintenance Worker PW133 55,750 58,538 61,465 64,538 67,765 71,153 74,711 78,447 26.8029 28.1433 29.5505 31.0279 32.5793 34.2082 35.9188 37.7149 Public Works Facilities Worker PW133 55,750 58,538 61,465 64,538 67,765 71,153 74,711 78,447 26.8029 28.1433 29.5505 31.0279 32.5793 34.2082 35.9188 37.7149 Parks/Public Works Maintenance Worker - Hybrid PW139 59,180 62,139 65,246 68,508 71,933 75,530 79,307 83,272 28.4519 29.8745 31.3683 32.9365 34.5832 36.3125 38.1284 40.0346 Public Works Maintenance Worker PW139 59,180 62,139 65,246 68,508 71,933 75,530 79,307 83,272 28.4519 29.8745 31.3683 32.9365 34.5832 36.3125 38.1284 40.0346 Parks Maintenance Lead Worker PW144 62,200 65,310 68,576 72,005 75,605 79,385 83,354 87,522 29.9038 31.3990 32.9692 34.6178 36.3486 38.1659 40.0740 42.0779 Public Works Maintenance Lead Worker PW144 62,200 65,310 68,576 72,005 75,605 79,385 83,354 87,522 29.9038 31.3990 32.9692 34.6178 36.3486 38.1659 40.0740 42.0779 Airport Maintenance Coordinator PW149 65,373 68,642 72,074 75,678 79,462 83,435 87,607 91,987 31.4293 33.0010 34.6510 36.3837 38.2029 40.1130 42.1188 44.2245 Equipment Mechanic PW149 65,373 68,642 72,074 75,678 79,462 83,435 87,607 91,987 31.4293 33.0010 34.6510 36.3837 38.2029 40.1130 42.1188 44.2245 Equipment Mechanic Lead Worker PW156 70,089 73,593 77,273 81,137 85,194 89,454 93,927 98,623 33.6966 35.3813 37.1505 39.0082 40.9587 43.0067 45.1572 47.4149 FY 2028-29: Effective July, 2028 Pay Rate Type: Annual Hourly Rev. July, 2026 Range
A B C D E F G H A B C D E F G H
Equipment Mechanic Trainee PW133 57,426 60,297 63,312 66,478 69,802 73,292 76,957 80,805 27.6087 28.9889 30.4385 31.9606 33.5587 35.2365 36.9986 38.8486 Parks Maintenance Worker PW133 57,426 60,297 63,312 66,478 69,802 73,292 76,957 80,805 27.6087 28.9889 30.4385 31.9606 33.5587 35.2365 36.9986 38.8486 Public Works Facilities Worker PW133 57,426 60,297 63,312 66,478 69,802 73,292 76,957 80,805 27.6087 28.9889 30.4385 31.9606 33.5587 35.2365 36.9986 38.8486 Parks/Public Works Maintenance Worker - Hybrid PW139 60,960 64,008 67,208 70,568 74,096 77,801 81,691 85,776 29.3077 30.7731 32.3115 33.9269 35.6231 37.4043 39.2745 41.2385 Public Works Maintenance Worker PW139 60,960 64,008 67,208 70,568 74,096 77,801 81,691 85,776 29.3077 30.7731 32.3115 33.9269 35.6231 37.4043 39.2745 41.2385 Parks Maintenance Lead Worker PW144 64,070 67,274 70,638 74,170 77,879 81,773 85,862 90,155 30.8029 32.3433 33.9606 35.6587 37.4418 39.3139 41.2798 43.3438 Public Works Maintenance Lead Worker PW144 64,070 67,274 70,638 74,170 77,879 81,773 85,862 90,155 30.8029 32.3433 33.9606 35.6587 37.4418 39.3139 41.2798 43.3438 Airport Maintenance Coordinator PW149 67,339 70,706 74,241 77,953 81,851 85,944 90,241 94,753 32.3745 33.9933 35.6928 37.4774 39.3514 41.3192 43.3851 45.5543 Equipment Mechanic PW149 67,339 70,706 74,241 77,953 81,851 85,944 90,241 94,753 32.3745 33.9933 35.6928 37.4774 39.3514 41.3192 43.3851 45.5543 Equipment Mechanic Lead Worker PW156 72,197 75,807 79,597 83,577 87,756 92,144 96,751 101,589 34.7101 36.4457 38.2678 40.1813 42.1904 44.3000 46.5149 48.8409 Salary Schedules for Town of Mammoth Lakes Public Works Employees' Association (PWEA) FY26-27, FY27-28, and FY28-29
TOWN COUNCIL STAFF REPORT
Title: Approval of Appropriations Limit, Investment Policy, Reserve Policy, Debt Policy, and Annual Budget for Fiscal Year 26-27
Meeting Date: June 17, 2026
Prepared by: Rob Patterson, Town Manager
RECOMMENDATION:
It is recommended that Council take the following actions:
1. Adopt a resolution establishing the Town of Mammoth Lakes appropriations limit for Fiscal Year 26-27.
2. Adopt a resolution reaffirming the Town of Mammoth Lakes Investment Policy for Fiscal Year 26-27.
3. Adopt a resolution reaffirming the Town of Mammoth Lakes Reserve Policy for Fiscal Year 26-27.
4. Adopt a resolution reaffirming the Town of Mammoth Lakes Debt Policy for Fiscal Year 26-27.
5. Adopt a resolution approving the Annual Budget for the Town of Mammoth Lakes for Fiscal Year 26-27, as presented or with Council directed modifications.
APPROPRIATION LIMIT:
The California Constitution sets limits on the amount of Tax Revenues that may be appropriated by local government. Each year the Town of Mammoth Lakes must adopt a resolution setting the appropriation limit that will be applied in the adoption of the operating budget. The State provides guidelines for the calculation which allow the limit to be adjusted by defined factors. The Town’s limit is adjusted by the combination of the change in the County population and the California per Capita Income. The population of Mono County decreased by 1.6% and California per capita income increased by 4.95% for a combined adjustment of 1.0327% in FY25-26. The appropriations limit for the Town increased from $33,798,726 to $34,904,215 for FY26-27. The Town’s appropriation of tax revenues subject to the limit are under the allowed amount.
INVESTMENT POLICY:
Each year the staff reviews the Town’s Investment Policy and has the Council take action to reaffirm the policy and to approve any changes. Over time minor adjustments are made to the policy to better meet the needs of the Town, to meet regulatory changes, to adopt best practices, or to allow added flexibility in managing the Town’s portfolio. Staff do not recommend any adjustments to the Investment Policy for FY26-27. The attached resolution will reaffirm the previously adopted Investment Policy parameters. The Town Council may amend the policy, as it deems appropriate from time to time in the prudent management of the debt of the Town.
Fiscal Year 26-27 Final Budget Page 2
RESERVE POLICY:
The adopted reserve policy includes four elements, Reserve for Economic Uncertainty (REU), Operating Reserve (OR), Debt Reserve (DR), and Contingency. Both REU and OR are tied to a percentage of base operating revenue, which should approximate the General Fund revenue per policy. This baseline revenue is updated annually, and staff recommend an increase from $33.35M to $38.8M for FY26-27. The policy rates of 20% and 5% for REU and OR respectively remain unchanged for FY26-27. Direction from the Town Council in previous years has been to fund any required reserves from the current revenues in the operating budget. Due to the significant revenue adjustment required to balance FY26-27 budget, staff were unable to accomplish this requirement in the FY26-27 operating budget. The current balance of $8,409,890 compared to policy requirement of $9,700,000 leaves an unfunded reserve requirement of $1,290,110 or 87% funded reserves. A $100,000 contingency amount is included in the proposed budget.
The reserve policy also includes a section for debt reserve. This element will provide funding to pay debt service obligations of the General Fund in the event of a funding shortfall. This last fiscal year, the Town took on additional debt from the Town Hall Bond sale of $29M. This bond repayment schedule is structured to allow for accelerated repayment once the airport settlement debt is paid off in FY35-36. The current debt service of $1,460,000 for the Town Hall bond and average of $1,870,000 for Taxable Judgement Obligation Bond bring the total annual debt service, funded by the General Fund, to $3,330,000. The current policy requires 50% reserve for a total of $1,665,000. The current balance of Debt Reserve is $1,620,000 requiring an additional $45,000 to bring the reserve into compliance. Staff will make recommendations during quarterly budget review to bring both reserves into compliance with adopted policy, permitting adequate funds are available for this purpose.
Fiscal Year 26-27 Final Budget Page 3
DEBT POLICY:
This Debt Management Policy has been developed to provide guidance in the issuance and management of debt by the Town or any other public agency for which the Town Council sits as its legislative body and is intended to comply with Government Code Section 8855(I), effective January 1, 2017. The main objectives are to establish conditions for the use of debt; to ensure that debt capacity and affordability are adequately considered; to minimize the Town’s interest and issuance costs; to maintain the highest possible credit rating; to provide complete financial disclosure and reporting; and to maintain financial flexibility for the Town.
Debt, properly issued and managed, is a critical element in any financial management program. It assists in the Town’s effort to allocate limited resources to provide the highest quality of service and facilities to the public. The Town desires to manage its debt program to promote economic growth and enhance the vitality of the Town for its residents and businesses.
Staff do not recommend any adjustments to the Debt Policy for FY26-27. Council may amend the policy, as it deems appropriate from time to time in the prudent management of the debt of the Town.
Fiscal Year 26-27 Final Budget Page 4
BACKGROUND:
The Budget: A Policy, Financial, Management and Planning Tool The budget is the Town’s financial plan used to achieve policy goals and the established work program for the fiscal year through the allocation of financial resources. The budget reflects directed investment in people, equipment, technology, capital projects and service improvements which are managed to achieve Town priorities and policy objectives. Although it is important to express the budget in monetary terms because of the need for a common denominator, a budget should be looked upon as more than just a set of numbers for the Fiscal Year.
The budget represents public policy incorporating legislative direction and oversite and administrative and legal controls. Budgeting is the process used for organizing human resources, equipment, materials, and other resources necessary to implement public policy directives, legal mandates, provide for public enjoyment and quality of life and to ensure public safety. The resources provided through the budget process are the means to achieve these objectives. The budget is also a management tool as it supports the work program designed to accomplish organizational objectives. The Strategic Priorities of the Town Council are reflected in the budget as are the ongoing provision of core services and enhanced services and programs for residents and guests.
The financial plan incorporated into the budget supports the current fiscal year requirements but also looks to maintain future financial stability and investment. This includes setting and funding reserves, managing ongoing costs, and planning for and incrementally funding capital investments.
The process incorporates financial plans for major equipment replacement and maintenance and update to operational systems. The Budget reflects planning for the operational costs of new facilities, maintenance of capital improvements, and incremental costs of ongoing services. The Town’s tourism reliant economy requires planning for investment in public amenities and experiences within our natural landscape in partnership with federal agencies and other partners.
Budgetary Basis
The effective period of a budget is one fiscal year: July 1 to June 30. Certain services and activities are required by law, and several revenues are restricted for specific purposes. The budget is organized by “fund”, as the Town utilizes the principles of fund accounting to manage financial resources. A fund is a collection of accounts that record resources together with related requirements for a specific type of activity or objective. The Town maintains hundreds of revenue and expenditure accounts within 40 funds.
The budget may be the most important managerial tool available to local government, given that almost everything local government does is reflected in the budget. Virtually all governmental activities are funded through the budget, and budgeting and financial management are continuous processes. This makes the budget an effective tool for public officials, provides an effective resource allocation system, and is used at every level of governmental activity.
The budget is prepared on a line-item (account) basis by fund and departments using historical trends, outside agency and consultant information, and management experience. A review of each
Fiscal Year 26-27 Final Budget Page 5
revenue and expenditure is completed in preparing the budget. The Town’s annual operating budget is prepared in conformity with Generally Accepted Accounting Principles (GAAP). The Town’s accounting system is organized and operated on a fund basis. As previously mentioned, funds are established for the purpose of carrying on specific activities or attaining certain objectives in accordance with policy direction, special regulations, or legal restrictions.
All governmental funds are accounted for using the modified accrual basis of accounting in which revenues are recognized when they become measurable and available to finance expenditures of the fiscal period. Expenditures, except for un-matured interest on long-term debt, are recognized in the accounting period in which the liability is incurred. For example, sales and use taxes are considered “measurable revenue” when they are received by the Town. Revenues earned in the prior fiscal year are considered measurable and available if received by the Town within 60 days after year-end. The accounting records for enterprise and internal service funds are maintained on a full accrual basis. Accordingly, revenues are recognized in the accounting period earned and expenses are recognized in the period incurred. Trust and agency funds are accounted for on a cash basis (these funds are not included in this presentation).
Town Manager Budget Guidelines and Direction
The Town has enjoyed continued strong growth of revenues following the pandemic impacts of a few years ago. Visitation remains strong and the demand for lodging has kept the average daily rates high for the lodging community. The needs of the community and growth of Town core services have also grown with the addition of departments and expanded growth of the services they provide.
Department Heads have worked to develop their budgets to reflect the core services and anticipated impacts of the coming fiscal year. We have several large projects in process for the next year and some of those impacts are reflected in the budget as estimates. Actual impact, expense and revenue, is yet to be determined. The budget reflects investments to achieve Town Council Strategic Priorities including funding for the Housing Now! initiative, investments in sustainable recreation partnerships and projects, infrastructure planning and construction, community facilities, and enhanced municipal services. The budget continues to reflect a conservative approach in current and long-term operational costs.
Budget Assumptions and Direction
The following assumptions and direction were used in developing the FY26-27 Budget:
1. Base General Fund operating budget includes $23.0 Million in base transient occupancy tax (TOT). This reflects a continuation of our conservative approach to budgeting this revenue source to allow for ongoing investment in priority capital programs and current service levels.
2. TOT collected as part of the Measure L initiative is not included in base TOT of $23.0M.
Measure L TOT is accounted for in Housing Now! fund 245. The budget calculation for TOT collection in fund 245 is based on the equivalent of $25M in baseline TOT collection, resulting in an expected revenue of $3,850,000 for housing programs.
3. The Town is in the third year of the Certified Properties program, producing $920,000 in annual operating revenue from license renewal.
Fiscal Year 26-27 Final Budget Page 6
4. TOT allocation to Tourism, Transit and Housing remained at 18.08%, 6.54%, and 6.54% respectively for FY26-27. Agencies supported receive a flat amount, based on their contract with the Town with additional revenues used to meet defined operational programs, capital requirements and to investment in Town priorities such as the Housing Now! initiative. These additional investments are determined by Town Council action during quarterly budget review.
5. Programs previously funded through the direct allocation of funding to Mammoth Lakes Tourism are included as part of the Town’s budget, including Mammoth Lakes Chamber of Commerce ($324,000), Community/Trail Host program ($100,000), LA King’s Hockey Marketing ($100,000), and fish stocking ($50,000).
6. The Town continued utilization of Tourism reserve to fund wildfire protection efforts ($500,000). The effort will serve to protect the investment the Town has recently made in Housing Now! with new facilities. The wildfire protection efforts will also serve to reduce potential impacts to income earning potential from our visitor-based economy.
7. The Town incorporated another new initiative to augment the ambulance services within Town. The current advanced life support (ALS) rig is part of the Mono County Emergency Management Services. The Mammoth Lakes Fire Protection District (MLFPD) also fields a basic life support rig, that is capable of providing surge capacity and transport. Partnering with Mono County, MLFPD and Mammoth Hospital, the addition of $100,000 from Tourism Reserve will enable the community to field a second ALS ambulance rig in the Town of Mammoth Lakes, providing a higher degree of service for both visitors and residents.
8. Continued allocation of $580,000 for Road rehabilitation and related capital projects supported by reserves.
9. Measure U budget includes $180,000 in debt service payment for a portion of the land acquired from the Mammoth Lakes Foundation for MACC construction.
The budget includes a robust capital program focused on achieving Town Council Strategic Priorities using a mix of revenues sources. Specific areas are noted and discussed in more detail throughout the budget information provided below. These assumptions and Council direction provide the base for preparing the recommended final budget.
Fiscal Year 2
6-27 Final Budget Page 7
Fiscal Year 2
6-27 Final Budget Page 8
Fiscal Year 26-27 Final Budget Page 9
Labor / Staff Updates
Labor costs are the largest component of the Town’s annual operating budget. Labor costs include salary, health insurance, retirement contribution, and required insurance. Salary adjustments are determined based on negotiated agreements between the employee associations and management. These agreements, typically 3-years in duration, outline the timing and percentage of salary adjustments required in the operating budget. In addition to these salary modifications, employees who are not at the top of their salary range can earn a merit increase, up to 5% annually as they gain knowledge and experience, progressing through the approved salary range. Employees who are at the top of range, can only increase their salary through the negotiated annual increases noted above. On occasion, the Town will conduct salary surveys with comparative agencies to determine that salaries remain competitive in the current market.
Other elements, health insurance, retirement contribution, and required insurances are also adjusted annually. These adjustments are determined by providers based on required market conditions. The Town has no control over these modifications, which can be significant at times. Staff are closely monitoring these adjustments and have included the latest updates into the current proposed budget.
The final determination of labor cost is any planned addition to core staff, which is an increase in labor, measured in full time equivalents (FTE), based on a standard 2,080 hours per year. Any increase in core staff is determined based on the strategic priorities of the Town Council and is designed to address current needs of the organization. Below you will find a comparison of labor cost adjustments noted in FY26-27 budget:
Fiscal Year 26-27 Final Budget
Full Time Adjustments
The FY26-27 includes two new full-time positions, Arts & Cultural Manager and Public Works Senior Inspector and a number of part-time staff updates connected to new facilities and growing services. There is also a reduction of .5 FTE for full-time positions with the mid-year retirement of our Fleet Superintendent, which occurred in FY25-26. The Town Council authorized a structure modification for the fleet department that would allow for full complement of staff, under the new leadership structure in addition to the Fleet Superintendent. As the retirement occurred in December 2025, the .5 FTE has been removed from the FY26-27 budget.
Arts and Cultural Manager – 1 FTE
The Arts and Culture Manager is responsible for the overall administration, operation, and management of the Dave and Roma McCoy Arts and Cultural Center. The Arts and Culture Manager will lead a highperforming team, develop partnerships with local arts and culture organizations, and position the venue as the premier regional hub for performing arts in the Eastern Sierra. This position oversees all aspects of facility scheduling, staffing, and daily operations to ensure the facility functions as a professional, safe, and inviting venue for patrons, artists, and community members. Working collaboratively with Town staff, community partners, and local arts and culture organizations, the Arts and Culture Manager, where appropriate, will support the Town-wide delivery of diverse and community-centric programming to foster a vibrant and inclusive cultural experience. The Center is expected to open in late spring of 2027; however the Manager position should be filled by July 2026 to assist in planning and operational development, required prior to opening.
Public Works Senior Inspector – 1 FTE
The Public Works Senior Inspector has a critical role that supports the Engineering team in capital projects and general inspection. The Town had this position up until 2020 when the Senior Public Works Inspector retired. The technical functions of the position include: to lead, conduct and manage construction inspections related to grading, permits, subdivisions, landscaping, and capital improvements. Perform the most complex inspections in support of Public Works Department’s Engineering division. Ensure projects conform to plans, specifications, and department standards, regulations and codes; and perform other related work as assigned. Supports the Community and Economic Development Department’s Code Compliance division and Mammoth Lakes Police Department as needed. This is the advanced, journey- level classification in the Public Works Department. The Senior Public Works Inspector is regularly assigned projects that are more complex and require a higher level of expertise than those generally assigned to Public Works Inspector I.
Part-Time Staff Adjustments
The part-time staff adjustments recommended for the FY26-27 budget are mainly tied to the opening of the Arts and Cultural Center. The facility will require operational staff to support performances, ticket sales, concessions, and general facility care and maintenance. The Parks and Recreation Department is responsible for the facility and the same model of site coordinator supported by facility staff will
Fiscal Year 26-27 Final Budget
accomplish these tasks. The Parks and Recreation Department is also making minor modifications to the existing facility plan for care and maintenance of programs. This includes the Whitmore Pool, our Summer Recreation programs and operations of the Community Recreation Center (CRC). These modifications are approximately .5 FTE listed below. The Town is also budgeting for efforts in the Crossing Guard program. In the past, these positions have not been filled do to a lack of employees that can service the split work times. The budget for these positions has dropped off in recent years and due to the need for improvement in intersection management, we have included them in the budget for FY26-
27. In total these part-time staff modifications, measured in full-time equivalent (FTE) are 1.76 or 3,660 additional hours of work.
Other Labor Factors
In preparation for FY26-27 budget, there were a number of prior year budget elements that had an impact on the overall increase the Town is realizing in FY26-27. These effects, catching up on budget forecast misses for FY25-26 have contributed to the larger than expected increase in labor expense. The first is the salary for FY25-26 did not include the negotiated salary adjustment for July 2025, approximately 2- 3% depending on labor group. The impact of this omission was approximately $420,000 for the FY25- 26 budget. Those modifications have been included in FY26-27 budget. The second factor of significance for FY25-26 budget comparison is estimate of health insurance increases, forecast for the last half of the year. This factor has traditionally been around 3% and that factor was used in development of the FY25-26 budget. However, the actual rate was 14.52% resulting in an underestimation of $375,000 for prior year increase to health care. In total these elements related to FY25-26 budget were almost $800,000.
Health insurance continues to increase at a rate that is unsustainable for our organization. In addition to the 14.52% increase in 2025, the cost of health insurance also increased 13.24% for 2026. The Town is locked into these health insurance plans as a member of CalPers, we only have limited options in our remote area. These increases are frankly unaffordable, and staff are working on options to mitigate these impacts moving forward. All the published increases are reflected in the FY26-27 budget, with the exception of 2027 rates which will not be published until August 2026 and take effect January 2027.
FY26-27 is the first year of the impacts from the current contract negotiations. The first year of any labor contract period is usually the highest as initial pay adjustments are factored into overall costs. The FY26- 27 budget contains an estimate of 6% for year 1 adjustment for most employee associations and a 10% increase for our Police Officer Association. The salary impacts estimated from these modifications is $700,000.
Fiscal Year 26-27 Final Budget
Retirement costs, both the planned retirement and unfunded liability portion of retirement, are included in one line item, Pers Retirement. The calculation is a factor of salary so each $1 of salary paid will equal approximately $.33 of retirement expense.
The cost of workers’ compensation is also increasing at a high rate annually based on the high cost of health care outlined above. The claims that are initiated year over year remain consistent but the cost increases reflected are associated with higher costs.
Fiscal Year 2
6-27 Final Budget Page 13
Fiscal Year 2
6-27 Final Budget Page 14
Fiscal Year 2
6-27 Final Budget Page 15
Fiscal Year 2
6-27 Final Budget Page 16
Fiscal Year 26-27 Final Budget Page 17
Fund 100 - General Fund
Revenue
The budget revenue projections presented to the Town Council on June 3rd included a review of changes in budget from the preliminary budget to the tentative budget based upon additional research and analysis. Since the Tentative budget presentation, staff have continued to work to ensure all aspects of the budget are addressed. Adjustments include trend analysis adjustments to Certified Property Fee, Building Permits, and Facility Rental. Staff also incorporated estimated revenue from the Dave and Roma McCoy Arts and Cultural Center, expected to open in FY26-27.
In total revenue has increased $211,600 since the tentative budget, bringing the General Fund revenue to $38,799,950 for FY26-27. Below is a summary of General Fund revenue adjustments: