Moraga council approves amendment to town manager contract, increases pay and benefits
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Summary
The Moraga Town Council on Aug. 27 approved a second amendment to Town Manager Scott Mitnick’s employment agreement, applying a retroactive merit increase, a cost-of-living adjustment, expanded deferred-compensation contributions and a sick-leave cash-out provision.
The Moraga Town Council voted unanimously Aug. 27 to approve a second amendment to Town Manager Scott Mitnick’s employment agreement that increases his base pay, adds deferred-compensation contributions and expands sick-leave cash-out at separation.
Under the amendment, the council applied a 2% merit increase retroactive to April 10, 2025, raising the town manager’s annual salary from $299,421 to $305,409, and authorized a 3% cost-of-living adjustment retroactive to July 1, 2025, which raises the annual salary to $314,572, according to the oral report provided under California Government Code section 54953. The amendment also allows the town manager to cash out up to one year’s worth of unused sick leave at separation and directs the town to add an additional 2% of the manager’s salary into the town’s deferred-compensation plan (for example, a 457(b) or 401(a)) retroactive to April 10, 2025.
The council took the action after the town attorney’s required oral report under Government Code 54953; no public speakers addressed the item and no council questions were recorded prior to the vote. The motion to approve consent item 6.7 was moved by the council member who had pulled the item from the consent calendar and was seconded; the council then voted unanimously to adopt the amendment.
Town Manager Scott Mitnick, speaking later in the meeting, thanked the council and framed the employment review in organizational terms: “when you're doing your town manager evaluation, you're actually grading the organization as a whole,” he said.
Discussion vs. decision: The council’s vote was a formal approval; there were no recorded amendments to the proposed changes. Staff confirmed that the changes will be implemented retroactively as described in the oral summary; the council did not direct additional follow-up beyond standard implementation tasks.
Background and context: The council read the employment-agreement adjustments into the public record before the vote, following the state requirement to summarize recommended contract changes orally in open session. The amendment specifies the salary and benefit adjustments quoted above and cites specific employment-agreement sections for salary, sick leave and deferred compensation.
The council’s action is final for the town; the town manager’s revised salary and benefit terms will be reflected in payroll and the town’s human-resources records per the dates cited in the amendment.
