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Council adopts nonunion pay schedule and modest retention pay after public hearing
Summary
After a public hearing, staff presented a 3 percent general wage increase for nonunion employees, title/grade changes for several positions and a small retention/"longevity" payment phased in across nonunion staff; council adopted the changes as included in the FY26 budget.
The council held a public hearing June 23 on the town’s fiscal year 2025–26 nonunion position allocation and pay schedule and then approved the recommended changes.
Human resources and the town manager summarized the package: a 3 percent across‑the‑board pay increase for nonunion positions (budgeted in FY26), several reclassifications and retitlings to reflect changed responsibilities (for example, changes to the recreation center manager, deputy town assessor and assistant facility superintendent), and a modest retention payment for nonunion staff. The retention pay is structured as a small incremental supplement aimed at helping retention in the three‑to‑eight‑year tenure window; the package as presented would increase the town’s nonunion retention/“longevity” cost by roughly $4,200 in the first year (total for all eligible nonunion staff) and is to be funded in the FY26 budget.
Town HR and finance staff said the proposed reclassifications and the 3 percent increase were included in the budget the council adopted. Council members asked clarifying questions about how the retention pay differs from traditional lump‑sum longevity and whether the town manager and town solicitor receive similar adjustments; staff said the town manager and town solicitor are contract positions whose salary and benefits are determined by the council separately but that the FY26 budget included a 3 percent guideline.
After the public hearing closed with no members of the public speaking to the pay schedule, the council voted to adopt the FY26 nonunion pay schedule and related allocations as presented.
