Town Board approves CSEA deal through 2029, citing employee turnover and insurance costs

The Town Board on Tuesday unanimously approved new CSEA contract terms covering 2026 through 2029, with board members citing rising health insurance costs and persistent employee turnover as key pressures. The CSEA is the town’s largest bargaining unit, representing most non-uniformed employees.

The agreement provides employees represented by the union with salary increases totaling 10.5% over the four-year term: 2% in 2026, 2.5% in 2027, 3% in 2028 and 3.5% in 2029.

In addition, employees covered by the contract will receive supplemental annual payments in three of the four years — $1,500 in 2026, $1,000 in 2027 and $500 in 2028.

The Town Board approved the 2026–2029 terms in a memorandum of agreement that amends the town’s existing CSEA collective bargaining agreement, originally executed in 2015. The 2015 agreement was previously amended by a 2019 stipulation and a 2023 MOA that expires Dec. 31, 2025. The new MOA sets wage increases and specific benefit changes for 2026–2029, while other contract provisions remain governed by the underlying agreement as previously amended.

The agreement increases longevity pay, from 7% to 8% of an employee’s annual salary after 25 years of continuous service. The guaranteed salary increase for an employee who earns a promotion rises from 3% to 4%.

The agreement also increases health insurance buyback amounts for retirees who elect not to accept town-sponsored coverage. A retiree who drops from family coverage to no coverage will receive $4,500, up from $1,650; a retiree who drops from family to individual coverage will receive $2,500, up from $900; and a retiree who drops from individual coverage to no coverage will receive $1,800, up from $750.

Under the existing agreement, the town pays 100% of a retired employee’s health insurance premium and 50% of premiums covering the employee’s family.

The MOA does not alter the town’s existing premium-share structure for active employees, which continues under the underlying CSEA agreement. For active employees, the town pays 75% of the premium for either the individual or family plan offered by the town until the employee reaches either eight or 10 years of service, depending on the hiring date. Employees hired before Oct. 7, 2008 receive the 100% benefit after eight years; those hired on or after that date receive the 75% benefit for 10 years. After the applicable service threshold, the town pays 100% of the premium amount.

Before the vote, Councilman Ken Rothwell said insurance rates are going up and expressed hope the agreement will help employees manage those costs.

Supervisor Tim Hubbard said the town began focusing on improving pay in the last contract cycle because some employees “can’t afford to live on Long Island” on prior wage levels, and he described the new agreement as continuing that approach by boosting base pay.

Hubbard also cited what he said is an ongoing retention problem, saying the town “lose[s] people almost every other week” to other employers that pay more, creating disruption and added costs as departments repeatedly train new hires.