Hooksett voters will be asked at Town Meeting to approve a new three-year collective bargaining agreement between the Town of Hooksett and its 23 full-time Department of Public Works employees, represented by Teamsters Local 633.
The proposed agreement would cover the period from July 1, 2026 through June 30, 2029. If approved, it would authorize wage and benefit increases that, according to the warrant article, would add an estimated $79,101 in new costs in fiscal year 2026–27. Of that amount, $63,956 represents salary increases and $15,145 reflects increased benefit costs tied to those wages for these DPW employees.
The estimated additional cost in year two of the agreement is $70,786, followed by $73,256 in year three. The projected tax rate impact is $0.02 per $1,000 of assessed valuation in each of the three years. For a homeowner with a property assessed at $500,000, that would translate to approximately $10 per year.
Under the negotiated terms, employees who are still progressing through the step pay scale would receive a combined four percent increase each year, consisting of a one percent cost-of-living adjustment and a three percent step increase. Employees who have reached the top of the step scale would receive a two percent cost-of-living adjustment but would not move further on the step chart.
The agreement also introduces additional compensation tied to Commercial Driver’s License certification. Employees who obtain a CDL A license would receive a one-time $1,500 bonus. A trainer stipend of $3 per hour would be paid to employees who train others to obtain their CDL. The Town would continue to sponsor CDL training, with repayment provisions if an employee leaves shortly after completing certification.
Standby pay would increase from $10 per day to $15 per day. Standby assignments typically require employees to be available to respond to emergencies such as snowstorms, road issues, or infrastructure problems. Bereavement leave would be extended from a maximum of three days to a maximum of four days.
The contract maintains the existing benefit structure, including health insurance coverage in which the no non-union employee premium contribution plan has the town paying 100% of all costs. Employees also participate in the New Hampshire Retirement System, and retirement contributions rise proportionally as wages increase. Vacation accrual, sick leave benefits, clothing allowances for safety gear, and other standard municipal benefits would continue under the agreement.
While the warrant article outlines only the annual increases, total compensation includes base wages, overtime—particularly during winter storm events—standby pay, longevity bonuses, employer-paid retirement contributions, the Town’s share of health insurance, and paid leave benefits. When benefits are included, total compensation for a mid-career DPW employee can exceed $100,000 annually, although base wages alone are significantly lower.
Supporters of the contract argue that the increases are modest and predictable, providing stability for budgeting while helping the Town retain skilled workers responsible for road maintenance, snow removal, infrastructure repairs, and emergency response. They note that CDL incentives are designed to ensure the Town maintains a workforce capable of operating heavy equipment during winter storms and other critical operations. Proponents also point out that the tax impact on the average homeowner is relatively small, estimated at about $10 per year for a $500,000 home.
Opponents may argue that even modest increases compound over time and add to the Town’s overall structural spending growth. They may question whether four percent annual increases for step employees are sustainable in a broader budget environment that includes other rising costs. Some residents may prefer a slower wage growth model or structural changes to the step system before approving additional long-term obligations.
The current DPW union contract expired on June 30, 2025. Under state labor law, the Town must continue paying wages and benefits at existing levels until a new agreement is approved. A “yes” vote would approve the negotiated increases and appropriate the first-year funding. A “no” vote would reject the agreement and require the Town to return to negotiations while maintaining current pay and benefit levels in the interim.
The proposed contract was recommended unanimously by the Town Council in a 7–0 vote and supported by the Budget Committee in an 8–1 vote.
Ultimately, voters will decide whether the negotiated contract strikes the right balance between competitive compensation for Public Works employees and the long-term cost impact on taxpayers.
