Lexington is targeting 75th-percentile total compensation for its unionized employees, benchmarked against comparable communities. Town Manager James Bartha disclosed the negotiating framework to the Select Board on Monday, June 15, and meeting minutes released Tuesday, July 21, provide the first public record of the town's approach as it works through multiple contract disputes.

The revelation lands as the firefighters' union contract remains unsettled and headed toward potential state arbitration, while patrol and dispatch negotiations are still open.

Two waves of expirations

The town faced two rounds of contract deadlines. Five contracts expired June 30, 2025; three more expired at the end of June 2026.

Of the first group, four have been settled: Police Superior Officers, the Lexington Municipal Employees Association, the Lexington Municipal Managers Association, and Crossing Guards. The fire union contract is the lone holdout from that batch.

At the firefighters' request, the dispute is now before the Massachusetts Joint Labor Management Commission, a state body that mediates collective bargaining impasses between municipalities and their police and fire unions. If the parties cannot break the impasse, the JLMC can order binding arbitration.

From the second group, Bartha reported that the town reached a deal with librarians the week of June 9. Negotiations with the Patrol and Dispatch unions were still active as of the June 15 meeting.

Firefighters voice frustration

Four firefighters used public comment at the Monday, June 8, Select Board meeting to voice frustration over the unresolved contract. They cited low morale, a lack of pay raises, and financial strain.

"The firefighters ask Town Hall to show the same, not with words and empty promises, but with action," Rob Green, president of Lexington Firefighters Local 1491, told the board at that June 8 meeting. Green said the standoff was driving retention and recruitment problems at the department.

Firefighter Andrew Erickson said members do not feel valued. Laura Houlihan called the negotiation process disrespectful and said the town needs to support its firefighters if it wants to retain quality personnel.

The compensation framework

The 75th-percentile target grew out of a compensation-and-classification study the town began in November 2024. Total compensation under the framework includes base salary, stipends, education incentives, and health insurance.

Bartha told the board the town distinguishes between cost-of-living adjustments, which track inflation, and market adjustments, which bring pay to the target level. In FY26, the town applied market adjustments to bring non-union employees to the 75th percentile of their respective position classes.

What settled contracts look like

The five contracts finalized since November 2024 provided cost-of-living raises of 2.5% in fiscal years 2026 and 2027, dropping to 2% in fiscal years 2028 and 2029. Most also included targeted market adjustments consistent with the 75th-percentile philosophy.

No public timeline has been announced for completing the fire, patrol, or dispatch negotiations. The next step for the fire contract rests with the JLMC process, which could ultimately lead to binding arbitration if no agreement is reached.