Search

Domestic Partner:

The immediate family may also include an employee's domestic partner; however,
Management reserves the right to determine the circumstances under which a "domestic
partner" qualifies under this Article.

Disputes:

Disputes concerning Bereavement Leave shall be subject to the Grievance Procedure
through STEP 2 at which point the decision shall be final and binding upon the parties.

ARTICLE 19
LEAVES OF ABSENCE

Military Leave of Absence:

If a regular full-time employee or Detention Specialist must leave city employment to
enter directly into active service in the armed forces of the United States involuntarily, he
shall be granted a military leave of absence for the anticipated length of such service.
The employee will be allowed seniority credit for the time spent in the armed forces.

The employee is entitled to reinstatement to the position he held or one of like status and
pay if a vacancy is open within the city, provided that the employee accepts release from
active service at the earliest possible date and request reinstatement within ninety (90)
days after release.

If a regular full-time employee is called to serve not more than a seventeen-day annual
training tour of duty with the National Guard or Armed Forces Reserve, he shall be paid
the difference between his pay for such government service and the amount of straight
time earnings lost by him by reason of such service, if any, based on the employee's
regularly scheduled straight time rate. Such payments shall be made following the
showing of satisfactory evidence of the amount of pay received for such service. The
employee will continue accrual of sick and vacation time during this time and shall not
lose any benefits.

If a regular full-time employee is called into active duty with the National Guard or
Armed Forces Reserve for more than 17 days, he shall not be paid the difference between
his pay for such government service and the amount of regular straight time earnings.
The employee may request payment of his sick and vacation accrual balances (subject to
accumulation restrictions) or these accruals may remain as balances until he returns to
city employment. He shall not accrue sick and vacation time during the military leave of
absence and his benefits will be as indicated below:

A. More than 17 days, less than 6 months.....Full benefits

24

B. More than 6 months:

1. No benefits:
2. Allowed seniority credit for the time spent in the armed forces,
3. Insurance benefits available under COBRA provisions.

Part-Time Employees:

Part-time employees are eligible for paid or unpaid personal leaves of absence. By law,
employees are eligible for Family Medical Leave if they have been employed at least
twelve (12) months and worked at least 1,250 hours during the twelve (12) months
immediately preceding the commencement of the leave.

Paid Leaves of Absence:

With prior approval, and at the sole discretion of the Chief of Police, paid leaves of
absence may be granted to regular full-time employees due to personal illness up to six
(6) weeks. The paid leaves of absence are limited to an employee's total accruals of sick
and vacation time.

Full-time employees continue to accrue sick and vacation time while on paid leaves of
absence. A leave of absence shall be charged first against the employee's accumulated
sick leave and then against the employee's accumulated vacation time.

Unpaid Leaves of Absence:

1. With prior approval, and at the sole discretion of the Chief of Police,
unpaid leaves of absence may be granted to regular full-time employees
due to personal illness up to forty-five (45) continuous days. Full-time
employees do not accrue sick and vacation time while on unpaid leaves of
absence. During an unpaid leave of absence for personal illness, the City
will continue to pay its portion of applicable insurance premiums up to six
(6) months. An employee will continue to pay their portion(s) of
applicable insurance premiums during this six-month period. Thereafter,
the employee shall pay 100% of the cost if he wishes to continue
applicable insurance coverage.

2. To continue any applicable insurance benefits during an unpaid leave of
absence for other reasons than personal illness, it shall be the employee's
responsibilities to assume payment of the full premiums (100%) at the
time of leave. Payment of applicable insurance premiums during an
unpaid leave of absence must be arranged in advance with the Human
Resource Department and the Insurance Department.

25

At no time shall an unpaid leave of absence extend beyond 45 continuous
days unless authorized by the Chief of Police. If the member can meet the
eligibility requirements as set by the City's Disability Income Plan, he may
apply for the Long Term Disability Benefit. (Cite Article 31.)

If the Department's operations are affected due to the length of the unpaid leave of
absence and a medical authority cannot determine when the employee is able to work, it
shall be the Chief's of Police’s discretion to hire a temporary or regular replacement. If
the employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satisfied with the recovery, he will
have preference over applicants outside the City to apply for any position within the City
that he is qualified for. If the employee cannot recover during the limitation period as
described above, the employee shall be terminated.

ARTICLE 20
PERSONAL DAYS

Regular Full-Time Employees:

A.

D.

For the purpose of this Article the words “personal day” means a day,
when an employee is excused from active duty for personal reasons.

Said time is deducted from the employee's accumulated sick leave. If no
sick leave is available, the employee is not eligible to receive a personal
day.

A full-time regular employee may use 6 days (“days” as defined under
Paragraph “A” above), of sick leave per calendar year for personal leave.

Personal days may be taken in half day increments.

Regular Part-Time Employees:

A.

For the purpose of this Article the words "personal day" means a normal
workday, when an employee is excused from active duty for personal
reasons.

Said time is deducted from the employee's yearly sick leave balance. Ifno

sick leave is available, the employee is not eligible to receive a personal
day, unless the employee opts to take an available vacation day.

26

C. Only upon the discretion of the Chief of Police (or a Deputy Chief in his
absence) will a part-time employee be allowed to take a day off for
personal reasons without pay.

D. Part-time employees may use up to 6 days (“days” as defined under
Paragraph “A” under this section), sick days as personal days.

Approval of Personal Leave:

Personal Leave must be approved by your supervisor prior to the date of such personal
day, except in an emergency. If approved, the appropriate form will be completed by the
supervisor or employee. The form will be forwarded to the Financial Services Division.
Except in cases of emergency, the form will be approved/disapproved (pending the
availability of accrued sick leave), and the employee will be notified by the Bureau
Commander or designee of its approval or disapproval.

Provisions:
«+ A personal day's approval is subject to potential workloads, manpower

requirements, and any possibility of an emergency situation as determined by the
Chief of Police or designee.

+ Once a personal day is approved and the date is to be changed or canceled by the
employee, the employee must reapply.

+ The approved personal day is subject to recall by the Chief or designee due to

potential workloads, manpower requirements, and any emergencies that may
arise.

+ Personal days shall not be taken more than two at a time unless approved by the
Chief of Police or designee.

Disputes:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3,
at which point, the decision shall be final and binding upon the parties.

ARTICLE 21
EXCHANGE OF WORKDAYS

27

For the purposes of this Article, the words "Exchange of Workdays" means one normal
workday and such exchange shall be for each other's position's duties, unless otherwise
approved by the Chief of Police or his designee.

A. Exchanges of workdays are limited to individuals who have been cross-
trained to adequately cover the other position as determined and approved
by their bureau commanders or supervisor.

B. The number of swaps allowed per individual shall be limited to ten per
quarter if approved in advance by his supervisor/bureau commander and it
does not interfere with normal operations, training conducted by the
department, cause the need to hire overtime, and if paid back within six
(6) months.

C. An employee is allowed to swap with himself. Limited to ten per quarter,
if approved in advance by his supervisor/bureau commander and it does
not interfere with normal operations, traming conducted by the
department, cause the need to hire overtime, and if paid back within six
(6) months.

D. Written advanced notice signed by both employees involved in the
exchange is given to the Chief or his designee two (2) days prior to each
exchange of workday desired; (The two (2) day notice period may be
waived at the discretion of the Chief or his designee.)

E. The swap of either employee involved does not result in an employee
working more than 16 hours in one work day;

F, The swaps do not result in interference with scheduled training or
otherwise interferes with other duties or assignments or the operations of
the department;

G, If an employee involved in such exchange calis in sick on the exchange
day, that employee shall lose one normal work day of sick leave;

H. No additional swaps will be allowed for the original swap date; and,
I. An employee paying back a swap will be eligible to receive a personal day
or vacation day for the original swap date. However, approval of a

personal day or vacation day shall not supersede a request for personal day
or vacation leave by permanently scheduled personnel on that shift.

Detention Specialists:

Detention Specialists may exchange workdays (considered a "swap") with other
Detention Specialists in the same bargaining unit on other shifts upon approval of the

28

appropriate Uniform Field Operations Bureau Commanders or designees as delineated in
the policies listed above. Detention Specialists cannot exchange workdays with Police
Officers.

Disputes:

Disputes concerning Exchange of Workdays shall follow the Grievance Procedure
through STEP 3, at which point, the decision shall be final and binding upon the parties.

ARTICLE 22
SHIFT EXCHANGES

For the purposes of this Article, the word "shift" means, "in excess of one normal
workday." This Article shall pertain only to personnel who hold the position of Records
Tech I & IE and Detention Specialists.

With prior approval and at the sole discretion of the Chief or his designee, employees
may exchange shifts if both employees involved agree; provided that:

A. Written advanced notice signed by both employees involved in the
exchange is given to the Chief or his designee two (2) weeks prior to each
exchange of shift desired and included are the reasons thereof; The two (2)
week notice period may be waived at the discretion of the Chief of Police
or his designee.

B. Both employees have the same position or have been cross-trained to
adequately cover the other position as determined and approved by their
bureau commander or supervisor;

C. Detention Specialists cannot exchange shifts with Police Officers;

D. No more than two (2) shift exchanges involving four (4) employees shall
be allowed at any one (1) time;

E, Both employees agree to swap day off groups of each other and shall not
be eligible to receive compensatory time off due to the change of days off
or to receive overtime; the timing of the commencement of the shift
exchange will be such that it results in no employee working more than 40
hours in any week due to the exchange.

ARTICLE 23
WAGES

29

Wage Compensation Ranges:

The compensation range for each position is set forth in this article under Schedule "A-
&#B" based on labor grade assignments and Fiscal Years.

Newly hired or transferred employees shall start at the appropriate wage step based on
pertinent years of experience that can be directly related to the new position's duties, as
well as the wages of other bargaining unit members in the same labor grade.
Management reserves the right to determine the number of years of directly related
experience based on the information supplied by the employee and verified by
Management.

Wage Increases:

A. Fiscal Year 20482021: On July 1, 26472020, Schedule A shall become
effective. Employees on the active payroll shall receive a $%2.75% wage
increase.

B. Fiscal Year 20192022: On July 1, 20482021, Schedule B shall become
effective. Employees on the active payroll shall receive a 45%2.75 %
wage increase.

bb.

Ge MEaHRHH: Hourly Mosca Hourh-
+ $3 hOH | S—— 44.9094 $— 4239344 | $——29 38
2 S| re Seo see | SS
3 3— 3322364 _|3—— 555067 3—_$44,42938 | $——24. 2161
4 3 33,45 _| +—159459 $—_45,31836 | $———24-7877
5 $3 -h03 | S——_163+476 6570-4 | $——22 389s,
6 33428 | SENS eto | $e
F Be | per oS Steet -——2ee
8 Sa | 2 ee = ert = SE
9 -$—£_ 39169 _| $——__18.838 $—$5,72535 | $——26-7910

30

Hour

$— 6985247 | $——335829
Sele | a6 SGhu

-3—_43,029-04 | $———20.6870
-$—_43,77468 | $——24.0455

seo HS ae-) | $-———2 15

——_1-06s92 | =——23. 3804
-$— 54,612.06 | $——24.8185
-$— 53,890.03 | $———25.9087

$— 5656423 | $———27 1625

SLO | Sei

$—_65,555.81 | $——_31512
-$—— 70,900.26 | $———34.0867
$—§_ 7223.38 | $——37266
$— 8442447 | $——405885

> —— Hes | S———2-4664
345.6845 | -3——_21.9659

>—$_-ReH66 | S—_ 23st
-$—50,04724

See | $— 26st
ee SOR S|

$— 234034
>—__35-582

2757992

Hourly

-3—@+__45.3894

+—__ 14146

-$—§_ Fuss

$—_ 40H
See
-$——_19.7066
-$—_ 29899
-$—_ 237534
-$—_§_§_25.8400
$—$2865+

-$———18,677
-$— 52,953

SS

Mini

3 —— 34446 _ | 3——_5 1328

$—32,019
$———_ 33,28
-$——— 33,602
$——_ 3458
$—— 35,653

$—— 37,064 _| $——_17.8191

>—_ 38.287
-$-———_ 39,757
-$———46,996
$—_45,739
-$——__49.407
$— 33,4
SOG

ate
+——_§_ 615-42
$—§_ 16.4779
3—\§@§{_ 46.9246
$—_§_ 174847

3—§_18454

-$——_19.4962

Mini
> SG
$— 32,650
-3—— 33,393
3 3424
$—— 35,263
$———§ 36368

-3—— 39.053
-3——_40;552

AG

id

31

Schedule A- FY 2021 (7/1/20) 2.75% increase to the Maximum

Lb. Gr. |_| Minimum } Hourly |_| Maximum | Hourly
ll _| $32,106 | $15.44 |_| $45,096.58 | $21.69
2 _| $32,650 | $15.70} | $45,878.05 | $22.06
g _| $33,393 | $16.05] | $46,943.55] $22.57
4 _| $34,274 | $16.48} | $48,208.35 | $23.18
5 _| $35.203 | $16.92] | $49,540.56 23.82
6 _| $36,368 | $17.48] | $51,423.54 | $24.72
Z _| $37,805 | $18.18] _| $54,092.02 | $26.01
8 _| $39,053 | $18.78} | $56,479.45 | $27.15
9 _|{ $40,552 | $19.50] | $59,278.99| $28.50
10 _{ $41,810] $20.10} | $61,455.21] $29.55
DL _| $46,654 | $22.43 | _ $68,705.77 | $33.03
ae _| $50,395 | $24.23 | $74,307.02 | $35.72 |
13 _| $54,822 | $26.36] | $80,933.97| $38.91
14 _| $59,271 | $28.50] | $88.480.75| $42.54

Schedule B-FY 2022 (7/1/21) 2.75% increase to the Maximum

Lb. Gr. |_| Minimum | Hourly} | Maximum | Hourly
1 _| $32,106 | $15.44 | | $46,336.74] $22.28
2 _| $32,650 | $15.70} | $47,139.70 | $22.66
3 _| $33,393 | $16.05 | _ $48,234.49 | $23.19
4 _| $34,274 | $16.48] | $49,534.08} $23.81
§ | §35,203.1 $16.92 | $50,902.93 | $24.47
6 _| $36,368 | $17.48 $52,837.69 | $25.40
“tt _| $37,805 | $18.18 $55,579.55 $26.72
8 _| $39,053 | $18.78 $58,032.63 | $27.90
2 _| $40,552 | $19.50 $60,909.16 | $29.28
10 $41,810 | $20.10 $63,145.22 | $30.36

32

—
ay

$46,654 | $22.43 $70,595.18 | $33.94

_| $50,395 | $24.23 |_| $76,350.47 | $36.71

$54,822 | $26.36 $83,159.65 $39.98

I= 115 JIS I

_| $59,271 | $28.50] | $90,913.97| $43.71

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

Each position shall have a City of Nashua PDF (Position Description Form) on file with
the Nashua Police Department and the City Human Resources Department.

Said PDFs will be redone per City policy and submitted through the chain of command to
the City Human Resources Department for review, possible labor grade change, and
exempt or non-exempt status.

If the labor grade changes from what is listed below, the employee and the Union will be
advised of the change. Said change will be incorporated into the next Collective
Bargaining Agreement. Changes to wages will be done in accordance with the
appropriate Schedule.

The determination of whether a position is exempt or non-exempt rests with the City
Human Resources Department based on the FLSA (Fair Labor Standards Act.).

EXEMPT POSITIONS
JOB TITLES LABOR GRADE
Accreditation Manager 13
Crime anabystAnalyst 13

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

NON-EXEMPT POSITIONS
JOB TITLES LABOR GRADE
Detention Specialist I (Part-Time) 11
Detention Specialist I] (Full-Time) 1]
PT Senior Relations Specialist 11
Paralegal 10
Auto Mechanic, 1‘ Class 10
Records Technician II 9

33