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TABLE OF CONTENTS

Article | — RECORIMITION........ ec sssserecnneerenteereernneeenens SRA a en
Article UI — De@finitiOns..........:..0.cccceeseesceeereresscrstseseussquceesesnesnssaenedeessceateauceateasonssnasenseaesanesonenanesnans 5
Article Ill - Resolutions of Differences and Management RIZHts ........cccccscec cen eeserseees
Resolution of Differences by Peaceful Means ...............:.ccssccceresersersrcseneseeetesetsesseearseeneas
ManaRenent Rights aiscccnnaniaiahanandinnamuled antisite ret
Article IV - Conformity to Law and Savings Clause .............cccsscsecccseeseseeenereseeseensneseesetentenssenss
Article V - Salary and Rates Of Pay ......----------ceesecesceecenceeceee cee eeeeeeneeneeesenseeceseedeeneneceteesessoenee sennseneesees
Salary Schedule... CATE Avia Gara a ATA AA LTA LEA TT TE Ee
Course Tuition Balrabiurseriiett. seats se ssdeaseadeeseeescaetnsenastistieseneseesseeatscusectaseacerseercentonerieenasen 7
Mileage Reimbursement... cccccssisssscsssassrssasnsusessssnsssssssscssscsnsesssessederasussaserasenesnaseanesaees F
Method and Time of Salary Payment ..................
LOMBOV IE sii raccsticguscsinsssas daesigaaieaseias vasanea sh leony 'sdaaianesets ded dois gadSacdeddaprapdvannses inddedsandantine tent ceceus dts 7
Severance Pays ck ae eor ee a ad Seer Cre
Calculation of Par Dern Rates.sissccsccssesesssereseesnessnssessedeeseregeeseteeseeseeesecsescteceneceeeaeceederesene 8
Article VI - Supplemental BENEFITS ..c ccs ssscssssessesssenessssernessveesssasstesesonsesnsensesstenvensvertssnsonseaenasacnsay &
Workers’ Compensation... ee ee rere er rerrerr rte erer recreates tt
New Hampshire Retirement Sian Si ARR ai i Obra ee 8
Health (mSura nce... eee ceeeeecceecseeereeeeeeneneereereceeeerenensrnaaednennesaneastans Findpaeiitiinineecannnle SD
EE Fie VIDS MUSING as sia w essen da eg nates aa cece seca tee sen pecan etc ras Sere Levee eet natn cpeeesttitee tes Ted -10
Professional Membership Dues ......cccccsesersesessesesssessssssssenscseereseeseesssssseses .. 10
Long Term Disability ImSUrance..............ccccccecesssensercensesseeseresensersneneeneriae a cea egee tesa rpennsurees ED
DeritaliGoverage:nnniieniarcatiiven inciticiv icin oi cite ivanell eee dea ees 10
Vision COVEragE ......... ce ccceeeeeeeeeeereseeeee See reesdeenereepearecneentntatsecereeenerteeeteatraxestesesesesnrserersetL cl
Artiche VII - Leaves Of ADSGINCE vi ccc: cissciccssecsseccarseesscesessnsstedscsscecseosssnsccevsces tes seae seed sesbeesseseesere rai sdal wi lO
Vacation L@aVe.........cccecsees ipegitls cpus teil Gea davagpeuatuubeadt tatvacs teu ibuipvaned davgusctpapenvavaauitaccatee 10
hea hea iiss ct ssipecaveynstinca de oa naa ses eegneee cee sere sce eects ete tet te es eed edd cee ceeds erect 11
Sh be: Leen ha st sce hn ca aca haa na ak uc sansa aoe na wiarnige dae h ned p Ged Veqpdbnaue don begs Cadiaudeuetaeadaaberasid 1i
FAIA ie cise ccc neceeeescoeeesitee ones censien tet eeesernta seas ana aiea SR To reer ree EE
Sick Leave: Baik viiciiiaveuisiiaiissees Aiea ia A es he ee 11
Personal DayS.....cccccsssserccnersseseereenanesnnssestenneesss SEeeecenraneaeeenrerecenaes pre receereeeraeentesnenseestenee st oa
Sa Dav resiciceinctdi saw erties oe es eee te ee ee ite nnake
Wil iRay Seale Lehre oi ae ia eiisvascssi cian ind sstacusaaaapaehinsaaioiet cresuemearesycat iad atta altaviae 12
BOPGaVE MEME LAME ini ceseecescec cceesecses ccecnrmecsetececvnsieevennceentaenerecceens Svea vga Gin ghe sage iee teenivstoe Ne
Extended: Leaves cui sk ca aie Ri 12
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Released Time .issccccsccssssssssasressssssssasessasssnennen 12
Article VIII - Employment Status ............eccssssseeeenneereees dceestiaesantecesstesssuneaeresepaaeqeeeeceecenaeeaseesees 13
Vacancies and New Positions...........cscsssscscscserscessrssenseesserersersesssensiness sienna LS
Involuntary Transfers.......cccceceressces S esGPL CAE satan eluii ruibisnase celine ciiupetuans ints os een ee eaeercaies 13
REGU CEON U Sta Hh vccicteceeccsssccrineeernvceeveciacerba nesses adiciguisa andes svituvi vensaba tba sdeeseernnec
Popcabnenticar ear SH BAbS ie sdicais ttveavdcssdataedbsa esas uvinedeispseiee Coypetecettan scone eee iaa Hveks
DUS CI DIME insitecs eaten: ons sersesvtaenaveerenessenscaes erne Pe ET EET TEL ELLE CELERY ESE LTE OO 14
Resignations and Retirement wisisisicisincecidesdstin veverssocetctctenalb cons tte denesssdtocadbcevedeinoncinas sassanne 14

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Article (X - Performamce Appraisal ........c.scsccccncessenecnnsaeeaenerennessesensesnneses seeecrtusssucenstastarssasenseas LE
Article X - Terms and Conditions of Employment......0.00ccccccscscs ees eidpatuisisat cay ee tebe RYE 15
Wr YOM .......cccccccccecsseecesessesesscecceeeesesscensesesseeseenteseeseesrenseesneseets ersten Siti Aaasdivalitedn ded
DOSER RI OI cai cstercsivanrinscipestias cite vanieaty baie rea ua eat cembacecarsectdeus Tes deceinces cede cavdaseat aveeaveteas ceveaeaet hens’ 15
Benefits for Part-Time AdMINIStFaTOPS...........ccc secs secersesssesssseseessncsestsenerseseessceee LO
Article XI - Association Representatives ......:cccscssesssescsssensssstestesesesseesssscsneenseesearcaneeaseansansnesensenss 16
Official List of Nashua Association of Administrators & Supervisors Representatives..... 16
Article XII - Association Privileges and Responsibilities... eseeeseeseeesreseeesneareers sessaseaterenerse
Fea CRB eas eis ises aaa sic aitbay Sab naa en cv an i a ann an oe hah va ann nd Hane eae tye ae 16
Recognition of Local Organization Representative.............cccesccesrseceenseenseseesenrsssees LB
Distribution of Materials — Mail BOX@S .......::ccersccecsnsessrseessersecsssesseesesapesateaseueseneeecaneeanas 16
ASSOCIATION M@QTINGS.......cccscsscascsssssssesscsenseessussasssvssussassesesassarsuesnaseesessecasossesasssoesnsnarsaree DM
Protection of Individual and Group Rights ..................::cssccsceecceeceeeeeeeeneessensereesdederneeasies 16
Leave for: Pres MM OaE ste iicas cass sean dessins aia cava stan nde ea edd se een nate LE
Article XIll - Grievance Procedure and Resolution of Complaints ............cccssscnsereerseneeseateentess 17
Article XIV — Negotiations and Printing of Agreement .......cccccsecessscsesssererserenernsnarssesraseasansereene 18
Article KV - Duration of AgrE@Ment ....... ccs sssescssessnesersesteeseissasiessessneseesneresesssasissessescnay Det

APPENDIX A-1: Salary SCHEGUIE ooo... ccs sesscsssesssssssssessnessassassecssansasessssassosenarsaveenesarsavessssansasensenes 2M
APPENDIX A-2: Salary Grid 0... eect eee cee tees sseeenneeeeeeneeeneeaeecnaeeaseneceanede a1 hes aig hed ee eaaerenn renege eee
DEP EDRs a Sid: Baar sci ii See aa aaa ESET waa Sa eS 23
APPENDIX B: Longevity Payrnent Schedule... csecceseesseestereresesseseetsenssntarstartnesscrsnstseseersees 24
APPENDIX: C2: Greve FOCI weiicsisascsvideaceaties cou cees tesene eek eh eee areca eee ee 25

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AGREEMENT made by and between the NASHUA BOARD OF EDUCATION (hereinafter called the “BOARD”)
and the NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS AND SUPERVISORS (hereinafter called “THE
ASSOCIATION”) AFSA, AFL-CIO.

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ARTICLE |
Recognition

The “BOARD” recognizes the Nashua Association of School Administrators and Supervisors as the
exclusive representatives for the purpose of collective bargaining concerning wages, hours, legally
limited terms and conditions of employment pursuant to N.H. Chapter 273A-X| of all administrators
under contract who are employed by the “BOARD” at least 50% of the time as administrators or
supervisors as included herein:

ADMINISTRATORS — as listed in Appendix A-1
SUPERVISORS — as listed in Appendix A-1
NON-SUPERVISORS — as listed in Appendix A-1
But excluding all other employees.

The Association agrees to represent equally all members of the bargaining unit without regard to
membership in the Association.

Union Dues — Upon receipt of a voluntarily executed authorized deduction card, the District agrees
to withhold union dues from payroll and remit them to the union.

ARTICLE Il
Definitions

The term “School”, as used in this agreement, means any work location or functional division
maintained by the Board where instruction is offered to the children of Nashua.

The term “length of service”, as used in this agreement, shall mean active employment except as
otherwise provided in this section (2:4). In the event of authorized paid leave granted pursuant to
this agreement, the administrator or supervisor on such paid leave shall continue to accrue length of
service, In the event of authorized unpaid leave, or layoff, the administrator or supervisor shall retain
such length of service as was accrued on the date of the authorized unpaid leave or layoff upon return
to active employment, but shall commence further accrual only upon such return and shall not accrue
length of service during such leave or layoff period. In all other cases of interruption of service, the
administrator shall lose all accrued length of service.

The term “days” shall mean (Monday through Friday) work days.

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ARTICLE II)
Resolution of Differences and Management Rights

Resolution of Differences by Peaceful Means

The Association and the Board agree that differences between the parties shall be settled by peaceful
means as provided within this agreement. The Association in consideration of the value of this
agreement and its terms and conditions will not engage in, instigate or condone any strike, work
stoppage or any concerted refusal to perform designated administrative or supervisory duties, as
well as related functions on the part of any employee covered by this agreement, or otherwise
engage in any activity/activities that constitutes an unfair labor practice pursuant to RSA 273-A:5.

Management Rights

The Association recognizes the following responsibilities, rights, authority, and duties of the Board
and the Superintendent of Schools, except as they are modified by provisions of this agreement.

The Board and Superintendent hereby retain and reserve unte themselves, without limitation, all
power, rights, authority, duties and responsibilities conferred upon and vested in them by the
statutes, including RSA 273-A:1, XI, and constitution of the State of New Hampshire, the rules and
regulations of the New Hampshire Board of Education, and the Charter of the City of Nashua:

1. Tothe executive management and administrative control of the School District and its properties
and facilities.

2. To hire, promote, transfer, assign and retain employees in positions with the Nashua School
District and to suspend, demote, discharge or take other disciplinary action against employees
for just cause, to relieve employees from duty because of lack of work or other legitimate

reasons.

3. To decide upon the duties, responsibilities, and assignments of administrators and supervisors
with respect to administrative and non-teaching activities, and the terms and conditions of
employment.

ARTICLE IV

Conformity to Law and Saving Clause

If any provision of this agreement is or shalt at any time be determined contrary to law by a court of
competent jurisdiction, then such provision shall not be applicable or performed or enforced except
to the extent permitted by law. In the event that any provision of this agreement is or shall at any
time be determined to be contrary to law by a court of competent jurisdiction, all other provisions
of this agreement shall continue in effect.

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ARTICLE V

Salary and Rates of Pay

Salary Schedule

All bargaining members will receive increases effective July 1, 2021 per the salary schedule in
Appendix A-2, except those newly hired bargaining unit members who have already been placed with
a 2021-2022 salary. These employees will be placed on the salary schedule effective July 1, 2022. No
employee shall be placed on the salary scale above their supervisor with comparable experience.

Course Tuition Reimbursement

A. With advance approval from the Superintendent (or a designee}, an Association member
may be reimbursed 80% of the tuition cost for completing a work-related accredited college
or university courses(s), but not exceeding $1,000 annually. The Superindent (or designee)
may also approve reimbursement up to 80% per course or workshop sequence offered by
colleges or other training centers leading to certificates of study in areas directly related to
the work of the employee, but not to exceed $1,000 annually.

B. Reimbursement will only be made for courses completed with a grade of “B” or better at the
undergraduate level, a “B” or better at the graduate level, or a grade of “pass” if a course is
offered only on a pass/fail basis

Mileage Reimbursement

Association members who are authorized by their supervisors to use private vehicles on school
business shall be reimbursed at the prevailing IRS rate. Any employee using his or her private vehicle
for school business must maintain auto liability insurance coverage.

Method and Time of Salary Payment

Salaries of Calendar Year Association members shall be paid in twenty-six (26) bi-weekly installments,
starting with the first administrator pay period in July. School Year Association members shall be
paid in twenty-two (22) bi-weekly installments. Food Service Site Coordinators may choose 22 or 26
payment instaliments on a teacher pay cycle. Increases for Food Service employees who choose 26
payment installments shall begin with the first paycheck of the school year. Paychecks shall be
distributed te administrators in individually sealed envelopes. The District may institute delivery of
direct deposit slips by electronic means, subject to requirements of state law. An employee who
terminates his or her employment with the Nashua School District after receiving compensation for
a portion of time not worked shall reimburse the School District for the amount of unearned
compensation.

The President of the Association or his or her designee shall be granted 1 day of paid leave per fiscal
year to attend the national union conference.

Longevity

See Appendix B for a listing of Association members’ longevity payments.

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Severance Pay

Upon the retirement or death of a full or part-time Assocation member who has at least ten (10)
years seniority in the District, the District shall pay to that employee or the employee’s estate, in the
case of death, a per diem rate based on 60% of the employee’s current daily per diem salary, per day
of accumulated sick leave up to a maximum of one hundred (100) days. If the retirement or death
occurs in the middle of a fiscal year, the District shall pro-rate credit for sick leave based on the
separation date. For example, if you retire July 30, you would receive 1/12 of your sick time that is
loaded July 1.

Upon the resignation or layoff of a full or part-time employee who has at least ten (10) years seniority
in the District, the District shall pay to that employee a per diem rate based on 35% of the employee's
current daily per diem salary per day of accumulated sick leave, up to a maximum of one hundred
(100) days. If the resignation or layoff occurs in the middle of a fiscal year, the District shall pro-rate
credit for sick leave based on the separation date. For example, if you resign July 30, you would
receive 1/12 of your sick time that is loaded July 1.

Upon the retirement, death, resignation or layoff of a full or part time employee, or if the employee
transfers into a position not eligible for vacation, the District shall pay to that employee {or the
employee’s estate if the employee is deceased}, a per diem rate based on 100% of the employee's
accrued vacation time.

Association members in the employ of the District prior to July 1, 2011 shall be grandfathered in at a
maximum accural of 185 sick days for the purpose of severance calculations.

Total severance payments made to an administrator over the course of his or her career(s) with the
Nashua School District shall not exceed the maximum payment for which the Association member is

eligible under Section 5:6 (above).

Calculation of Per Diem Rates

For purposes of determining the value of payroll adjustments, accrued vacation leave and
severance, full calendar year shall be considered working 260 days. School year employees shall
use the amount of days currently assigned to their position.

ARTICLE VI

Supplemental Benefits

Workers Compensation

Association members shall be subject to the provisions of the New Hampshire Workers’
Compensation Law.

New Hampshire Retirement System

Association members shall be subject to the provisions of the New Hampshire Retirement System.

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Health Insurance

The District shall provide, upon the request of an Association member, the benefits of an individual,
two-person or family coverage under one of the following plans offered by the Board of Education,
or a comparable plan as determined by the Board:

Point-of-Service (POS) Plan;

HMO Plan; or

High Deductible Health Plan (HDHP) with Health Savings Account (HSA);
High Deductible Health Plan without Health Savings Account (HSA).

aoa

Health care plan options are at the sole discretion of the Board, and the Board reserves the right to
change a health insurance carrier providing comparable benefits. The District shall have the right to
provide prescription benefits through a separate provider managed by a pharmacy benefits manager.

Any Association member requesting initial membership in a plan may enter during a specified
enrollment period. Any eligible Association member desiring to select a different plan may make
such a change only during the annual enrollment period or a qualifying event.

The group health insurance of any Association member terminating employment with the District for
whatever reason - resignation, retirement, lay-off, discharge or unpaid leave of absence other than
sick leave - shall expire on the last day of the month following the month the Association member
terminates employment with the District.

The District shall contribute 70% of the premium for a point-of-service plan, and 80% of the premium
for an HMO and High Deductible plans. All plans offered by the district shall have the following co-
pays and deductibles:

1. POS and HMO:

a. Twenty Dollars ($20.00) per medical visit;

b. One Hundred Dollars ($100.00) per emergency room visit;

c. Two Hundred Fifty Dollars ($250.00) per person, Five Hundred Dollars ($500.00) per two-
person/Family Inpatient/Outpatient Facility Deductible; and

d. Three (3) Tier Pharmacy Benefit of $5/15/35 ($5/530/$70 mail order).

The following co-pays and deductibles below will become effective on July 1, 2022.
a. Twenty-five Dollars ($25.00) per medical visit;
b. One Hundred Dollars ($100.00) per emergency room visit;
c. One Thousand Five Hundred Dollars ($1500.00) per person, Three Thousand Dollars
($3000.00) per two-person/family Inpatient/Outpatient Facility Deductible; and
d. Three (3) Tier Pharmacy Benefit of $10/30/50 ($20/$60/$100 mail order).

2. Anthem HDHP with Health Savings Account (HSA):

a. Deductibles for the HDHP are $2,000 {single) and $4,000 (two-person/family);

. Annual $1,500 single and $3,000 (two-person/family) contriubtion to the HSA;
c. Prorating of HSA contribution based upon enrollment date — Employees who join the HDHP
with HSA at any time other than July 1 will receive a pro-rated city contribution of $125

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montly for a single plan and $250 manthly for 2-person or family plan for each full month
remaining in that fiscal year.

d. Annual disbursement of HSA contribution in two (2) installments July and October) — The
Board’s contribution wiil be distributed in two (2) installments, one on or about July 1 and
one on or about October 1, provided however that if an employee is required to pay more
towards his/her deductible than the initial 50% contribution, upon presentation of suitable
documentation, the City will contribute the remaining 50% before October 1.

Specific provisions of each plan, including pharmacy benefits, will be provided to each employee at
the time of hire, upon request, or in advance of any changes to the benefits provided by a plan.

The parties agree to reopen the contract only on the issue of health insurance in the event that the
Cadillac Tax is ever implemented.

Life Insurance

All Association members are eligible for life insurance at one and one-half times an individual’s
annual salary, to a limit of $200,000,

Professional Membership Dues

The Superintendent may approve the cost of membership dues to recognized professional
associations directly supporting an Association member's area of responsibility, contingent upon
available funds.

Long-Term Disability Insurance

The District shall pay for long term disability insurance for all Association members.

Dental Coverage

The District shall provide, upon the request of an Association member, at no cost to the Association
member, single person, two person or family plans for dental coverage. Dental buy-up option is
available to ail members.

Vision Coverage

The District shall provide, upon the request of an Association member, at no cost to the Association
member, vision coverage for a single, two-person, or family plan.

ARTICLE Vil

Leaves of Absence

Vacation Leave

Full calendar year Association members shalt receive twenty (20) days of annual vacation leave,
accruable on an ongoing monthly basis. Full calendar year Association members may accumulate
and carry over up to forty (40) vacation days on August 1* of each year.

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Part-time full-year Association members shall receive annual vacation leave and have the same
accrual and carry-over privileges as above, on a prorated basis.

Holidays

All full year Association members shall receive the following paid holidays:

July 4 Day After Thanksgiving
Labor Day Christmas Day
Columbus Day New Year's Day
Veterans’ Day Martin Luther King Day
Day Before Thanksgiving Memorial Day

Thanksgiving Day

Sick Leave

Each full year Association member shall be entitled to fifteen (15) days sick leave per fiscal year. Sick
leave will be cumulative to 165 days for those employees hired on or after July 1, 2011, and 185 days
for the employees hired prior to July 1, 2011. School year Association members shall be entitled to
11 sick days. Sick leave and accruals for part-time employees will be prorated based on the standard
hours for the position. Sick days for staff hired after the start of the fiscal year will be prorated in the
year of hire.

Sick leave may be used for absences caused by illness or accident of the employee, or the employee's
spouse or domestic partner, children or parents.

FMLA

The Nashua Schoo! District will abide by the requirements of the Family Medical Leave Act as it may
be amended from time to time.

Sick Leave Bank

Any eligible Association member may elect to participate in the Sick Leave Bank as outlined in the
Nashua School District Non-Affiliated Employees Handbook, as it may be revised from time to time
by the Board of Education.

Personal Days

Full-year Association members shall be entitled, during each fiscal year, to four (4} paid personal
days. School year Association members shall be entitled, during each fiscal year, to three (3) paid
personal days on days they are scheduled to work.

Personal days must be approved in advance by the Association member's supervisor. Personal leave
for part-time employees will be prorated based on the Standard Hours for the position. Personal

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days are not accruable to the next fiscal year. Personal days for staff hired after the start of the fiscal
year will be prorated in the year of hire.

Snow Day

Administrators shall be entitled to one (1) snow day per academic year to work from home at the
time the Superintendent makes the call that schools are closed due to inclement weather.
Administrators shall notify their immediate supervisor of the intention to work from home.
Supervisors may request evidence of work products as necessary. Annual snow days are not
accruable to the next fiscal year and cannot be used for Severance Pay (5:6).

Military Service Leave

The District will comply with USERRA and the Military Leave Provisions of the Family and Medical Act.
Bereavement Leave

Association members are entitled to bereavement for seven (7) days for the death of a spouse,
domestic partner or child; three (3) days for the death of immediate family members; and up to three
(3) days in any fiscal year for the death of close relatives. “Immediate family members” include
mother, father, brothers, sisters, and grandparents, as well as in-laws and step-relations to these
members. School year employees are entitled to the above for deaths that occur during the school
year.

Extended Leave

Upon the approval of the Superintendent and the Board, an Association member may be granted an
unpaid extended leave of absence for up to two full semesters, except that no leave of absence will
be granted for the purpose of accepting employment outside of the Nashua School District, or for
self-employment.

Jury Buty

Employees called to jury duty will be paid the difference between compensation earned for jury duty
and their reguiar salary. Employees must submit evidence of service as a juror and any compensation
for jury duty to the Payroll Office.

Released Time
Members of the negotiating team for the Association will be granted released time, if needed,

without loss of pay or loss of personal days for the purpose of contract negotiations, mediation, fact
finding, grievance representation arbitration and related court hearings.

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