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ARTICLE VIII

Employment Status

Vacancies and New Positions

A.

Vacancies and new positions shall be posted in iNews. A copy shall be sent to the Association
President when posted. Such notice shall be posted for no less than ten (10) calendar days
prior to the closing date of application for such vacancies or new positions. All posting
notices referred to herein shall delineate the duties, rate of compensation, qualifications for
the position, and application procedure.

Involuntary Transfers

A.

Where operational conditions permit, notice of a transfer which has not been requested by
the Association member shall be given to that Association member no less than 30 calendar
days prior to the effective date of the transfer.

An Association member who has been transferred and objects to the transfer may request a
meeting with the Superintendent or designee, with or without an Association
Representative, to discuss the transfer. Such a meeting will be scheduled within IO days of
receipt of the request.

Reduction in Staff

During a reduction in staff, the following guidelines will be used:

A.

B.

Where possible, staff reductions will be accomplished through normal attrition.

Where normal attrition does not suffice to reduce personne! in line with available applicable
positions, the following criteria will be considered within each pool—Each pool will be based
on positions within individual departments. First: level of performance as determined by
the performance evaluation, length of administrative experience in the District, and needs
of the District. Additionally, the following items will be considered: total length of service
with the District, prior administrative experience outside the District; voluntary district-wide
contributions; and level of formal education.

The Association member(s) so affected will be rehired or reassigned to vacancies within their
respective pools which may subsequently occur within a period of two years following the
layoff or reassignment and for which the Association member is qualified.

Probationary Status

A.

New employees in Association positions shall be considered probationary employees for the
first ninety (90) days of employment. At the discretion of the Superintendent, a probationary
period may be extended for an additional thirty (30} days based on reasons such as extended
absence from the job or a change in the Association member's supervisor.

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B. The purpose of the probationary period is to provide a reasonable period of time for an
employee to learn the fundamental requirements of the position, and for management to
assess an employee’s potential for successful performance in the position.

Cc. The Superintendent may dismiss an employee during the initial probationary period for any
reason. An employee who was employed with the District immediately prior to assuming a
new position may be returned to his or her former position or a comparable position if such
a position is available.

Discipline
A. The Association recognizes the right of the Nashua School District to discipline or discharge

employees for cause. Discipline shall be corrective in nature and ordinarily utilized
progressively, and shall follow due process. Progressive disciplinary actions normally follow
the following order:

Verbal Warning
Written Warning
Suspension without pay
Termination

Pw

B. The severity of any particular infraction may warrant an immediate disciplinary consequence
at a higher level, up to and including termination.

C. All disciplinary actions shall be documented and signed by both parties. The original will be
placed in the employee's personnel folder in the Human Resource office.

D. All disciplinary actions are subject to appeal following the grievance procedure outlined in
Article XII.

Resignations and Retirements

Unless for health reasons, Association members shall provide no less than thirty (30) calendar days
notice of resignations and retirements.

ARTICLE IX

Performance Appraisals

All evaluations and job performance appraisals will be in accordance with the evaluation and
performance forms and procedures adopted jointly by the Administration and Union. The evaluation
and job performance appraisal process shall include establishing performance goals for the ensuing
year. Annual evaluations shall be completed by June 30" each year.

Association members shall have the right to comment on any material contained in their respective
performance appraisals and their comments shall be affixed to the pertinent appraisal.

In those instances when an employee’s job performance consistently fails to meet minimum
performance expectations despite prior counseling and/or warnings from the employee’s supervisor,

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the employee may be placed on a written Performance Improvement Plan (PIP). During the time
frame when the employee is on a PIP, no annual wage percentage increase will be awarded. Failure
of the employee to meet the requirements for improvement in performance outlined in the plan may
result in disciplinary action up to and including termination from employment with the Nashua
School District.

ARTICLE X

Terms and Conditions of Employment

Work Year
A. All Association members shall work the days listed in Appendix A-1.
B. As a professional, all Association members are expected to devote to work the time

necessary to accomplish the task at hand which may include meetings, conferences,
programs and/or workshops which extend or are beyond the normal eight-hour work day.

Discrimination

There shall be no discrimination against any Association member because of legally permissible
Association activities or because of membership in the Association, or because of the filing or
processing of any grievance under this contract.

Benefits for Part-Time Administrators

Administrators who are employed by the school district on less than a full-time basis shall be entitled
to the following benefits prorated in the ratio the administrator's work day/work year is to the work
day/work year of a full-time administrator:

5:2 Course Tuition Reimbursement;
5:5 Longevity (see Appendix B};

7:1 Vacation;

7:2 Holidays;

7:3 Sick Leave;

7.4 Sick Leave Bank;

7:5 Personal Day

Administrators who are employed by the school district on less than a full-time basis shall also be
entitled to severance pay and life insurance, the calculation of which already reflect the
administrators’ part-time status.

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ARTICLE XI

Association Representatives

Official List of Nashua Association of School Administrators and Supervisors Representatives

The Association shall furnish the Board with a list of its officers and shall as soon as possible notify
the Board in writing of any changes. No Association Representative shall be recognized by the Board
except those designated in writing by the Association.

ARTICLE Xi
Association Privileges and Responsibilities

Fair Practice
As exclusive representative, the Association shall not preclude from membership any person in the

unit described in ARTICLE |. The Association will represent equally all persons described in ARTICLE |
without regard to membership in, participation, or activities in the Association.

Recognition of Local Organization Representative

The Superintendent shall recognize the Association President and/or a person designated by the
President in writing as the official representative of the local organization.

Distribution of Materials - Mail Boxes
Officers of the Association shall have the right to use reasonably the Administrative Office and/or

school mail boxes for distribution of Association material provided such materials are directly related
to Association business and are not in violation of any laws, rules, regulations or school policies.

Association Meetings
The authorized representative of the Association shall have the right to schedule Association

meetings in a school building before or after regular work hours as long as such meetings do not
interfere with any school business, acitvities or functions.

Protection of Individual and Group Rights

Nothing contained herein shall be construed to prevent the Board, a member of the Board, or its
designated representatives from meeting with any administrator for expression of views. Nothing
contained herein shall be construed to prevent any person from informally discussing any dispute
with the immediate superior or processing a grievance on the person's own behalf in accordance
with the Grievance Procedure set forth in Article XIII. None of the provisions of this agreement for
its duration shall be changed or modified without the mutual! written consent of the Board and the
Association. Nothing contained herein shall be construed to permit an organization other than the
Association to appear in an official capacity in the processing of a grievance.

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Leave for President

The President of the Association or designee shall be granted one day paid leave per fiscal year to
attend AFSA, AFL-CIO conferences.

ARTICLE XIll
Grievance Procedure and Resolution of Complaints

Both parties to this agreement encourage employees to bring forward concerns about work-related
issues to their supervisors, with the hope that direct communication and constructive conversations
can lead to the informal resolution of disagreements at the lowest possible level. However, should
an employee be unable to resolve a concern with his or her supervisor, the grievance procedure
outlined in this article shall be followed.

The purpose of this article is to establish a procedure for the settlement of grievances which involve
an alleged violation of a term or provision of this Agreement, or which involve a perceived violation
of work place conditions. All such grievances will be handled as follows:

A grievance must be filed within ten (10) working days of its occurrence or within ten (10) days of the
date the employee, by reasonable diligence, should have known of its occurrence. The grievance
must be submitted to the next step within the time limits provided or it will be considered settled. A
grievance once settled at any one of the following steps shall not be further subject to the grievance
procedure.

Grievances shall be processed in the following manner:

Step 1 Any Association member who has a grievance shall, with or without an Association
Representative, discuss it first with the immediate supervisor, in an attempt to resolve the
matter at this level. A decision shall be rendered within ten (10) working days.

Step 2 An unfavorable decision under Step 1 may be formally appealed to the immediate
supervisor within ten (10) working days. The appeal must be in writing on the grievance
form as provided by the Association. The immediate supervisor shall render a decision
within ten (10) working days.

Step 3 An unfavorable decision under Step 2 may be appealed to the Superintendent within ten
(10) working days. The Superintendent shall render a decision within ten (10) working
days.

Step 4 An unfavorable decision under Step 3 may be appealed to the Board of Education within
ten (10) working days. The Board shall render a decision within twenty (20) working days.

Step5 ‘Ifa grievance involving the interpretation or application of a specific provision of this
Agreement has not been settled after being fully processed through the grievance
procedure above, then the Association may submit such grievance to arbitration by giving
written notice thereof to the Board not later than ten (10) working days after the

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completion of Step 4. The grievance shall be considered as having been settled at Step 4,
unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such
agreement has not been reached within ten (10) working days after the receipt of such
written notice submitting the grievance to arbitration, the grievance may be referred by
the Association to the New Hampshire Public Employees Labor Relations Board for the
selection of an arbitrator in accordance with the applicable rules of said Board. Any
arbitration hereunder shall be conducted in accordance with such rules, subject to the
provisions of this Agreement. Determinations and decisions set forth by said arbitrator
shall be final and binding upon the parties. Each party to the arbitration shall assume its
own expenses and an equal share of the expenses of the arbitrator.

Grievance Mediation: Either party may submit to the other a request for Grievance Mediation.
Grievance Mediation can only take place by mutual agreement at any time during the grievance
procedure. The parties will agree mutually on the mediator. This does not preclude mediation
occurring the day of arbitration nor using the arbitrator as the facilitator. Should Grievance
Mediation occur, the parties shall agree to a time extension for the following steps.

Failure of the administration to render a decision within the time limits shall permit the grievant to
proceed to the next step. The grievant shail continue to observe the rules and regulations of the
District white the grievance is pending. A grievant shall have all rights provided by RSA 273-4 relative
to the processing of grievances.

ARTICLE XIV
Negotiations and Printing of Agreement
Up to five {5) Association members shall be allowed reasonable time off during regular working
hours, without loss of pay, for the purpose of collective bargaining. No overtime or other premium
pay shall be paid for time spent in collective bargaining.
Negotiations shall be conducted in accordance with N.H. RSA 273-A.
The District agrees to pay for the cost of printing copies of this Agreement for each Association

member. The Association agrees to distribute a copy of this Agreement to each Association member
presently employed by the District.

ARTICLE XV

Duration of Agreement

The provisions of this agreement shall become effective as of July 1, 2021 unless otherwise specified
and shall continue and remain in full force and effect to and including June 30, 2024 when it and all
provisions and benefits therein shall expire unless an extension is agreed to by both parties and
expressed in writing prior to such date.

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The Board and the Association agree to begin negotiation of a successor agreement concerning
wages, hours and other terms and conditions of employment no later than January 1, 2024.

15:2 IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their
respective presidents.

NASHUA BOARD OF EDUCATION NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS &
SUPERVISORS

Heather Raymond, President Daniel Alexander, President

Dated Dated

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APPENDIX A-1

Salary Schedule
Beginning July 1, 2021

The following are the school administrator and supervisor positions who are members of the Nashua
Association of School Administrators & Supervisors.

Position Hours/week
Position Title Type Grade And
Days/Year
Director of Technology A 6 40/260
Director of Plant A 6 40/260
Operations
Director of Food Services A 5 40/260
Director of A 4 40/260
Transportation
Director of Guidance A 4 40/260
Director of Special A 6 40/260
Education
Director of Athletics A 6 40/260
Director of A 4 40/260
Adult/Community Educ.
Director of CTE A 4 40/260
Director of ELL/Student A 5 40/260
Services
Director of Titte One A 4 40/260
Services
Director of A 4 40/260
Communications
Assistant Director of A 5 40/260
Special Education
Assistant Director of A 5 40/260
Special Education
Assistant Director of A 4 40/260
Plant Operations
Maintenance
Assistant Director of A 3 40/260
Plant Operations Safety &
Security
Assistant Director of A 5 40/260
Business
Assistant Director of A 4 40/260
Technology

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Hours/week

Position Title oie Grade And
ype Days/Year

Custodial Supervisor 5 3 40/260

(Elem.}

Custodial Supervisor (MS) i) 3 40/260

Business Services A 3 40/260

Manager

Office Manager (SPED) § 3 40/260

Office Manager S i 40/260

(Technology)

Office Manager (Title |) S 1 40/260

Coordinator of 21° A 3 40/260

Century

Coordinator of A 5 40/260

Brentwood Program

Coordinator of SPED A 4 40/260

Preschool

Coordinator, Out of A 2 40/260

District Placement

Systems Administrator- N 4 40/260

Programmer

Systems Administrator- N 4 40/260

Network

Systems Administrator- N 3 40/260

General

Assistant Systems N 2 40/260

Administrator

Data Analyst N 4 40/260

Food Service Business 5 1 37.5/200

Manager

Food Service Site 5 1 37,5/196

Coordinator

Instructional Leader N 3 40/199

Attendance Officer N 2 40/190

i4See Coordinator N 1 40/260

ELL Coordinator N 2 40/260

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APPENDIX A-2

Salary Grid
Beginning July 1, 2022
FY2022-FY2024
GRADE
1 2 3 4 5 6
1 40,000 51,000 56,000 76,000 82,500 90,000
2 41,000 $2,275 57,400 71,750 84,563 92,250
3 42,025 $3,582 58,835 73,544 86,677 94,556
4 43,076 54,921 60,306 75,382 88,843 96,920
5 44,153 56,294 61,814 77,267 91,065 99,343
6 45,256 57,702 63,359 79,199 93,341 101,827
7 46,388 59,144 64,943 81,179 95,675 104,372
3 47,547 60,623 66,566 83,208 98,067 106,982
a 9 48,736 62,139 68,231 85,288 100,518 109,656
a 10 49,955 63,692 69,936 87,420 103,031 112,398
EB 11 51,203 65,284 71,685 89,606 105,607 115,208
12 52,483 66,916 73,477 91,846 108,247 118,088
13 53,796 68,589 75,314 94,142 110,953 121,040
14 55,140 70,304 77,197 96,496 113,727 124,066
is $6,519 72,062 79,127 98,908 116,570 127,168
16 S7,649 73,503 80,709 100,886 118,902 129,711
17 $8,802 74,973 82,323 102,904 121,280 132,305
18 59,978 76,472 83,970 104,962 123,705 134,951
19 61,178 78,002 85,649 107,061 126,179 137,650
20 62,401 79,562 87,362 109,203 128,703 140,403

Step 21 on any year (FY22-FY24) will receive an additional $1,000 over the current Step 20.

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