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GENERAL POLICIES:

Compensatory time is allowed for non-exempt employees only under the following conditions:

A. Calculating Conversion: Compensatory time is computed at an hour and a half (1 ¥% hours) for

every hour of straight time worked over 40 hours in a week.

1. Overtime Form: Employees will make out a Department Overtime form and mark their
intention to have the time converted to time coming.

2. Approval: Said form shall be submitted to the appropriate Bureau Commander or applicable
supervisor for approval.

3. Responsibility of Supervisors: As designated by the appropriate Commander or applicable
supervisor, each Bureau or other organizational component will maintain the slips and make
the necessary additions and subtractions as necessary to maintain a current total to the
maximum amount as specified below.

4. Use: Requests for use of compensatory time (time coming) shall be subject to the needs of
the Department including potential workloads and/or manpower requirements. The decision of
the supervisor shall be final and not subject to the grievance procedure.

Maximum Balance: Full-time employees may only have a maximum amount of 24 time coming
accumulated hours at any one time. Any overtime stips submitted for accrual purposes which bring
the total accrued amount beyond the 24 hours will be submitted by the appropriate supervisor or
designee through the normal process for overtime payment to the employee. For each Department
Overtime Form, there will be no splitting of the overtime between time coming and overtime
payment when submitted by the employee for conversion to time coming.

Time/Date Limits: Said time must be used within 3 months of the accrual date, but may not be
carried over from one calendar year into the next.

Responsibility of Supervisors — Expired Time Coming: If a slip becomes outdated, but the

employee has taken partial time coming hours, the time taken will be deducted by the member's
appropriate supervisor or designee and the remaining time will be converted back to normal
overtime for payment.

UTILIZING COMPENSATORY TIME:

When employees utilize compensatory time:

A. Department Form: The employee will complete the appropriate Department form when utilizing

any compensatory time (time coming). The same procedures will be following as vacations, etc.

Deductions: The time will be deducted from the employee's time coming accrual and from the
actual overtime forms or other automated system. Once an overtime slip’s conversion to time
coming has been used completely, the slip will be marked as so and may be kept for record

purposes.

. Termination of Employment: If an employee leaves employment for any reason, any accrued
time will be converted back to overtime hours and will be submitted for payment.

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ARTICLE 28: LUNCH TIME & COFFEE BREAKS

LUNCH PERIODS:

A.

Lunch periods shall be paid according to any of the following ways as dictated by the Chief of Police
or his/her designee:

1. An hour (1) lunch (without pay);

2. A 1/2 hour iunch (without pay); or

3. A20-minute lunch break (with pay).

B. An employee may be called back from a lunch break due to emergencies.
CG. The Bureau Commander or designee will allow an additional lunch break to be taken if conditions
allow this to occur.
BREAKS:
A. Employees may be allowed up to two (2) 15-minute breaks if conditions allow.
B. One break may be taken before and one may be taken after the lunch break period as the work
schedule allows.
C. All employees may be called back from a break due to emergencies.
D. The Bureau Commander or designee will allow an additional break to be taken if conditions allow.
E. The availability of breaks wilt not change an empioyee’s normal workday schedule.
ARTICLE 29: WORKERS COMPENSATION
GENERAL GITY POLICIES:

A. State RSA/City’s Worker's Compensation Insurance: Employees shall be covered by the
provisions of the New Hampshire Worker's Compensation Act, as may be amended from time to
time, and by related City policies. All employees are covered by the City's worker's compensation
insurance. The cost of this coverage shall be paid entirely by the City.

B. Notification to Supervisor/Completion of Paperwork: In the event an employee is injured on
the job, he or she must give immediate notice to their supervisor and complete the required
paperwork.

C. Supplementing Worker's Compensation Payments: The employee may choose to supplement
his or her worker’s compensation payment utilizing available benefit leave balances. The use of
accrued leave shall be limited to the difference between the amount the employee is paid under
Worker Compensation and the amount of the employee’s pay for their regularly scheduled work
week as in effect at the time of the injury.

D. Accruing Benefits: Employees will continue to accrue full benefits while receiving worker's

compensation benefits.

VOCATIONAL REHABILITATION (RSA 281-A:25):

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The City of Nashua shall follow the State Law under RSA 281-A:25,

ALTERNATIVE WORK OPPORTUNITIES (RSA 281-A:23-b}:

The Department shall follow the State Law under RSA 281-A: 23-b regarding the development of temporary
alternative work opportunities for injured employees.

REINSTATEMENT OF EMPLOYEE SUSTAINING COMPENSABLE INJURIES/ REPLACEMENTS (RSA
281-A:; 25-a):

For employees who have sustained an on-duty injury, the Department shall follow the State Law under RSA
281-A:25-an entitled, “Reinstatement of Employee Sustaining Compensable injuries.”

A. Temporary Replacement: Unless otherwise designated by State or Federal law, during the time
an employee is disabled from performing the duties of his/her position due to an on-duty injury, the
Department reserves the right to temporarily fill the position as needed up to an 18-month period
from the date of the injury.

B. Permanent Replacement: Unless otherwise designated by State or Federal law, after the 18-
month period if the person is still unable to return to his/her position, he/she shall be deemed to be
unable to return to work. The person will be released, and the position may be filled permanently.
If the employee becomes employable after the 18-month period, he/she may apply for any vacant
position within the Department for which he/she is qualified for.

ARTICLE 30: VACANCIES

GENERAL POLICY:

It is a policy of the Nashua Police Department to employ the best candidates possible through positive
recruitment and selection to ensure a lower rate of personnel turnover, fewer disciplinary problems, higher
moral, better community relations, and more efficient and effective services. The recruitment process will
be consistent with City and Department procedures and Federal and State laws.

FILLING VACANCIES WITH CURRENT EMPLOYEES:

A. Opportunity to Apply: When iilling vacancies for positions covered by this Agreement, current
employees will be given the opportunity to apply for the position through a City Posting, to be
evaluated for consideration purposes, and to participate in testing procedures if applicable.

B. Promotions: (Cite Article 21 —Wages for policies.)

CG. Demotions: Employees may apply for vacant positions lower than their current grade, which would
be considered a demotion. (Cite Article 21 - Wages for policies.)

D. Unsatisfactory Performance: Should the employee's performance be unsatisfactory any time
during the six-month period, the Chief of Police may:

Extend the probationary period for an additional 6 months;

Permit the employee to bid on another vacancy for which he/she is quatified, or,
Return the employee to the position which he/she left if still vacant, or,

To terminate the employee from employment with the Nashua Police Department.

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ARTICLE 31: WORK POLICIES & REGULATIONS

GUIDELINES FOR DEPARTMENT OPERATIONS:

It is the policy of the Nashua Police Department to provide certain guidelines to insure efficient Department
operations. Civilian employees must comply with all applicable chapters or sections within the Nashua
Police Department Rules & Regulations Manual or other written or unwritten procedures/policies.

STANDARDS OF CONDUCT:

Civilian employees are subject to the Nashua Police Department's Disciplinary System and Internal
Affairs Investigations for any complaints/allegations relating to a criminal offense; neglect of duty; a
violation of Department/City policies, rules, procedures or ordinances; or conduct, either on or off duty,
which may tend to reflect unfavorably upon the employee, City or Department.

ARTICLE 32: RETIREMENT SYSTEM

Employees who work thirty-five (35) hours or more per week are mandated to join the NH Retirement
System (NHRS$)}.

ARTICLE 33: SENIORITY

DEFINITIONS:

A. City Seniority: “City seniority” is defined as continuous service either from the date of hire or
rehire and is used for accrual purpose only.

B. Department Seniority: “Department seniority” is defined from either the date of hire or transfer
into the Department and shall be given due consideration with regard to choice of vacations and
layoffs.

SENIORITY POLICIES:

A. Conflicts: In the event of a conflict, the last names of the two parties shall be considered
alphabetically and placed accordingly. Such placement shall determine City and/or Department
seniority. In these cases, if an individual's last name changes after their date of hire, their seniority
date shall not be affected, but shall remain as was originally established.

B. Department Supervisors: Department supervisors who work in the same bureaus or divisions as
other civilians in this or other bargaining units or who are Merit Employees shall have seniority over
other civilians due to their positions. This also includes Assistant Supervisors; however, the
Supervisor has seniority over the Assistant Supervisor.

GC. Full-Time vs. Part-Time Employees: Full-time employees shall have seniority over part-time
employees.

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DB. Transfers: If an employee moves into another position outside of this bargaining unit, his/ner

seniority date shall be as listed in another bargaining agreement or benefit package.
Rehires: If an employee resigns from a position within this bargaining unit and returns to the

bargaining unit within twelve months, the employee will regain his seniority and the accrual rate
that was effective at the date of resignation.

ARTICLE 34: LAYOFFS, RECALLS, & VOLUNTARY RESIGNATIONS

LAYOFFS:
A. Authority: Management reserves the right, power, and authority to lay off employees within the

Nashua Police Department as deemed necessary.

Primary Determining Factors: When making any layoff decisions, the primary determining
factors that will be considered are job performance, absenteeism record, and the workload & the
number of personnel within a particular bureau, division, or shift. If the listed factors are the same
when considering layoff decisions, the full-time continuous date of employment with the Nashua
Police Department will be considered.

C. Advanced Notification: As a courtesy, the Department shall make every attempt to notify
both the affected employee(s) and the Department Union Representative in advance whenever
possible.

EMPLOYEE CLASSIFICATIONS:

A. Reqular Employee: A full- or part-time employee who has completed a probationary period and
who's funding is not paid by a grant.

B. Temporary Employee: A full- or part-time employee who has not completed a probationary period
or who has completed a probationary period, but whose position is funded either in full or in part by
a grant.

C. Grant Employee: A full- or part-time temporary employee who is paid either in full or in part
through a grant for a period of time and is not guaranteed continued employment.

D. Consultant: A person who works full- or part-time at the Nashua Police Department, is not paid
directly by the Department/City but an outside agency, does not receive any benefits from the
Department, and is not part of the Bargaining Unit.

RECALLS:

Employees, who through no fault of their own are laid off from their position, will be placed on a recall list
and given preferential consideration for like positions with due regard for City/Department seniority and past
performance. Laid off employees will remain on an established list for a period not to exceed two years.

VOLUNTARY RESIGNATIONS:

Employees who fail to return to work when recalled from layoff upon official notice from the City, will be
considered to have abandoned (voluntarily resigned) their position.

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ARTICLE 35: BULLETIN BOARD

LOCATION AND POSTING OF UNION MATERIALS:

The Department shall maintain a bulletin board for the Union to post notices of Union appointments,
elections, meetings, recreational and social affairs, or other Union-related matters. The location of the
bulletin board will be agreed upon by Management and the Union. Said materials shall be posted in no
other locations.

APPROVAL, REMOVAL, & REVIEWING OF POSTED UNION MATERIALS:

No other material or information shall be posted without approval by the Chief. Upon the Chief's written
request, the Union shall promptly remove any material which is offensive or detrimental to the
Union/Management relationship. The Union will periodically, or upon the Chief's request, review all posted
material and remove material which is no longer pertinent.

ELECTRONIC MAIL:

A.

B.

D.

General Policies: Department services are provided to certain members/employees to support
communications and exchanges of information. This access is a privilege which is revocable.
Employees should not have any expectation of privacy with respect to any information transmitted,
and such communications may be subject to the NH Right to Know Law. All electronic
communications are also subject to the policies under the Department's Rules and Regulations

Manual.

Legitimate Business Purposes: Electronic mail is to be used for legitimate business purposes.
“Legitimate business purposes," includes the sending of union notices of meetings to the
membership and any necessary electronic communications during the negotiation process among
the Union Bargaining Team Members.

Approval of the Chief of Police: Any other uses not defined under Paragraph “B"

above, shall be brought to the attention of the Chief of Police or a Deputy Chief in his/her
absence for approval prior to the electronic communication being sent to the Union membership.

ARTICLE 36: PARTIAL INVALIDITY, SEPARABILITY, & COMPLIANCE WITH LAWS

INVALID OR UNENFORCEABLE PROVISIONS WITHIN THE AGREEMENT:

A.

B.

Applicable Law: Should the parties hereafter agree that applicable law renders invalid or
unenforceable any of the provisions of this Agreement, the parties shall attempt to agree upon a
replacement for the affected provision. Such replacement provisions shall become effective
immediately upon ratification according to the respective procedures and regulations of the parties
and shall remain in effect for the duration of the Agreement.

Court, Board, or Other Authority: In the event that any of the provisions of this Agreement shall
be declared invalid or unenforceable by a court, board, or other appropriate authority, such invalidity
or unenforceability shall not affect the remaining provisions thereof.

AGREEMENT IS SUBJECT TO ALL PERTINENT FEDERAL, STATE, AND LOCAL LAWS/
ORDINANCES:

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The parties agree that this Agreement is subject to all pertinent federal, state, and local laws and
ordinances, as the same may be amended or enacted from time to time, and this Agreement shall be
construed in accordance therewith, and the parties shall conform their conduct thereto.

ARTICLE 37: EDUCATIONAL REIMBURSEMENT, MANDATED TRAINING,
& PROFESSIONAL AFFILIATIONS/LICENSING

AVAILABLE FUNDING:

The Commission shall allocate an amount of $$20,000 to spend on educational benefits (tuition
reimbursement) for all department members per fiscal year.

A.

Said amount is on a first come, first serve basis. In order to receive reimbursement for that fiscal
year, the Financial Services Division must receive any previously approved requests, along with
the grade, by June 15. Any requests for reimbursements received after June 15 may be charged
to the next fiscal year’s allotment.

Once the $20,000 cap is expended, the educational benefit (tuition reimbursement) is no longer
available to employees covered under this Agreement.

COURSE REIMBURSEMENT CRITERIA:

The maximum amount the Department will pay per class is $900 duringthe-tisealyearper school term. The
Commission shail reimburse employees up to 100% of the tuition costs for one course successfully
completed during the academic term for a degree- or certificate-related program under the following

conditions
A. Degree/Certificate Program: The course selected by the employee must be part of a degree or
certificate program and approved by the Chief or designee prior to enrollment;
B. Accredited: The course must be taken at an accredited college or university;
C. Satisfactory Grade: The employee must receive a passing grade of "C" (or its equivalent) or
better.
D. Job-Related: The degree or certificate program must be job-related. The final decision of whether

or not the degree or certificate program is job-related shall be determined solely at the discretion
of the Chief.

BOOKS AND/OR RELATED FEES:

The City does not reimburse employees for books and/or related fees.

MANDATED TRAINING:

Employees who are mandated to participate in programs or workshops/conferences will be reimbursed at

100%.

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PROFESSIONAL AFFILIATIONS/LICENSING:

The Department shall bear the cost of all licenses and/or certifications required by various regulatory
agencies (local, state, and federal) to maintain the employee's required certifications and licenses relating
to their current position within the Department.

GRIEVANCE POLICY:

This articie shall not be subject to the grievance procedure.

EDUCATIONAL INCENTIVE:

AVAILABILITY: Ona yearly basis, employees shall be paid on the Thursday following December (st in a
lump sum of the following:

1. $500 for attaining an Associate’s Degree
2. $1,000 for attaining a Bachelor's Degree
3. $1,250 for attaining a Master's Degree

RESTRICTIONS:
1. Duplicate Deqrees: Employees shall receive only one lump sum ($500) for an Associate's Degree
no matter how many Associate's Degrees the member has; only one lump sum ($1,000) for a
Bachelor's Degree no matter how many Bachelor's Degrees the member has; and, only one lump
sum ($1,250) for a Master's Degree, no matter how many Master’s Degrees an employee has.

2. Master's Degree: Members shall receive only one incentive ($1,250) for attaining a Master's
Degree. They shall not receive an additional incentive ($1,000) for their Bachelor's Degree, as this
is a prerequisite for a Master's Degree.

3. Submission by Deadline: It is the responsibility of members to submit a copy of their degree by
November 1st for the yearly December 1st payment (closest to the normal payday) to the Financial
Services Division. Thereafter, it is not needed to submit a copy every year.

4. Degree Earned After Deadline: If members do not submit a copy of their degree, or earns the
degree after the deadline, they shall not become eligible to receive the Educational Incentive until

the following year.
ARTICLE 38: WAIVER

RIGHTS DURING NEGOTIATIONS:

The parties acknowledge that during the negotiations which resulted in this Agreement, each had the
unlimited right and opportunity to make demands and proposals with respect to any subject or matter not
removed by taw from the area of collective bargaining and that the understandings and agreements arrived
at by the parties after the exercise of that right and opportunity are set forth in this Agreement.

NO OBLIGATION TO REOPEN CONTRACT NEGOTIATIONS FOR ANY SUBJECT OR MATTER:

A. Matters Referred to or Contained Within Agreement: Therefore, the parties for the life of this
Agreement voluntarily and unqualifiedly waive the right, and each agrees that the other shall not
be obligated to reopen contract negotiations with respect to any subject or matter referred to or
covered in this Agreement.

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B. Matters Not Referred to or Contained Within Agreement: Further, the parties, for the life of this
Agreement, voluntarily and unqualifiedly waive the right, and each agrees that the other shall not
be obligated to reopen contract negotiations with respect to any subject or matter not specifically
referred to or covered in this Agreement, even though such subject or matter may not have been
within the knowledge or contemplation of any of the parties at the time this Agreement was
negotiated or signed. The parties may, however, voluntarily agree to reopen contract negotiations
on any subject at any time.

SUPERSEDING OF ALL PREVIOUS WRITTEN/ORAL AGREEMENTS OR UNDERSTANDINGS:

This Agreement contains all of the agreements and understandings between the parties; and supersedes
all previous agreements and understandings, and no oral agreement or understanding survives the

execution hereof.

ARTICLE 39: DEFERRED COMPENSATION PROGRAM
A Deferred Compensation Program is eligible to employees as long as it is offered by the City of Nashua
and no additional costs are incurred by the Department as a result of employee participation in the
Program.

ARTICLE 40: DURATION OF AGREEMENT
This Agreement between the Union and the Department is a four year agreement, commencing on July
1, 20482022, and expiring at midnight on June 30, 20222026. A party desiring to negotiate a successor
agreement hereto shall give notice to the other party at least one hundred twenty (120) days in advance of
the expiration date hereof. If such notice is given, the parties shall negotiate a successor agreement in
good faith in advance of the expiration hereof if possible, and, if said successor agreement has not been
executed prior to said expiration date, then the parties shall conduct themselves in accordance with the
principal of “status quo”, or as otherwise required by jaw. The terms of this contract are retroactive to July

1, 20482022.

AGREED to by and between the parties at Nashua, New Hampshire, as evidenced by the signatures of

their duly authorized representatives, set forth below, this day of
NASHUA BOARD OF POLICE UFPO Local 645 Professional Employees
COMMISSIONERS of Nashua Police Department

WITNESSES:

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