Search

D.

Health, Dental & Life Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved leave of absence. The City will continue to pay
its share of health and dental insurances up to six (6) months for an employee who is on an
approved unpaid leave of absence.

1. Health & Dental Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved paid leave of absence. The City will
continue to pay its share of health and dental insurance up to six (6) months for an employee
who is on an approved unpaid leave of absence.

2, Life Insurance: The City will continue to pay its share of life insurances up to six (6) months
for an employee who is on an approved paid or unpaid leave of absence.

FAMILY MEDICAL LEAVE ACT (FMLA):

An employee, who is employed for at least twelve (12) months or has worked at least 1,250 hours during
the prior twelve (12) month period, is eligible to take up to twelve (12) weeks leave of absence over a twelve
(12) month period of time. FMLA leave is granted for the serious illness of the employee, spouse, the care
of a minor child, the placement of a foster/adoptive child, the birth of a child, personal illness or the care of
a parent, child or disabled child, who has a serious health condition. (Cite the General Order in the
Department's Rules & Regulations Manual for additional language.)

TEMPORARY/REGULAR REPLACEMENT:

A.

Lengih of Unpaid Leave: Unless otherwise designated by law, if the Department's operations are
affected due to the length of an unpaid leave of absence for personal illness and a medical authority
cannot determine when the employee is able to work, it shall be the Chiefs of Police discretion to
hire a temporary or regular replacement.

Recovery: If an employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satistied with the recovery, he/she will have
preference over applicants outside the City to apply for any position within the City that he/she is
qualified for.

Termination: If the employee cannot recover during the limitation period as described above, the
employee shall be terminated.

ARTICLE 20: PERSONAL DAYS

GENERAL POLICIES:

A.

B.

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.

The receipt and use of personal days will be on a calendar year basis.

Employees on payroll effective January 1* or hired before July 1° are entitled to three (3) personal

days per year {not deducted from accrued sick leave). In addition, employees are entitled to two

(2) additional personal days; however, said days shall be deducted from the employee's accrued
sick leave. If there is no accrued sick time available, the employee may elect to take an accrued
vacation day. If there is no accrued vacation time available, the employee is not eligible for a
personal day.

28

In the first year of employment, employees hired after July 1° are entitled to two (2) personal days
{not deducted from sick) and one (1) personal day (deducted from sick) and those hired on between
October 1*' and December 31* are entitled to one (1) personal day (not deducted from sick).

Personal days cannot be carried over from one calendar year to another.

APPROVAL OF PERSONAL LEAVE:

Personal Leave must be approved by your supervisor not more than fifteen (15) days, nor less than five (5)
days prior, to the date of such personal day, except in an emergency. A supervisor may waive the notice
period for requesting personal leave. If approved, the appropriate form will be completed by the supervisor
or employee. The form will be forwarded to the Department's Financial Services Division. Except in cases
of emergency, the form will be approved/disapproved (pending the availability of personal days), and the
employee will be notified by the Bureau Commander or designee of its approval or disapproval.

PROVISIONS:

A.

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 tc 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: EMERGENCY LEAVE & PERSONAL TIME

EMERGENCY LEAVE

GENERAL PROCEDURES:

A.

Designation of Leave: Emergency Leave is designated as an unforeseen situation that arises that
is not considered as any other type of leave contained within this bargaining agreement such as
sick leave, family medical leave, etc.

Definition: For the purpose of this Article, the words “emergency leave" means time when an
employee is excused from active duty for emergency reasons.

Deduction from Sick Leave: Said time is deducted from the employee's accumulated sick leave.

D. When Sick Leave is Not Available: If no sick jeave is available, the employee is not eligible to
receive an emergency leave day, unless the employee opts to take an available accrued vacation
day.

E. Part-Time Employees: Only upon the discretion of the Chief of Police (or a Deputy Chief in the
Chief's absence) will a part-time employee be allowed to take a day off for emergency leave without

Pay.

APPROVAL OF LEAVE:

With pricr approval and at the discretion of the Chief of Police or his designee, Emergency Leave may be
granted to employees. The appropriate form will be completed by the supervisor or employee. The form
will be forwarded to the Financial Services Division for deduction purposes.

EXTENSIONS OF EMERGENCY LEAVE:

An employee may be granted an extension beyond 8-hours of emergency ieave up to two (2) weeks at the
sole discretion of the Chief of Police. Any requests for extensions shall be in writing on the appropriate
form and shall set forth in detail the reasons therefor.

DISPUTES:

Disputes concerning emergency leave shall not be subject to the Grievance Procedure.

PERSONAL TIME

DEFINITION:

‘Personal time’ is defined as a special situation that arises that is not considered as any other type of leave
contained within this bargaining agreement such as a Personal Day, Family Medical Leave, etc.

NON-EXEMPT EMPLOYEES:

At any one time the minimum time allowed will be thirty (30) minutes, and the maximum time allowed is
eight {8} hours. Such time shall not exceed sixteen (16) hours in any calendar year, and shall be deducted
from the employee's accumulated sick leave. If no sick leave is available, the employee is not eligible to
receive Personal Time.

REQUESTING PERSONAL TIME:

In writing on the appropriate Department form, employees will be allowed to formally request Personal Time
off during their workday. On the form, the employee is required to specify the reason(s} for the Personal
Time.

APPROVAL OF PERSONAL TIME:

With prior approval and at the discretion of the Chief of Police or his designee, Personal Time may be
granted to employees. The form will be forwarded to the Department's Financial Services Bureau for
deduction purposes.

A}

DISPUTES:

Disputes concerning Personal Time shall not be subject to the Grievance Procedure.

ARTICLE 22: WAGES

WAGE HIRING / PROMOTIONAL RANGES:

A.

Wage Hiring / Promotional Ranges: The grade and status as exempt or non-exempt employees
is set forth in this article. Schedule A. The Hiring / Promotional range for each employee by grade
and position range is set forth in this Article. Schedule B.

Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the Hiring / Promotional range set forth in
Schedule B based upon labor grade assignment, pertinent years of experience that can be directly
related to the new position’s duties, as well as the wages of other Department employees 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. Management reserves the right to exceed the Hiring / Promotional range set forth in
Schedule B should it determine, in its discretion, that an individual's qualifications and level of
experience warrant such a departure.

Pay Increase Eligibility: Only employees who are active employees on or after the date of signing
of this collective bargaining agreement are eligible to receive pay increases.

PAY INCREMENT INCREASES:

A.

New Hires: The salary for new hires will remain in effect until such time as the individuals are
eligible for pay increases. There will be no adjustment to the salary after the probationary period.

1. In the event that an employee has not completed a satisfactory evaluation during the current
fiscal year, the supervisor may, at his or her discretion, extend the employee's evaluation period
for a period not to exceed three (3) months. After the completion of that period, the supervisor
will conduct an evaluation to determine if the employee has completed the goals for which he
or she is being evaluated. If the employee then receives a satisfactory evaluation, he or she
will be eligible to receive the pay increase effective on the date of the reevaluation.

Contract Pay Increases — Refer to Schedule B - UFPO Hiring / Promotional Range:
Fiscal Year 2023(7/1/22-6/30/23): 2.75%
Fiscal Year 2024 (7/1/23-6/30/24): 3.0%
Fiscal Year 2025 (7/1/24-6/30/25): 3.0%
Fiscal Year 2026 (7/1/25-6/30/26): 3.0%

PROMOTIONS:

The Chief of Police may at his/her discretion set the compensation for the selected employee at a higher
amount than is set forth in Schedule B based upon the employee’s new grade assignment {if any), years
of relevant experience and employee's current wage level. The probation period is six (6) months unless
otherwise specified in this Agreement.

3

DEMOTIONS:

Demotions may be voluntary or by administrative directive. Compensation shall be determined by

crediting the employee with the number of years spent at the higher grade and the new grade assignment

(if any), and considering the wages of other Department employees in the same labor grade.

CROSS-TRAINING, CAREER DEVELOPMENT PROGRAM, SCHOOLS, & TEMPORARY

ASSIGNMENTS:

A. Cross-Training/Temporary Assignments: An employee may be transferred to assume the

duties and responsibilities of a position classified higher or lower than his/her current position due
to cross-training, the department's Career Development Program, or to temporary assignments to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

Permanent_Assignments: An employee may be assigned to assume the duties and
responsibilities of a position in addition to his/ner own due to lay-offs or reorganization, and this
article does not apply to this situation. This situation shall follow the reclassification system if
applicable.

. Temporary Assignments Beyond 120 Days:

1. Under normal conditions, the cross-training or temporary assignment will not exceed 120
continuous days unless otherwise authorized by the Chief of Police.

2. Higher Labor Grade: If the cross-training/temporary assignment continues beyond the 120
continuous days and the employee continues to work in a higher classified position, he/she will
be paid a wage difference equal to not less than five percent (5%) of his/her annual
compensation (prorated).

. School Attendance: Employees on a5 & 2 System may be assigned to attend special schooling
away from the workplace during hours not normally worked by the employee. Employees ona 5 &
2 System shal! receive not less than their regular rate of pay during such attendance.

SCHEDULE A
JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status

Domestic Violence Victim Advocate 11 Non-Exempt
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 13 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt
IT Programs Administrator & Instructor 13 Exempt

Fleet Maintenance Supervisor 14 Non-Exempt

Community Policing Coordinator 15 Exempt

It Network Administrator 15 Exempt

Records & Communications Manager 16 Exempt

Police Attorney / Full-Time 16 Exempt

Assistant Radio Systems Manager/Network 16 Exempt

Administrator

It Manager 17 Exempt

Radio Systems Manager / Part-Time 17 Exempt

Schedule B
UFPO Hiring / Promotional Range
FY2023: 2.75% FY2024: 3.0%
Labor Grade | Minimum Maximum Labor Grade Minimum Maximum

10 $40,990.00 | $65,837.03 10 $40,990.00 | $67,812.14
11 $45,739.00 | $73,604.55 11 $45,739.00 | $75,812.69
12 $49,407.00 | $79,605.80 12 $49,407.00 | $81,993.97
13 $53,747.00 | $86,704.63 13 $53,747.00 | $89,305.77
14 $58,690.00 | $94,789.52 14 $58,690.00 | $97,633.20
15 $63,385.00 | $102,372.47 15 $63,385.00 | $105,443.64
16 $68,456.00 | $112,151.94 16 $68,456.00 | $115,516.50
17 $73,932.00 | $124,421.66 17 $73,932.00 | $128,154.31

33

FY2025: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $69,846.51
i1 $45,739.00 | $78,087.07
12 $49,407.00 | $84,453.79
13 $53,747.00 | $91,984.94
14 $58,690.00 | $100,562.20
15 $63,385.00 | $108,606.95
16 $68,456.00 | $118,982.00
7 $73,932.00 | $131,998.94

ARTICLE 23: LONGEVITY

FY2026: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $71,941.90
11 $45,739.00 | $80,429.68
12 $49,407.00 | $86,987.41
13 $53,747.00 | $94,744.49
14 $58,690.00 | $103,579.06
15 $63,385.00 | $111,865.16
16 $68,456.00 | $122,551.46
17 $73,932.00 | $135,958.91

5th through 9th anniversaries $ 300.00
10" through 15" anniversaries $ 500.00
15th through 19th anniversaries $ 700.00
20th through 24" anniversaries $1,000.00
25th.29t" anniversaries $1200
30°" and longer anniversaries $25 for each

additional year

1. lf the employee is in layoff status;

An employee is not eligible for this benefit if the following conditions apply:

2. If the employee is not currently employed by the Nashua Police Department;

34

For purposes of this article, the full-time, continuous date of hire with the City of Nashua will be used for
computing length of service.

Full-time and Part-time regular employees, who have been employed by the Nashua Police Department
for five or more years on an uninterrupted basis (except by reason of layoff or an approved leave of
absence), are eligible for a longevity payment on a normal payday following their anniversary date of hire
with the department in accordance with the schedule below. Part-time employees are eligible for prorated
longevity payments based upon the employees’ amount of hours worked.

3. If the employee is on long term disability;

4. If the employee is on an unpaid leave of absence.
Longevity payments received by employees shall be added to their total annual wages for computation of
overtime rates and paid in accordance with the regulations of the Fair Labor Standards Act.

It employees retire, longevity payments will be prorated by month based on the actual length of service.
Employees must work at least 15 calendar days in any month to receive credit for that month.

Two weeks prior to the employee’s anniversary date, the employee can request that this longevity payment
be deposited into a 457 Retirement Plan provided that the employee has a 457 Retirement Plan set up

through the City.

ATTENDANCE:

ARTICLE 24: WORK SCHEDULES

The effectiveness and efficiency of the Nashua Police Department require that employees report promptly
for duty. Employees shall report to work at the appropriate starting time and shall devote their entire
efforts to Department business during scheduled working hours. Unapproved or unexcused absences or

tardiness is unacceptable and will result in appropriate cisciplinary action.

WORK SCHEDULE:

A. An employee's work schedule is determined by the Chief of Police or designee based on the
operational needs of the City/Department. The Department has the right to make changes in
work schedules and assignments, as it deems necessary.

B. The Department shall make every attempt to notify affected employees in advance whenever

possible.

C. This Articles does not limit employees requesting any changes to their work schedules, based on
temporary or permanent person needs, to their appropriate Bureau Commander or designee;
however, the Department reserves the management right and authority to determine employees’
schedules based on operational needs of the City/Department.

TIME WORKED:

The following types of leave are all considered time worked for the purpose of calculating overtime.

Admin Leave w/Pay
Jury Duty

Personal time

Sick Family Member

Special Personal Day

Bereavement
Bereavement Sick
Military Leave
Regular Duty

Sick Time

WC Pending

Day Owned

Personal Day from Sick
Sick — Excused

Sick — Sick Bank

35

Holiday

Personal Day NOT from Sick
Sick Emergency Leave
Special Assignment

Swap Off Self

Time Coming Taken Suspended w/Pay Swap off Training Instructor

Training Order Not OT Train Off Trainee Vacation emergency Leave

WC Light Duty Vacation Training Order traveling

ARTICLE 25A: EXCHANGE OF WORKDAYS

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.

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.

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, training
conducted by the department, cause the need to hire overtime, and if paid back within six (6)
months.

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 ihe discretion of the Chief or his designee.}

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

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

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

No additional swaps will be allowed for the original swap date; and
An emptoyee 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 shail not supersede a
request for personal day or vacation leave by permanently scheduled personnel on that shift.

ARTICLE 26: OVERTIME & FLEX TIME

Overtime will be compensated in accordance with the Fair Labor Standards Act (FLSA). Employees
classified as exempt shall not be entitled to the overtime provisions set forth in FLSA. However, exempt
employees may be entitled to per-diem or flex-time as set forth in this Article.

WHEN OVERTIME IS ALLOWED:

A. Non-Exempt Employees Full & Part Time : Non-exempt, full- and part-time employees will
receive time and one-half their regular rate of pay for all approved time worked in excess of 40
hours during a pay week, Sunday through Saturday. In lieu of overtime, the non-exempt employee
may choose te exchange this overtime to compensation time as set forth in Article 25.

B. Non-Exempt Employees Called In From Home: (!f a non-exempt employee gets called in from
home to work, he/she shall receive at least a 3-hour minimum in overtime pay if over 40 hours ina
week or a 3-hour minimum in reguiar pay if under 40 hours in a week. If the 3-hour minimum
overlaps with regular duty time, additional pay shall be only for hours worked in excess of the
regular duty schedule.

C. SUBMISSION OF OVERTIME SLIPS:
Overtime will be submitted on the appropriate form either during the week it was worked or no more
than one (1} week after the date worked. All overtime slips submitted will be paid according to the
total number of hours worked in the week it was worked, not the week the slip was received.

FLEX TIME & PER DIEM:

A. Purpose: Flextime or flexible hours program refers to the replacement of fixed work hours with
flexibie hours chosen by an employee within the parameters established by the Chief of Police or his/her
designee. Flextime is the option of working a shorter tour of duty on one day to offset a longer tour of
duty on another day in the same work week due to unusual Department assignments or job
responsibilities.

B. Exempt Employees (Flex Time & Per Diem):
a. Only employees who are exempted from the provisions of the Fair Labor Standards Act
(FLSA) shall be eligible for per diem or flex time. Exempt positions are not eligible for
overtime. However, exempt personnel may be allowed flextime off by their appropriate
supervisor within thirty (30) days of the overtime worked in exchange based on each
situation.

b. When exempt employees are required to report to work on a weekend (from Friday at 8:00
p.m. until Sunday at micnight), holiday, or vacation day in emergency or non-emergency
situations to assist any City/Department, agency, or specialty unit, the exempt employee
shall be compensated at a per diem rate of one and one-half (+ 42) times their base hourly
rate from the time they report to work until such time as they are released from work by
their supervisor.

C. Approval of Flextime: Flextime must be approved by the appropriate supervisor or designee before
the employee is allowed to change his/her duty hours.

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

E. Emergency Situations: During special times such as emergency operations or during snowstorms,
non-essential civilians may be sent home early from work. For these special situations, those civilians
who continue to work the normal work day will not receive additional pay, and those civilians who are
allowed or asked to leave the work day early, will not be deducted any amount from their normal weekly

pay.

SPECIAL PROJECT STIPENDS:

Employees, who are normally ineligible for overtime, may receive a stipend based on special projects which
fall outside of their normal areas of responsibility. The rate wil! be based on 1.5 times the hourly rate of

37