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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 i00% 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 shail 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.

3. 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 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 _Emplovees:
A. For the purpose of this Article the words "personal day” means a day,

when an employee is excused from active duty for personal reasons.

B. Employees are entitled to five (5) personal days per calendar year
deducted from sick leave. If no sick time is accrued the employee ts not
eligible to receive a personal day deducted from sick leave. Employees are
entitled to one (1) personal day not deducted from sick leave per calendar
year.

Cc. Personal days may be taken in half day increments only if being deducted
from sick leave.

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

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 canceted 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

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.

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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.

Cc. An employee is allowed to swap with himself. Limited to ten swaps per
year, 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, ** If during the life of this contract Administration
determines that Fleet Maintenance employees will revert back to working
on weekends Section C will revert back to its previous language of 10
swaps per quarter per year.

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

Disputes:

27

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 & II 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.

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;

Detention Specialists cannot exchange shifts with Police Officers:

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

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

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.

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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 2023: On July |. 2022, Schedule A shall become effective.
Employees on the active payroll shall receive a 2.75% wage increase.

B. Fiscal Year 2024: On July 1. 2023. Schedule B shall become effective.
Employees on the active payroll shall receive a 2.75 % wage increase.

C. Fiscal Year 2025: On July 1, 2024. Schedule C shall become effective.
Employees on the active payrol! shall receive a 2.875% wage increase.

D. Fiscal Year 2026: On July 1, 2025, Schedule D shall become effective.
Employees on the active payroll shall receive a 2.875% wage increase.

Schedule A-FY2023 (7/1/22) 2.75% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
i $32,106 | $15.44 $47,611.00 | $22.89
2 $32,650 | $15.70 $48,436.04 | $23.28
3 $33.393 | $16.05 $49,560.94 | $23.83
4 $34,274 | $16.48 $50,896.27 | $24.46
5 $35,203 | $16.92 $52,302.76 | $25.14
6 $36,368 | $17.48 $54,290.73 | $26.10
7 $37,805 | $18.18 $57,107.99 | $27.45
8 $39,053 | $18.78 $59,628.53 | $28.67
9 $40,552 | $19.50 $62,584.16 | $30.09
10 $41,810] $20.10 $64,881.71 | $31.19
11 $46,654 | $22.43 $72,536.55 | $34.87
12 $50,395 | $24.23 $78,450.11 | $37.72
13 $54,822 | $26.36 $85,446.54 | $41.08
14 $59.271 | $28.50 $93,414.10 | $44.91

Schedule B-FY¥2024 (7/1/23) 2.75% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
I $32,106 $15.44 $48,920.30 | $23.52
2 $32,650 $15.70 $49,768.03 | $23.92
3 $33,393 $16.05 $50,923.87 | $24.49
4 $34,274 $16.48 $52,295.92 | $25.13
5 $35,203 $16.92 $53,741.09 | $25.83
6 $36,368 $17.48 $55,783.73 | $26.82
7 $37,805 $18.18 $58,678.46 | $28.20
8 $39,053 $18.78 $61,268.31 | $29.46
9 $40,552 $19.50 $64,305.22 | $30.92
10 $41,810 $20.10 $66,665.96 | $32.05
11 $46,654 $22.43 $74,531.31 | $35.83
12 $50.395 $24.23 $80,607.49 | $38.76
13 $54,822 $26.36 $87,796.32 | $42.21
14 $59,271 $28.50 $95,982.99 | $46.15

Schedule C-FY2025 (7/1/24) 2.875% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
I $32,106 | $15.44 $50,326.76 | $24.20

2 $32.650 | $15.70 $51,198.86 | $24.61
3 $33.393 | $16.05 $52,387.93 | 525.19
4 $34,274 | $16.48 $53,799.43 | $25.86
5 $35,203 |} $16.92 $55,286.14 | $26.57
6 $36,368 | $17.48 $57,387.51 | $27.59
7 $37,805 | $18.18 $60,365.47 | $29.02
8 $39,053 | $18.78 $63,029.78 | $30.31
9 $40,552 | $19.50 $66,154.00 | $31.81
10 $41,810 | $20.10 $68,582.60 | $32.97
il $46,654 | $22.43 $76,674.08 | $36.86
12 $50,395 | $24.23 $82,924.95 | $39.87
13 $54,822 | $26.36 $90,320.46 | $43.42
14 $59,271 | $28.50 $98,742.50 | $47.47

Schedule D-FY¥Y2026 (7/1/25) 2.875% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
I $32,106] $15.44 $51,773.66 | $24.89
2 $32,650 $15.70 $52,670.83 | $25.32
3 $33,393 $16.05 $53,894.08 | $25.91
4 $34,274 | $16.48 $55,346.16 | $26.60
5 $35,203 $16.92 $56,875.62 | $27.34
6 $36,368 | $17.48 $59,037.40 | $28.38
7 $37,805 | $18.18 $62,100.97 | $29.85
8 $39,053 $18.78 $64,841.88 | $31.18
9 $40,552} $19.50 $68,055.93 | $32.72
10 $41.810 | $20.10 $70,554.35 | $33.92
ll $46,654 $22.43 $78,878.46 | $37.92
i2 $50,395 $24.23 $85,309.05 | $41.02
13 $54,822 $26.36 $92,917.18 | $44.67
14 $59,271 $28.50 $101,581.35 | $48.84

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 Analyst 13

3]

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

NON-EXEMPT POSITIONS
JOB TITLES LABOR GRADE

Detention Specialist I (Part-Time) 11
Detention Specialist II (Full-Time) 11

—
—

PT Senior Relations Specialist

Paralegal

Auto Mechanic, 1* Class
Records Technician IIT
Administrative Assistant IV

Account Clerk I'V
Administrative Assistant IT]
Auto Mechanic 2™ Class
Administrative Assistant I]
Administrative Assistant I
Outside Detail Specialist (Part-Time)
Records Technician I
Custodian HI

Custodian I]

File Clerk (Part-Time)
Custodian I

ml wlw{Alalalal—fooloofo, wpolslS

The labor grades and exempt/non-exempt status listed above may change during the review
process of Position Description Forms (PDFs) based on changes in the job dimensions of the
position to include: specific duties and responsibilities; work relations/relationships; problem
solving and decision making; supervisory duties; reasoning, mathematical. and language
development relating to mental effort; education, training, and specialized instruction; physical
effort and activities; working conditions relating to environmental factors, and the equipment.
tools, hardware/software, etc. used.

When labor grades or exempt/non-exempt status change during the review process. the above list
will be revised in the next contract.

ARTICLE 24
WORK SCHEDULES

Schedules/Assignments:

Daily and weekly work schedules and shift assignments shall be based on the operating
requirements and budgetary allotments of the department and are subject to change at any time.
The department shall have the exclusive right to make the necessary changes and shall make
every attempt to notify affected employees in advance whenever possible. An individual
employee's work schedule shall be determined by the Chief of Police or designee. Employees
shall report to work promptly at starting time and shall devote their entire efforts to department
business during scheduled working hours.

The workweek shall consist of seven consecutive days, beginning Sunday through Saturday. For
vacation and sick leave purposes, if an employee works other than a five-day, eight-hour-per-day
schedule, the workday will be calculated as one-fifth of the average workweek.

Essential personnel are assigned to report at specific times during a particular shift on a 24-hour
period. Non- essential personal shall work at times as approved by the Chief of Police or
designee in order to provide the best possible coverage within a bureau/division. (Cite Article
#26 - “Lunch Time & Coffee Breaks”.)

Cross-Training, Career Development Program, Schools, & Temporary Assignments:

An employee may be transferred to assume the duties and responsibilities of a position classified
higher or lower than his 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, etc., as determined by the Chief of Police or designee. An employee
may be assigned to assume the duties and responsibilities of a position in addition to his own due
to lay-offs or reorganization, and this article does not apply to this situation. This sttuation shall
follow the reclassification system if applicable.

At no time will the cross-training or temporary assignment exceed 120 continuous days. If the
employee continues to work a higher classified position, he will be paid the wage difference
listed on Schedules A & B between positions until the condition or assignment no longer exists.
This shall not apply to grandfathered employees who are paid higher than the wages listed on
Schedules A or B.

Employees on a 5 & 2 System may be assigned to attend special schooling away from the

workplace during hours not normally worked by the employee. Employees on a 5 & 2 System
shall receive their regular rate of pay during such attendance.

Attendance:

The effectiveness and efficiency of the Nashua Police Department require that employees report
promptly for duty. Unapproved or unexcused absences or tardiness is unacceptable and will
result in appropriate disciplinary action.

ah

Essential Personnel:

Detention Specialists: Unless otherwise designated by the Chief of Police or
designee, part-time Detention Specialists shall work thirty-four (34) hours a week.
four days a week (8.5 hours per day). Days off shall be as designated by the
Chief of Police or designee.

Emergency Coverage: Essential personnel may be called in to provide coverage
due to emergencies on their normal days off or to work other shifts. If ordered to
do so, essential personnel shall report to work on a day off and shall receive
overtime (time and one-half rate) or regular rates as outlined in the Article #25,
“Overtime.”

Changes in Work Schedules: The Chief of Police or designee may change the
above work schedules at any time.

Non-Essential Full-Time Personnel:

A.

Employees who are non-essential personnel normally shall be designated as
Group #8, who work five (5) days on, two (2) days off schedule, shall receive
weekends and holidays off. Non-essential personnel may also be designated to
other day-off groups as designated by the Chief of Police or designee.

To provide everyday coverage, Fleet Maintenance personnel may be designated
as any of the day off groups: Group #9 (Friday & Saturday off), Group #10
(Sunday & Monday off), or Group #8 (Saturday & Sunday off). Fleet
Maintenance personnel will receive holidays off.

Some non-essential personnel may be placed on cajl 24-hours a day due to
emergencies that could arise and shall work as assigned by their Bureau
Commander or designee. (Cite Article #25 - "Overtime".)

Record Technician I & HI: Record Technician I & II shall work a five (5) day
on, two (2) day off work schedule, but shall have either Friday & Saturday,
Saturday & Sunday, or Sunday & Monday as days off or as designated by the
Chief of Police or designee.

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 workday will not receive additional pay, and those civilians who are allowed or

EY)