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Educational Benefits — Full-Time Employees: The Commission shall allocate an amount of

$20,000 to spend on educational benefits (tuition reimbursement) for all department members per
fiscal year. Said amount is on first come, first serve basis. Once the $20,000 cap is expended,
the educational benefit {tuition reimbursement) is no longer available.

A. The maximum amount the Department will pay per class for the fiscal year covered by
this collective bargaining agreement will be $900.

B. The Commission shall reimburse employees up to 50% of the tuition costs for one course
successfully completed during the academic term under the following conditions.

1.

The course selected by the employee must be degree-related and approved by
the Chief or his designee prior to enrollment;

The course must be taken at an accredited college or university;
The employee must receive a passing grade of "C" (or its equivalent) or better;

The degree must be police-related. The final decision of whether or not the
degree is police-related shall be determined solely at the discretion of the Chief.

C. Below are acceptable examples which may be considered related degrees. The list is
considered a partial listing only and is not limited solely to the previously stated degrees.

Business Administration

Business Management

Sociology

Psychology

Criminal Justice

Political Science

Liberal Arts

Physical Education

Computer Science

Educational Incentives — Full-Time Emplovees:

A. After July 1, 2022 and on a yearly basis, full-time employees shall be paid on the
Thursday closest to December 1st a lump sum In accordance with the following
guidelines.

1.

The employee shall receive only one lump sum of ($1,000.00) for a Bachelor's
Degree, no matter how many Bachelor's Degrees the employee has earned. The
employee shall not receive an additional incentive of $500.00 for an Associate's
Degree.

The employee shall receive only one lump sum of ($1,250.00) for attaining a
Master's Degree no matter how many Master's Degrees the employee has
earned. The employee shall not receive an additional incentive of ($1,000.00) for
their Bachelor's Degree as this is a prerequisite for a Master's Degree.

The employee shall receive only one lump sum of $500.00 for attaining an
Associate’s Degree, no matter how many Associate's Degrees the employee has
earned.

Any employees who has served in any branch of the armed services and has
been honorably discharged or is currently serving in the military will receive a
lump sum of $500.00. The employee will not be eligible to receive this incentive if
they elect to receive one of the other educational incentives that are part of this
program.

B. It is the responsibility of the employee to submit to the Business Manager or designee, by
November 15!, a copy of the completed degree in order to become eligible for the yearly
payment of the Educational incentive. if the employee does not submit a copy by
November 1st, or they earn their degree after the deadline, they shall not become eligible
to receive the Educational Incentive until the following year.

This article shall not be subject to the grievance procedure.

ARTICLE 31
WAIVER

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 law 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.

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 recpen contract negotiations with respect
to any subject or matter referred to or covered in this 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.

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 32
COLLECTIVE BARGAINING MEETINGS AND CONTRACTS
A. No more than five (5) representatives of the Union shall be designated to attend

collective bargaining meetings with the Commission or its representative. No more than
three (3) such representatives attending negotiating meetings shall be employees who
are normally scheduled for duty during the time the meeting is being held. The
designated representatives of the Union shall be given a reasonable opportunity to meet
with the Commission or its representatives during working hours without loss of
compensation.

B. The Commission agrees to make arrangement for, and assume the cost of, printing this
Agreement. The Union agrees to provide a copy of the Agreement to each bargaining
unit employee.

C. Extra copies of this Agreement may be made available to each bargaining unit member
by the Commission or the Department.

ARTICLE 33
TIME COMING

Part-Time Emplovees: Part-Time employees are not normally eligible for time coming
since part-time employees cannot work or be paid over 34 hours a week. However, due
to emergency situations; i.e., murder investigations, part-time employees may earn
compensatory time for time worked in excess of 34 hours a week. Such time worked
over 34 hours a week must be approved by the Chief of Police or designee.

1.

For time worked in any normal workweek beyond 34 hours and up to 40 hours,
part-time employees shall earn straight time compensatory time off.

For time worked in any normal workweek beyond 40 hours, part-time employees
may earn compensatory time off at the rate on one and one-half (+ % hours) for
every hour worked beyond 40 hours.

The maximum amount of time coming which may be accrued is based on the
emergency situation during the week; however, such time shall be taken within
the same or following week of being earned. Requests for compensatory time
shall follow the same form as for overtime and shall be submitted to the
appropriate Bureau Commander or designee for prior approval.

Fult-Time Emplovees: Full-Time employees (other than Uniform Field Operations
Bureau personnel), shall earn compensatory time off at the rate of one and one-half (1
1/2) hours for every hour worked on overtime. A maximum of twenty-four (24) hours
compensatory time may be accumulated.

1.

A maximum of eight (8) hours may be taken at one time and shall not be taken
on consecutive days, except at retirement or transfer and then only upon
approval of the Bureau Commander. All compensatory time off shall be taken
within six (6) months of being earned.

Requests for compensatory time shall follow the same form as for overtime and
shall be submitted to the appropriate Bureau Commander or designee for prior
approval.

Employees transferring to the Uniform Field Operations Bureau shall take alll
accrued compensatory time upon transfer.

ARTICLE 34
LONG TERM DISABILITY COVERAGE

Part-Time Emplovees: Part-Time employees are not eligible for Long Term Disability Coverage.

Full-Time _Emplovees: Full-Time employees covered by this Agreement are eligible for
coverage under the City's Long-Term Disability Plan after completion of three (3) years of
continuous, full-time service and after 45 continuous days of absence due to a non-job-related
iliness/injury. This benefit is subject to federal income tax and covers only non-job-related
illnesses/injuries. There shall be no cost to the employee for this benefit.

After 45 continuous days of illness/injury, the City will pay 70% of an employee's regular
straight-time pay, but not more than $3,000 per month, for not more than two (2) years.

29

This disability income would be reduced by any social security or retirement disability
payments that the employee receives, and it ends upon the employee's retirement.

The plan does not cover disabilities resulting from war, nuclear explosion/incident,
insurrection, rebellion, participation in a riot, self-inflicted injuries, attempted suicide, or
natural disaster. (A more detailed description of the Plan will be provided to the
employee upon becoming eligible for this coverage.)

ARTICLE 35
SHIFT BID SYSTEM

Shift Bid System Oversight Committee:

A.

E.

When deemed appropriate by Management and/or the Union, a Shift Bid System
Oversight Committee will be established comprised of six (6) members: three (3)
members to be selected by the Union from among the bargaining unit; and three (3)
members to be selected at large by the Chief of Police.

The Members chosen from the Union shall serve on a voluntary basis and shall not
receive any overtime compensation if a meeting is scheduled on off-duty time. If
conditions allow, the appropriate Bureau Commander may alter the member's schedule if
working on a shift other than the time of the meeting.

The Committee shall be a standing committee and shall meet on a monthly basis or more
frequently if necessary, to review and monitor the progress of the shift bidding system,
and to recommend changes in the procedures or protocols to be followed in carrying out
the objectives outlined herein.

Official minutes of each meeting shall be taken and preserved. A quorum of six (8)
members shall be required for any recommendation or action by the Committee. In order
to be operative, recommendations of the Committee must be supported by four (4)
Committee Members. The Committee may establish its own internal procedures to the
extent they do not conflict with the terms and conditions of this Agreement. The
Committee shall have no authority to negotiate or change the Shift Bidding Procedures
listed below without the combined approval of the Union and the Chief of Police. At any
time Management and the Union may agree to reopen the Shift Bidding Article, enter into
a Side-Bar Agreement, or take no actions until the next negotiations session.

The Committee may be dissolved at any time upon the agreement of both parties.

Shift Biddina Procedures:

The Shift Bidding System shall be limited solely to full-time employees assigned to the Uniform
Field Operations Bureau. Further, it shall be limited solely to shift selection and to no other
aspect of an employee's duty assignment.

Annually, between October 1 and November 30, employees shall, in the order of their
Department seniority, select assignments to one (1) of six (6) shifts for each quarterly
period in the ensuing calendar year. The bidding year shall be co-extensive with the
calendar year.

1. Throughout the year, for personnel coming off a shift and/or having a group
number change, the process of initiating them into the upcoming shift period will
require that they be phased in upon returning from their days off. Therefore,
some officers will not actually change shifts/group numbers until after the date
noted on the personnel order.

2. After all bid selections have been made, employees may be reassigned so as to
insure that each shift has a sufficient amount of coverage (distribution of patrol
personnel based on current workload demands) and to assure that the number of
sectors on each shift is proportionate to the workload occurring on each shift.

3. Such reassignments shall be made on the basis of inverse Department seniority;
i.e., the least senior employee shall be the first employee to be reassigned. The
particular shift to which an experienced employee is assigned shall be
determined by Department Management; however, consideration may be given
to employee preference. There will be a minimum of six (6) experienced
employees per shift.

For purposes of this Article, the words “experienced employees” mean employees who have
completed two full years within the Department.

4. Employees transferring into the Uniform Field Operations Bureau shall be
assigned at the discretion of the Chief for the balance of the current quarterly
period during the shift-bidding year. They will be afforded the opportunity to bid
for the balance of the shift-bidding year, based upon their Department seniority.
Such requests shall be submitted a minimum of two weeks prior to the next
schedule of assignments effective date. However, such reassignment shall be
subject to the requirements of the Department and approved by the Chief.

5. As openings occur on any shift, employees may apply, in writing and submitted a
minimum of two weeks prior to the next schedule of assignments effective date,
for such openings based upon their Department seniority. However, such
reassignment shall be subject to the requirements of the Department, approved
by the Chief, and shall be effected no later than the quarterly shift date.

Cc. Employees may be temporarily assigned to any shift in order to meet Department
requirements. Such temporary assignments normally shall not exceed a period of six (6)
months. Effective January 2, 2004, this period shall change to 3-months to coincide with
the quarterly shifts.

D. As a result of shift bidding, it may be necessary for the Department to assign new day-off
group numbers for each quarterly period.

E. Employees transferred out of the Uniform Field Operations Bureau shall no longer
participate in the shift- bidding program.

F. Probationary employees shall be assigned at the discretion of the Chief during the
training and probationary period and for the balance of the current quarterly period during
the shift bidding year. They will be afforded the opportunity to bid for the balance of the
shift-bidding year based upon their Department seniority. Such requests shall be
submitted a minimum of two weeks prior to the next schedule of assignments effective
date. However, such reassignment shall be subject to the requirements of the
Department and approved by the Chief.

G. it is further understood that nothing herein shall serve, or be construed as limiting the
discretion and authority of the Chief of Police to assign or reassign any employee
according to the needs of the Department.

It is understood by all parties that the Shift Bidding System shall not otherwise constitute a waiver
of management's right to determine and assign shifts according to the needs of the Department
and the judgment of management.

ARTICLE 36
MILITARY LEAVE OF ABSENCE

An employee who voluntarily or involuntarily enters into the Armed Forces is entitled to a leave of
absence for the anticipated length of enlistment. The employee upon discharge is entitled to
reinstatement to his or her previous position or a position of like status. Employees called to
serve in the National Guard or Armed Forces Reserve are entitled to seventeen (17) consecutive
days of paid leave of absence per Federal fiscal year (October 15! through September 30. The
employee will be required to submit verification of leave orders as evidence of the amount of pay
received. A decision was made to treat all reservists equally, and any reservist called into active
duty will be eligible for the following benefits:

A. Compensation Guidelines: The City will pay the difference of whatever military
compensation is paid to each reservist, provided it does not exceed 100% of one’s
monthly employment compensation, during all succeeding months up to five years that
the employee may be on active duty. This includes weekend training, annual training.
and active duty. Compensation will be made on a weekly basis.

B. Health & Dental Insurance Premiums: The City and the employee will continue to pay
their respective share of health and dental insurance premiums associated with their
respective plans up to five years, if employee chooses.

C. Seniority Riahts: The employee will maintain seniority rights up to a maximum of five
years.

D. NH Retirement Svstem:

1. If a member leaves NHRS- covered employment to enter directly into the United
States Armed Forces and returns to NHRS- covered employment within one year
following termination of active military duty, a member may receive credit for up to
three years at no cost.

2. The City and the employee will continue to pay their respective share to the
employee's retirement plan if necessary.

E. Accrual of Vacation Leave: The employee will continue to accumulate all vacation and
sick time on a monthly basis as set forth by the CBA.

F. Reporting Back to Work/Discharges: Employees will be required to report back to
work in accordance with USERRA: Section 4312 (e). Anyone discharged under the
provisions of USERRA: Section 4304 will be disqualified from receiving all the above
stated benefits.

G. Re-Empltovment Benefits: Employees will be entitled to re-employment benefits in
accordance with the provisions of USERRA: Section 4312 and 4313

ARTICLE 37
TERM OF AGREEMENT

This Agreement shall remain in full force and effect from midnight, July 1, 2022, until midnight,
June 30, 2026.

Any party intending to alter or modify this Agreement or negotiate a successor agreement hereto,
shall give notice to the other party of such intention at least one hundred and twenty (120) days
prior to the expiration date hereof, after which the parties shall forthwith arrange to commence
collective bargaining negotiations.

Notwithstanding the foregoing, this Agreement shall remain in full force and effect until
superseded by a successor agreement.

This Agreement is dated

NASHUA POLICE COMMISSION NASHUA PATROLMEN’S ASSOCIATION

WITNESSES: WITNESSES:

COLLECTIVE BARGAINING
AGREEMENT

BETWEEN
NASHUA POLICE COMMISSION
AND

NASHUA POLICE PATROLMAN'S
ASSOCIATION

July 1, 2048-2022 - June 30, 20222026

TABLE OF CONTENTS

ARTICLE

TITLE OF ARTICLE

PAGE

Preamble

Recognition

Definitions

Stability of Agreement

Deduction of Dues

Employee Rights

Management Rights

Open Shop

Strikes & Work Stoppages

Grievance Procedure

Residence

Vacations

Longevity

Holidays

Uniform Allowance

Wellness Reimbursement Allowance

Wellness Incentive

Medical/Hospital, Life, & Dental Insurance

Sick Leave

Bereavement Leave

Emergency Leave

Personal Days

Exchange of Workdays

Shift Exchanges

Wages

Work Schedules

‘Overtime

Court Time

Outside Details

Bulletin Boards

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Partial Invalidity and Separability

30 Educational Benefits/Educational Incentive
31 Waiver
32 Collective Bargaining Meetings and Contracts
33 Time Coming _
34 Long-Term Disability Coverage
35 Shift Bid System
36 Military Leave of Absence
3637 Term of Agreement

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ARTICLE 1
PREAMBLE

Pursuant to New Hampshire RSA 273-A, and other applicable laws and statutes, this Agreement
has been entered into by the Nashua Board of Police Commissioners, hereinafter referred to as
the "Commission" and the Nashua Police Patrolman's Association, hereinafter referred to as the
"Union." Both parties agree to be bound by the provisions of this Agreement.

NOTE: All references herein to the masculine gender shall be construed to include the feminine,
and all singular to include the plural.

ARTICLE 2
RECOGNITION

The Commission recognizes the Union as the sole and exclusive representative for full-time and
part-time employees of the Nashua Police Department, as defined in Article 3 of this contract, for
the purposes of collective bargaining with respect to wages, hours, and other terms and
conditions of employment.

Nothing in this Agreement shall be construed as a waiver of the Union's right to collectively

bargain over any changes in mandatory negotiable wages, hours, or other terms or conditions of
employment.

ARTICLE 3
DEFINITIONS

A. BOARD OF POLICE COMMISSIONERS: Police Commissioners appointed in
accordance with Chapter 3, Section A-101, of the Nashua Revised ordinances.

CHIEF: Chief of Police of the Nashua, New Hampshire, Police Department.
CITY: The City of Nashua, New Hampshire.

COMMISSION: The Nashua Board of Police Commissioners.

mo Oo ®f

DEPARTMENT: The Nashua, New Hampshire, Police Department and its staff members
to include the Chief of Police, the Deputy Chiefs, the Bureau Commanders, and other
supervisory/ administrative positions that hold the rank of Captain or above.

F. EMPLOYEE: All full-time police officers below the rank of Sergeant who have completed
their probationary period of one year with the Department.

G. GRIEVANCE: A written complaint signed by one or more employees or the Union, or the
Commission, which alleges a violation, misinterpretation or misapplication of any
grievable provision of this Agreement.

H. GRIEVANT: The person or party filing and signing the grievance.

I. MANAGEMENT: The Commission; the Chief of Police; the Deputy Chiefs; or, the Bureau
Commanders.