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With the exception of those portions of subsections 9:1 through 9:6 applicable to the transfer rights of Title |
teachers to Title | positions within their designated area.

All Part-Time teachers included in the bargaining unit shall be covered by all provisions of this Agreement,
in accordance with the limitations stated therein with the exception of the following contract provisions.

Article 4:8 Longevity
*5:1 Workers' Compensation and Pension (Pension portion only)
6:2 Sick Leave Bank
8:2 School Day
8:3 Planning Periods

*Nothing in this Agreement shall be construed to affect the right of any Part-Time teacher to become a member of
the New Hampshire Retirement System. The District shall have no obligation to make a contribution to the New
Hampshire Retirement System on behalf of any Part-Time teacher unless the enrollment of that teacher in the
System is mandated by the System or by other provisions of State law.

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ARTICLE Il
Definitions

The term "School", as used in this Agreement, means any work location or functional division maintained by
the BOARD where instruction is offered to the children of Nashua.

The term "Principal", as used in this Agreement, means the responsible administrative heads of their
respective schools.

The term "Teacher", as used in this Agreement, means a person employed by the BOARD who is part of
the Unit as described in ARTICLE |.

The term "Department Chairperson", as used in this Agreement, means a teacher with single building
responsibility and supervision.

The term "Teachers' Union Representative", as used in this Agreement, means a Teacher Union Building
Representative or the alternate UNION designee who shall be part of the Unit as defined in ARTICLE I.

The term “allied fields" shall mean a closely related subject to that in which the teacher's previous
experience occurred.

Whenever the singular is used in this Agreement, it is to include the plural where the context clearly so
indicates.

The term "service", as used in this Agreement, shall mean time when the teacher is actually engaged in
teaching, together with any authorized paid leave granted pursuant to this Agreement.

A regular "School Nurse" is a Registered Nurse licensed by the State of New Hampshire employed in said
capacity to fill an approved budgeted School Nurse position which is not temporary or as provided in Article
9:9B.

A "Continuing Substitute School Nurse" is a Registered Nurse licensed by the State of New Hampshire
employed in said capacity to fill a School Nurse position temporarily vacant due to an approved extended
leave of absence, or to fill a permanently vacant position as provided in Article 9:9B.

A"Temporary School Nurse" is a Registered Nurse licensed by the State of New Hampshire employed to fill
a Temporary School Nurse position that is expected to be of limited duration.

A designated area is composed of all teachers currently teaching in a subject area. These teachers must
teach in that subject for the greater portion of their regular work day as referenced in Appendix H.

The term “Master Plan’, as used in this agreement, refers to the professional development master plan
required by the New Hampshire Department of Education and approved by the Nashua Board of Education.

ARTICLE III

Grievance Procedure

Grievance and Arbitration Procedures

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The purpose of this Article is to establish a procedure for the settlement of grievances which involve:
A. An alleged violation of a term or provision of the existing contract.

B. A grievance otherwise arising out of the employer-employee relationship involving wages, hours or
other terms or conditions of employment.

All such grievances will be handled as provided in this Article.
No grievance shall be considered under the grievance procedure unless it is presented as provided below.
A grievance must be referred to the next step as provided below or the grievance will be considered settled
on the basis of the last answer given. If a grievance is once settled in any of the following steps, it shall be
considered closed and shall not thereafter be subject to the grievance procedure or to arbitration.
All grievances over which a principal has no jurisdiction shall be submitted directly to the Superintendent
within thirty (30) school days after the aggrieved party knows, or should have known, of the act or condition

on which the grievance is based. Submission at any level within that thirty (30) school day period shall
establish the timeliness of the grievance.

Step 1.

Any teacher who has a grievance shall, with or without the Union Representative, discuss it first with the
Principal in an attempt to resolve the matter at that level.

Step 2.

If the grievance is not settled within ten (10) school days after presentation at Step 1, the aggrieved party
shall, within ten (10) school days thereafter set forth the grievance in writing to the Principal specifying:

(a) The specific nature of the grievance and date it occurred.

(b) The provision(s) of this Agreement which is alleged to have been violated.
(c) The nature and extent of the injury, loss or inconvenience.

(d) The results of previous discussions.

(e) The basis for dissatisfaction with the decisions previously rendered.

(f) The remedy which is desired.

The grievance shall be signed by the aggrieved teacher and Union Representative before being presented
to the Principal in Step 2.

If the grievance is not received in writing by the Principal in Step 2 within thirty (30) school days after the
aggrieved party knows, or should have known, of the act or condition on which the grievance is based, the
grievance will be considered as waived. An alleged waiver will be subject to arbitration pursuant to the
provisions of this Article.

The Principal shall act upon the grievance within five (5) school days after receipt at Step 2 and shall
communicate a decision in writing to the UNION.

Step 3.

If the issue is not resolved after Step 2, the grievance shall, within five (5) school days after receipt of the
Principal's decision be submitted to the Superintendent of Schools. The Superintendent shall act upon
the grievance within a period not to exceed ten (10) school days and shall communicate a decision in
writing.

Step 4.

The UNION, no later than ten (10) school days after receipt of the Superintendent's decision, may appeal
the Superintendent's decision to the School BOARD. The appeal to the BOARD must be made in writing

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reciting the matter submitted to the Superintendent and the basis for dissatisfaction with the decision
rendered by the Superintendent. The BOARD shall act upon the Appeal within a period not to exceed
fifteen (15) school days. The BOARD shall communicate its decision in writing to the UNION.

Failure at any step of this procedure by the Administration to communicate a decision on a grievance
within the specified time limits shall permit an appeal of the grievance to the next step. Failure at
any step of this procedure to appeal a grievance to the next step within the specified time limits
shall be deemedto be acceptance of the decision rendered at that step.

It is understood that teachers shall, during and notwithstanding, the pendency of any grievance, continue to
observe all assignments and applicable rules and regulations of the BOARD until such grievance and any
effect thereof shall have been fully determined.

Rights of Teachers to Representation

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Aggrieved persons may be represented at all stages of the grievance procedure by themselves and by a
representative selected or approved by the Nashua Teachers’ Union.

When a grievant in Step 1 is not represented by the Nashua Teachers’ Union in the processing of a
grievance, the Nashua Teachers’ Union shall at the time of submission of the grievance at Step 2 have the
right to be present and present its position in writing at all meetings with the grievant held concerning the
grievance and shall receive a copy of decisions rendered.

Arbitration

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If a 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 UNION may
submit such grievance to arbitration by giving written notice thereof to the BOARD no later than two (2)
weeks after the completion of Step 4. The grievance shall be considered as having been settled in 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 one (1) week after the receipt of such written notice submitting the grievance to arbitration,
the grievance may be referred by the UNION to the American Arbitration Association for the selection of an
arbitrator in accordance with the rules then obtaining, of said Association applicable to labor arbitrations.
Any arbitration hereunder shall be conducted in accordance with such rules, subject to the provisions of this
Agreement.

Each grievance shall be separately processed in any arbitration proceeding under this Article.
There shall be no right to arbitration to obtain, and no arbitrator shall have any power to award or
determine, any change in, modification or alteration of, addition to, or subtraction from, any of the terms of

this Agreement.

The Arbitrator selected will confer with representatives of the BOARD and the UNION. The arbitrator will
set forth findings in writing, and submit them to the BOARD and the UNION.

The operation of this grievance and arbitration agreement shall be subject to the provisions of Chapter 542
of the New Hampshire Revised Statutes Annotated.

If Chapter 542 should be held by the Supreme Court of New Hampshire to be inapplicable to employees in
this bargaining unit, this article of the contract shall be renegotiated.

School Board Grievances

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The School Board and its representatives (including the Superintendent, but excluding any other
administrator) shall be entitled to file grievances against the UNION and its representatives involving the
interpretation or application of a specific provision of this Agreement. Said grievance shall be submitted in
writing to the UNION.

If said grievances cannot be resolved between the BOARD and the UNION, the BOARD shall be entitled to
submit them to arbitration. It shall give the UNION written notice thereof not later than two (2) weeks
following the date when it has been determined that the grievance cannot be settled or resolved. If said
notice is not given within the required time, the grievance will be considered as waived.

If the grievance is not received by the UNION within thirty (30) days after the BOARD knows, or should have
known, of the act or condition on which the grievance is based, the grievance will be considered as waived.
An alleged waiver will be subject to arbitration pursuant to the provisions of this Article.

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Released Time

Any teacher who has filed a grievance in accordance with the provisions of this contract will be granted
released time as needed without loss of pay or loss of personal days for attendance at required grievance
and/or arbitration hearings. The same privilege shall be granted to one UNION representative who attends
said hearing with the teacher.

ARTICLE IV

Salary and Rates of Pay

Basic Salary Schedule

The salaries and differentials of the members of the Unit defined in Article | are set forth in Appendix A
which is attached to and made part of this Agreement. The agreed upon salary schedules shall be
implemented, including payment of all incremental increases, as follows:

- Effective September 1, 2021, employees will be placed on the 2021-2022 Salary Schedule
according to their credited years of experience (see Appendix A-1).

- On September 1, 2022, the 2022-2023 Salary Schedule will be implemented. All eligible
employees will advance one step (see Appendix A-2).

- On September 1, 2023, the 2023-2024 Salary Schedule will be implemented. All eligible
employees will advance one step on the schedule that reflects their credited years of
experience (see Appendix A-3).

- On September 1, 2024, the 2024-2025 Salary Schedule will be implemented. All eligible
employees will advance one step on the schedule that reflects their credited years of
experience (see Appendix A-4).

No employee hired after the ratification of this agreement shall be placed on the salary scale above any
employee with equivalent experience who was hired after September 1, 2013.

Placement on the Salary Schedule

A.

Subject to the Superintendent's salary and hiring recommendation and BOARD approval.

Teachers, other than school nurses and school psychologists, shall be granted full credit for all
prior teaching experience after the receipt of their Bachelor's Degree provided that such
experience is current and in the same or an allied field.

For purposes of placing new hires on the salary schedule, the District will grant incoming school
nurses full credit for satisfactorily demonstrated prior nursing experience related to children of
public-school age and up to four (4) years’ credit for satisfactorily demonstrated prior nursing
experience in a hospital/medical practice.

Further, effective September 1, 2022, the District will grant school nurses who are currently
employed by the District up to four (4) years’ additional credit on the salary schedule for
satisfactorily demonstrated prior nursing experience related to children of public school age and/or
prior nursing experience in a hospital/medical practice. In order to be eligible for this benefit,
school nurses who are currently employed by the District must submit a written request, including
an explanation and, if necessary, written proof of their relevant prior nursing experience to the
District's Human Resources Director within 30 days of this agreement being signed into effect.
The District's Human Resources Director will issue a decision on each request within 30 days of
receiving a request, and such decision may be grieved in the ordinary course. Failure to submit a
written request for this benefit within 30 days of this agreement being signed into effect will be
deemed a full and final waiver of the benefit.

School psychologists shall be granted full credit for all prior teaching and/or psychologist
experience provided that such experience is current and in the same or an allied field.

This clause shall not be applied retroactively in that present service, as determined, shall be
deemed as final.

Service as a teacher of at least ninety (90) school days within a previous school year is required
for the period to count toward a step on the salary schedule.

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C. Teachers shall be notified during the first full week of school of their Step on the Salary Schedule
and their salary for the current school year.

Step Advancement

For purposes of salary payment, members of the defined Unit who have ninety days service under 4:2B
will advance a Step on the salary schedule as provided by the terms of this Agreement on the date as
determined in Section 4.1 for each year of this Agreement upon the recommendation of the
Superintendent of Schools.

Increments for Advanced Credit

A. Requests by individual teachers, excluding school nurses, for advanced credit placement shall be
granted by the Superintendent upon submission of satisfactory evidence of the completion of all
requirements for such credit. Teachers must make requests in writing accompanied by a
transcript by September 1 of each school year in order to obtain advanced credit placement
commencing with the first workday of that work year and by February 1 of each school year in
order to obtain advanced credit placement commencing with the 92nd workday of the current 184
day work year. If an official transcript is unavailable for presentation to the Superintendent by
September 1, or in the case of credits to be paid after February 1, by February 1-documentation
from the college indicating a request was made for a transcript will be considered as evidence of
completion until a transcript is received, however, if the transcript is not received within 60 days
after advanced credit placement is granted, all increased payments shall stop and the right to
increased pay for the credits granted shall be deferred until the next adjustment date after the
transcript is received. The BOARD shall have the right to take all steps allowed by law, including
recoupment or set-off of previously paid amounts, to recover overpayments made. Credit shall be
given only for courses at an accredited college or university which are allied to the teacher's
profession or which are required in connection with an advanced degree program allied to the
teacher's profession.

B. Requests by individual nurses for advanced credit placement shall be granted by the
Superintendent upon submission of satisfactory evidence of the completion of all requirements for
such credit. Nurses must make requests in writing accompanied by a transcript by September 1 of
each school year in order to obtain advanced credit placement commencing with the first workday
of that work year and by February 1 of each school year in order to obtain advanced credit
placement commencing with the 92nd workday of the current 184-day work year. If an official
transcript is unavailable for presentation to the Superintendent by September 1, or in the case of
credits to be paid after February 1, by February 1 documentation from the college indicating a
request was made for a transcript will be considered as evidence of completion until a transcript is
received, however, if the transcript is not received within 60 days after advanced credit placement
is granted, all increased payments shall stop and the right to increased pay for the credits granted
shall be deferred until the next adjustment date after the transcript is received. The BOARD shall
have the right to take all steps allowed by law, including recoupment or set-off of previously paid
amounts, to recover overpayments made. For purposes of this horizontal movement for nurses,
only advanced credit/degrees obtained in the fields of nursing (or a similar field of medical study)
will be considered.

Method and Time of Salary Payment

Regular teachers shall have the following options for receiving their paychecks:

Option A: Twenty-six (26) equal biweekly installments, starting no later than the second week of
the school year.

Option B: Twenty-six (26) equal biweekly installments, starting no later then the second week of
the school year, with a final lump sum payment in June of all installments remaining
unpaid at the close of the school year.

Option C: Twenty-two (22) equal biweekly installments, starting no later than the second week of
the school year.

Each teacher shall be required to choose one of the above options for each succeeding year on June |5, or
on the date of hire. The choice made shall be irrevocable for the year of choice. Payroll deduction
arrangements to cover summer leave obligations shall be standardized by the District for each group of
optionees.

The BOARD shall have the right to fix the day of the week paychecks shall be distributed to coincide with
the requirements of the city's payroll processing system. Paychecks shall be distributed to personnel in

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individual envelopes. The District may institute delivery of direct deposit slips by electronic means, subject
to requirements of state law.

If a teacher leaves or dies during the school year, the teacher or the teacher's estate shall be entitled to a
prorated share of the teacher's contract salary based on the period of service in days in relation to the
number of days schools are in session during the school year, minus the compensation already paid.

Method And Time Of Payment For Advisors

A. Members of the Bargaining Unit who are advisors/coaches for co-curricular and extra-curricular
activities which are for less than a full year shall be paid for that activity within at least two teacher
pay periods after the activity has been satisfactorily completed.

B. Members of the Bargaining Unit who are advisors/coaches for co-curricular and extra-curricular
activities which are for a full year shall be paid one half their annual compensation for that activity
on the first payroll following the conclusion of each semester.

Members of the Bargaining Unit who are advisors/coaches for extra-curricular activities may, upon
written request, have the option of receiving their pay for each activity in equal installments over
twelve (12) teacher payroll periods commencing with the first teacher payroll period of each new
school year next following the commencement of each activity, provided that if the twelve (12)
teacher payroll periods would end beyond June 30 of each school year, then this option shall not
be available. The written request must be received by the Human Resources Office at least two
weeks prior to the commencement of each activity for this option to be exercised.

Advisors are listed in Appendix D.

Supplemental Injury Benefits

A. A member of the bargaining Unit absent from work as a result of an injury occurring during
employment, and who receives weekly worker's compensation benefits shall be paid by the
BOARD the difference between the teacher's normal weekly salary (including all benefits) and the
amount the teacher receives as weekly worker's compensation benefits.

B. It is intended that no teacher shall receive for each week of absence more than the amount of the
teacher's regular weekly salary. Any excess amounts received shall be forthwith returned to the
School Board.

C. Absences under this provision shall be charged to the teacher's current and accumulated sick
leave on the basis of the amount of time that is needed to obtain one’s daily pay for each day of
absence.

D. This supplemental benefit shall cease upon the exhaustion of the teacher's sick leave entitlements

as described above.

E. The provisions of this section shall not prevent a teacher from electing to waive the supplemental
benefit from the District in which instance no sick leave days shall be deducted from the teacher's
accumulated sick leave.

Longevity Payments

Longevity payments shall be made annually in January of each school year for teachers and nurses in the
service of the District as of the first day of that school year, and employed by the District prior to September
1, 2014. Longevity payments shall be computed as of the first day of the school year preceding the
payment date according to the following schedule:

o At the beginning of fifteen (15) but less than twenty (20) years of service with the District as of
September 1, $281

o At the beginning of twenty (20) but less than twenty-five (25) years of service with the District as of
September 1, $1,294

o © At the beginning of twenty-five (25) or more years of service with the District as of September 1,
$1,688

In the event a teacher leaves the employ of the District after the first day of the school year but before the
January payment date, the prorated longevity payment due for that school year will be paid with the final
salary payment.

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Severance Pay

A.

Upon the retirement or death of a bargaining unit member in the employ of the District who has at
least ten years seniority in the District, the BOARD shall pay to that employee, or the employee’s
estate in the case of death 1/184 of the step (of the column) on which the teacher is paid for each
day of the employee’s accumulated sick leave then remaining to a maximum of 100 days. Effective
with employees retiring after July 1, 2015, severance payments will be further limited to no more
than forty-percent (40%) of the employee’s latest annual base salary.

Effective for the 2021-2022 school year, the following additional provisions will take effect:

1. Effective 2021-2022, for employees hired for the 2020-2021 school year or earlier:

Seniority Severance
10 years — 19 years 30% of latest annual base salary
20 years or more 40% of latest annual base salary

2. Effective 2021-2022, for employees newly hired for the 2021-2022 school year:

Seniority Severance
10 years or more 20% of latest annual base salary

To be eligible for the severance benefit, the employee must deliver to the office not later than
February 1 a binding letter of retirement for the end of that contract year. The Superintendent,
under extenuating circumstances, may accept a letter of retirement after February 1 without loss of
severance benefits.

For the purpose of the preceding paragraphs, retirement shall be defined as and limited to only
those employees who are actually receiving retirement benefits under the provisions of the New
Hampshire State Retirement System.

Upon either the resignation of a bargaining unit member, or the retirement of a bargaining unit
member who has not met the requirements for receiving severance pay as required in article 4:9
(A), and who is employed with at least ten years seniority in the District, the BOARD shall pay to
that teacher the prevailing per diem substitute teacher rate of pay or $50 whichever is more for
each day of the employee’s accumulated sick leave then remaining to a maximum of 121 days.

To be eligible for the severance benefit, the employee must deliver to the office not later than
April 15, a binding letter of resignation for the end of that contract year. The Superintendent, under
extenuating circumstances, may accept a letter of resignation after April 15 without loss of
severance benefits.

Upon the layoff of a bargaining unit member in the employ of the District at the time of layoff, the
BOARD shall pay to that employee the prevailing per diem substitute teacher rate of pay or $50
whichever is more for each day of the employee’s accumulated sick leave then remaining to a
maximum of 121 days. Any employee who receives severance pay upon leaving the employ of the
District as a result of being laid-off, shall, in the event of rehire, have the option of repaying to the
District all severance leave on the date of rehire.

Severance pay for Title | and part-time teachers and part-time school nurses shall be prorated
based upon the average number of hours per week they worked in the previous three years

divided by the number of work hours for a full-time teacher on their grade level (i.e., elementary or
secondary).

ARTICLE V

Supplemental Benefits

Worker's Compensation and Pension

Teachers shall be covered by the provisions of the New Hampshire Workers' Compensation Act and the

New Hampshire Retirement System.

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Tax-sheltered Annuity

The Board of Education agrees to continue to allow teachers to take advantage of the Federal Law
concerning tax-sheltered annuities.

Health Insurance

The Board shall provide upon the request of a member of the bargaining unit the benefits of an individual,
two-person or family coverage under one of the following plans offered by the City, if available, or a plan
providing comparable benefits, if the following plan(s) are not available:

Point-of-Service Plan

HMO Plan; or

High-Deductible Health Plan with Health Savings Account (HSA)

The Board may make additional plans available to members with benefit levels and
premium cost sharing determined by the Board in its sole discretion.

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For the duration of this Agreement, either party to the Agreement may request that a joint
labor/management committee be convened to consider the performance of the aforementioned plans and
any changes thereto.

Any member of the bargaining unit requesting initial membership in a plan may enter during a specified
enrollment period. Any eligible member desiring to select a different plan may make such a change only
during the annual enrollment period. Eligible members moving into or out of an HMO or Point-of-Service
Plan service area may change plans within a specified period after such move to the extent permitted by the
plans.

The group health insurance of any member of the bargaining unit terminating employment with the District
for whatever reason - resignation, retirement, lay-off, discharge or unpaid leave of absence other than sick
leave - shall expire on the last day of the month following the month the member terminates employment
with the District except that the group health insurance of members of the bargaining unit terminating their
employment with the District at the conclusion of the school year shall expire on September 30 unless the
member elects to terminate such insurance sooner.

For eligible members the Board shall contribute 70% of the premium for option (a) and 80% of the premium
for option (b) and (c).

The BOARD’s contribution for part-time teachers and part-time nurses shall be based on the ratio of hours
such employees are required to work to the number of hours full-time teachers at their grade level
(elementary or secondary) are required to work. In addition, such teachers shall be required to pay the
difference between 100% and the above Board contribution rates towards the cost of the health insurance
premiums for the plan such teachers select.

Title | teachers may purchase health insurance at group rates at their own expense.

Anthem HMO Plan shall have the following co-pays and deductibles:
(a) Twenty-Five Dollars ($25.00) per medical visit;
(b) One Hundred Dollars ($100.00) per emergency room visit;

(c) One Thousdand Five Hundred Dollars ($1,500.00) Per Person, Three Thousand Dollars ($3,000.00) Per 2-
Person/Family Inpatient/Outpatient Facility Deductible; and

(d) Three-Tier Pharmacy Benefit of $10/$30/$50 — ($20/$60/$100) Mail Order).

Anthem HDHP w/Health Savings Account (HSA)

(a) Commitment to $1,500.00 Single and $3,000.00 for 2-person and family contribution to the HSA.

(b) HSA contribution will be prorated based upon enrollment date — Employees who join the HDHP w/HSA
at any time other than July 1 will receive a pro-rated City contribution of $125 monthly for a single plan
and $250 monthly for 2-person or family plan for each full month remaining in that fiscal year; except
that newly eligible teachers who enroll on October 1 will receive the full contribution.

(c) Disbursement of HSA contribution in two installments (July and October). The Board’s HSA
contribution will be distributed in two (2) installments, one on or about July 1 and one on or about
October 1, provided that if an employee is required to pay more towards his/her deductible than the
initial 50% contribution, upon presentation of suitable documentation, the City will contribute the
remaining 50% before October 1.

Teachers retiring after June 30, 1991 who have 20 or more years of service with the Nashua School
District and who are actually receiving retirement benefits under the provisions of the New Hampshire

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Retirement System will have a portion of their health insurance premiums paid for a single plan according to
the following: The Board shall pay 20% of the premium plus 3.0% of the premium for each year in excess
of 20 years of service to a maximum of 30 years (maximum contribution, 50%). Such contributions will
cease when the retiree is eligible for Medicare coverage.

The parties agree to form a joint labor/management committee to study a health insurance buyout, provided
the City of Nashua also agrees to participate in the committee.

In the event that the provision of health insurance to employees pursuant to the terms of this agreement
triggers the assessment of a “Cadillac Tax’ under the Affordable Care Act, the parties agree to immediately
reopen negotiations, on the issue of health insurance only, for the purpose of avoiding implementation of
the Cadillac Tax. This provision will require only good faith negotiation — it will not require either party to
change any provisions of the existing collective bargaining agreement.

Life Insurance

The BOARD shall provide full payment of the cost of a term group life insurance policy equal to 100% of the
teacher's base salary, rounded to the nearest thousand.

Dental Coverage

A. The Board shall be directly responsible for negotiating, contracting and providing dental insurance
to retirees at the full cost of the premium and to teachers and nurses at no premium cost for a 1-
person, 2-person or family plan, based on the plan the employee is eligible for and selects. Plan
benefits are listed in Appendix J.

B. The Nashua Board of Education will not object to the Union President, at the President’s expense,
maintaining enrollment in the dental program. The maintenance of such enrollment is contingent
on the permission of the insurance carrier. The Nashua Board of Education shall have no liability
for said enrollment or lack thereof.

Continuation of Insurance

Upon agreement by the respective insurance carriers, any teacher who is on authorized unpaid leave may
be permitted to continue health and life insurance benefits provided by this contract at the teacher's sole
expense, on condition that the teacher remits the full monthly insurance premium by check payable to the
respective insurance carriers, to the District Human Resources Office no later than the I5th day of the
month preceding the month the premium is due. In the event the teacher fails to remit the premiums due,
the benefits provided by this Article 5:6 shall terminate immediately without further notice to the teacher and
the teacher may not be reenrolled in the group insurance plan for which the premiums were being paid until
the teacher returns to active service.

Mileage Allowance

Teachers who are authorized by the appropriate Assistant Superintendent or designee to use private
automobiles for school business shall be reimbursed at the IRS rate. Such travel shall be approved in
advance.

Course Tuition and Professional Development Reimbursement

A. The tuition and professional development reimbursements set forth in Article 5:8 shall not exceed a
total for all teachers of $225,000. Each teacher shall have a two-year commitment to the District
upon receiving tuition reimbursement only. Fulfillment of the reimbursement commitment is realized
two years after the last tuition reimbursement. This two-year commitment applies to voluntary
resignation or retirement by teachers and not to reductions in staff by the District. Teachers using
Course Tuition Reimbursement solely for approved professional development activities as outlined in
5:8E will not be required to serve this two-year commitment.

B. A teacher who is enrolled in a subject related advanced degree program at an accredited college or
university, providing that said teacher has received the prior written approval of the Superintendent for
enrollment in that advanced degree program, shall be reimbursed for 80% of the cost of tuition.
Approved applicants for course Tuition Reimbursement shall be reimbursed a maximum of four
thousand dollars ($4,000.00) per school year.

C. A teacher who is enrolled in a course at an accredited college or university, which course is allied to
the teacher's profession or which is required in connection with an advanced degree program allied to
the teacher's profession, shall also be subject to the same reimbursement as above, providing said
teacher has the prior written approval of the Superintendent for enrollment in said course.

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D. The Union will be permitted to participate with the District in determining how to conduct the lottery
system by which the order of the disbursement of such funds is determined. However, the District will
retain the ability to make the final determination as to how the lottery system is conducted.

E. Bargaining Unit members who require specific professional learning/certification to perform their jobs
with the district may apply to the Assistant Superintendent to use Course Tuition Reimbursement for
the purpose of attending professional development related to such professional learning/certification.
The Assistant Superintendent will retain discretion to determine whether to approve any such
application. In no case will Course Tuition Reimbursement for professional development under this
section be permitted to exceed $500.00 per person per contract year. Course Tuition Reimbursement
will count toward the total cap of $225,000.00 set forth in 5:8A. This article shall not be subject to the
arbitration clause of the Grievance Procedure as outline in Article 3.

F. In the event that a teacher is unable to enroll in the intended course and wishes to enroll in_another
course, the teacher shall notify the Superintendent in writing. The Superintendent will have ten (10)
school days from the date the notice is received in the Superintendent's office to review the grant of
approval for reimbursement. If no action is taken by the Superintendent within ten (10) school days of
the receipt of notification the course shall be reimbursed as above.

G. A teacher who is enrolled in courses required for the teacher's certification in a critical shortage area as
determined by the District in its sole discretion shall be reimbursed for 80% of the cost of tuition. The
same rate of reimbursement will be paid to teachers currently teaching in the critical shortage area in
the District, and who enroll in courses which in the District's sole discretion will enable such teachers to
become better qualified to teach in the critical shortage area in which they currently are teaching. Said
teachers must receive the prior written approval of the Superintendent for enrollment in said courses to
be eligible for reimbursement. For teachers seeking certification in a critical shortage area, the benefits
contained under this Article 5:8E shall terminate upon certification, or after three years from the date of
initial enrollment whichever occurs first. For teachers currently teaching in the critical shortage area
who enroll in courses to become better qualified, the benefits contained in this Article 5:8E shall
terminate at the conclusion of the course(s) for which benefits are granted.

H. A teacher who is laid off and who enrolls in a program or course for the purpose of retraining, provided
said teacher has received the prior written approval of the Superintendent for enrollment in said
program or course, shall be reimbursed for 80% of the cost of tuition. A teacher who is laid off and who
enrolls in courses required for the teacher's certification in a critical shortage area as determined by the
District in its sole discretion shall be reimbursed for 80% of the cost of tuition. Said teacher must
receive the prior written approval of the Superintendent for enrollment in said courses to be eligible for
reimbursement. A teacher's entitlement to the benefits contained in this Article 5:8F shall commence
at the conclusion of the school year during which the teacher is notified of his/her layoff for the ensuing
school year and shall remain valid until the expiration of a two-year period thereafter, or until the
teacher accepts a full-time position within or outside the District regardless of its nature, or upon
certification, whichever occurs first.

|. Tuition reimbursement for Title | and part-time teachers shall be prorated according the following: The
applicable tuition rate times the teacher's regularly scheduled work day/work year divided by the
scheduled work day/work year of a full-time teacher on their grade level (i.e., elementary or secondary).

J. Due to changes in the Massachusetts State University System’s billing procedures which breaks down
what had been previously designated as tuition into tuition and certain other fees, the parties mutually
agree that for the purpose of determining “tuition” as contained in this article, “tuition” for
Massachusetts State University System schools will be deemed to include 1) what is specifically
identified as tuition and 2) what is variously identified as “college fee’, “operating fee’,
“academic/curriculum fee’, “local tuition fee ”, “college service fee’, “general college fee’, “general

purpose fee’, “educational services fee”, “general education fee”, “one fee concept’, “emergency fee”,

“general fee”, “campus support fee’, “all college fee’, or “merged fees”.

5.9 Disability Insurance

The District shall make available long-term disability insurance to teachers who may purchase at
their own expense.

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