APPENDIX B: Dues Deduction Form
This page is intentionally left blank. There are no dues deductions.
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AGREEMENT
BETWEEN THE
NASHUA BOARD OF EDUCATION
AND THE
NASHUA ASSOCIATION OF SCHOOL PRINCIPALS
July 1, 2022
through
June 30, 2026
Signature Approval Date:
Page 1
NASHUA BOARD OF EDUCATION
Jennifer Bishop, President
Heather Raymond, Clerk
Jessica Brown
Neil Claffey
Christina Darling
Sharon Giglio
Paula Johnson
Regan Lamphier
Sandra Ziehm
NEGOTIATING TEAM
Garth McKinney, Superintendent (Interim)
Daniel Donovan, Chief Operating Officer
Diane Carey, Director of Human Resources
Paula Johnson, Board of Education
ADMINISTRATIVE STAFF
Dr. Garth McKinney, Superintendent (Interim)
Dr. Kimberly Sarfde, Assistant Superintendent
Anthony Parker, Assistant Superintendent
Daniel Donovan, Chief Operating Officer
Diane Carey, Director of Human Resources
NASHUA ASSOCIATION OF SCHOOL PRINCIPALS
Michael Mahoney, President
Keith Richard, Vice President
Cherrie Fulton, Secretary
Richard Boardman, Treasurer
NEGOTIATING TEAM
Michael Mahoney, President
Keith Richard, Vice President
Page 2
TABLE OF CONTENTS
PRECORMIRIO INS sce; sateate ct cca te ceee sce te fe ccace cu aces fea eacnae a Sari evnceas studs studes staves ceieacterss wer caarasrtsysessccte 5
Definitions... Be tette caiir) rata SE SuRG ies GEMS ene 4 Se ee ee
Resolution of Differences and! ifanagement Rights. Se, a ee eae 6
Resolution of Differences by Peaceful Means ................cccssereersecnneeseeeeeerareeerrerserser 6
Management Rights..........::c:ccccccssccsnnsesseeesetsesauseeesseseessossneiaessetsentsersartsarnsrsesreerees 6
Conformity to Law and Savings ClaUSC ..........ccceeceeeeseeesseneeeeteersoreserenrencsserauesuusnneaserysesrenses 6
Calaryand Rates ot-Pay acess scones Senaee noaah reta Nia Garttcasiasidvtiedladeosevsustarct rts re ?
Salary Schedule ..0.........5:ccccssecseeesserseeaneens Seer eee ECE EERE RCE SDE 7
Placement on the Salary Schedule .........cc cc sce ceeceteee ene cneetseneeseessepeeeeeeeeeen
Course Tuition Reimbursement ........00:0cccscccseccsecscseenersenseeneuneatsaseeanqangecsecnpeapecen E
Mileage Reimbursement... See Ais eee Tee Sree rer ie a Ea
Method and Time of Salary bayiient. ere e rear epee Para aera eean seus eaconasensiatectaceseetteuiensessas 8
Longevity .......0.. T aaenpe at ss ine sees ncncecacedacaatanaaha caanawitartsettsett sand eacsaretsaetses Ceveasstanseannccest 8
SOEVETANCE Pay icteertecctcetsetecteediPercccetvaviaaihasscattcs snnacuratianntaceateinaseastanetnierranntd aeteresetay g
Calculation of Per Diam Rates....c..cecec ete ce ce caeeseeesessssensenmsscsscestsssereeresssenessnenneen DF
Supplemental Bemedits 2.0.0.0... cece ccc cece etre ree raasseeceessesseessoesondcasaeiaasaniesseeseesensreeeresiearensnes 9
Workers’ Compensation... Beiaiets Pata iM peo StuSes Seta wes tueets Oia ehss Faerareie tte ersoni ieee tras ne
New Hampshire Retirement Systern. FR ec EEE PCT EE TACT SLCC RCE CRS ECREE ACEC REET EPFL 9
Tax-sheltered/Annuityincciaeaiiodiquianeee tes iG seinen 9
Health Insurance ,.......2... cc ccecccesseecseeseeseceeeneecsneasecsensneesoesersessaessouseniussanssseusssaunsereces 9
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Professional Membership Dues .............csscccsecsecseceeeeeneenveeueeusvansuueueersesvaseansserseres 11
Long-Term Disability Insurance .........:.:cccecsecsirresreecrsresersecarsunrsarterteseteretarsaretsrseren LD
Dental Coverage............:ccceeeecsenaeies FE TE EE EEE EEE Eee 11
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Snow Day ....... eee ernrern BEE ESE CECE CDEP ECE ECE PETER eRDUTE EEE CLE EEG PELLET EEE EEE PECTS 13
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Employment Status... ...cccccecceeecescesesseseetsenansencancessuseiaeesseusessnsieseantsageaeenersessaesensesansarsaseeres 14
Vacancies and New PoOsitiOms.........cccccccecseerserssersseecressentaeesaeevacssueesareseneersersaraners 14
Involuntary Transfers 2.0.0... cc cee eeee eee ee seen ensesseeseeesanreenesseesioerseesaaesaensaeaesnaernaedanes 15
Reduction im Stat... ccccesesssscseceeeceeeceeceeeeeseeresssanserseensarserssantasenserieesderiararesr 15
Non-Renewal for Unsatisfactory Work Performance As An Administrator ............ 16
Performance Appraisal ...cccccsesessscsics nian Aan bh nhat neice 16
Terms and Conditions of Employment ......0......2:.:ccccceeseeceeceeeescseeseeessenneseaesenenersoersesrnensersee 17
Work Year oon. cscs tenses rseseenreenenee BETTER Cap OF PEER CEE OLE EDU DTrE ET EEECUPRE DEEPER EPEAT 1?
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Association Representatives... ccc eseeceesseecneresarnersersersaverersuerserieeseraseesiresretoresee 1G
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Official List of Nashua Association of School Principat Representatives ...............
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Recognition of Local Organization Representative............cccccrceerrins
Destribution of Materials — Mail Boxes ..........-0006
ASSOCIATION MOOTINBS ......61.:c ccc tcspeseee nen tsepeeseanee nee eneenedendeenannaseecesodnaumusncaneaneneess ees
Protection of Individual and Group Rights .............-
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Miscellaneous Provisions .......:cc scenes nreeneceeeneconeaneteeneneeas
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APPENDIX B: Dues Deduction FORM cc ccs cess cseessereesacesesenassuesnnssnasensccaseeeeeseeeeeseenanee 26
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AGREEMENT made by and between the NASHUA BOARD OF EDUCATION (hereinafter called the
"BOARD") and the NASHUA ASSOCIATION OF SCHOOL PRINCIPALS (hereinafter called "THE
ASSOCIATION").
1:1
1:2
2:1
2:2
2:3
ARTICLE |
Recognition
The "BOARD" recognizes the Nashua Association of School Principals as the exclusive
representatives for the purpose of collective bargaining concerning wages, hours and legally
limited terms and conditions of employment pursuant to N. H. Chapter 273A-XI of all
administrators under contract who are employed by the "BOARD" at least 50% of the time as
administrators as included herein:
PRINCIPALS - ELEMENTARY AND SECONDARY
ASSISTANT PRINCIPALS - ELEMENTARY AND SECONDARY
but excluding all other administrator(s).
The Association agrees to represent equally all members of the bargaining unit without regard
to membership in the Association.
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 "Administrator", as used in this agreement, means a Principal, elementary and
secondary, or an Assistant Principal, elementary and secondary.
The term "Length of Service", as used in this agreement, shall mean active employment except
as otherwise provided in this section 2:3. In the event of authorized paid leave granted
pursuant to this agreement, the administrator on such paid leave shall continue to accrue length
of service. In the event of authorized unpaid leave, or layoff, the administrator shall retain such
length of service as was accrued on the date of the authorized unpaid leave or layoff upon
return to active employment, but shall commence further accrual only upon such return and
shall not accrue length of service during such leave or layoff period. In all other cases of
interruption of service, the administrator shall lose all accrued length of service.
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ARTICLE tl
Resolution of Differences and Management Rights
3:1 Resolution of Differences by Peaceful Means
The Association and the Board agree that differences between the parties shall be settled by
peaceful means as provided within this agreement. The Association in consideration of the
value of this agreement and its terms and conditions will not engage in, instigate or condone
any strike, work stoppage or any concerted refusal to perform designated administrative duties,
as well as related educational functions on the part of any employee covered by this agreement,
or otherwise engage in any activity(ies) that constitutes an unfair labor practice pursuant to RSA
273-A:5.
3:2 Management Rights
The Association recognizes the following responsibilities, rights, authority, and duties of the
Board and the Superintendent of Schools, except as they are modified by provisions of this
agreement.
The Board and Superintendent hereby retain and reserve unto themselves, without limitation,
all power, rights, authority, duties and responsibilities conferred upon and vested in them by the
Statutes, including RSA 273-A:1, XI, and constitution of the State of New Hampshire, the rules
and regulations of the New Hampshire Board of Education, and the Charter of the City of
Nashua:
1. to the executive management and administrative control of the School District and its
properties and facilities;
2. to hire, promote, transfer, assign and retain administrator(s) in positions with the
Nashua School District and to suspend, to demote, discharge or take other disciplinary
action against administrator(s) for just cause, to relieve administrator(s) from duty
because of lack of work or other legitimate reasons;
3. to establish grades and courses of instruction including special programs, and to provide
for athletic, recreational and social events for the students, all as deemed necessary or
advisable by the Board;
4. to decide upon the basic means and methods of instruction and the duties,
responsibilities, and assignments of administrators, teachers, and other employees with
respect to administrative and non-teaching activities, and the terms and conditions of
employment.
ARTICLE IV
Conformity to Law and Saving Clause
4:1 If any provision of this agreement is or shall at any time be determined contrary to law by a
court of competent jurisdiction, then such provision shall not be applicable or performed or
enforced except to the extent permitted by law. In the event that any provision of this
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5:1
5:2
5:3
agreement is or shall at any time be determined to be contrary to law by a court of competent
jurisdiction, all other provisions of this agreement shall continue in effect.
ARTICLE V
Salary and Rates of Pay
Salary Schedule
A.
A.
Effective on the date of signing of this Agreement, all members of the bargaining unit
will receive salaries in accordance with the scale in Appendix A. Only administrators
receiving acceptable annual performance reviews will be eligible for annual step
increases.
Placement on the Salary Schedule
For the purpose of placement on the salary schedule, administrators will be granted full-
credit for prior experience in the same position. Effective July 1, 2016, principals shall
be granted one-half (1/2) credit (rounded up) for experience as an assistant principal, up
to a maximum of six (6) years of experience.
Service of at least one hundred five (105) days in active employment as an administrator
with the District within a previous fiscal year is required for the administrator to
advance a step on the salary schedule.
Course Tuition Reimbursement
With advance approval from the Superintendent (or designee), an administrator may be
reimbursed 80% of the tuition cost for completing a work-related accredited college or
university courses(s), but not exceeding $2,000 annually. Administrators enrolled in a
work-related accredited college or university degree program may be reimbursed 80%
of the tuition costs for completing courses required for the degree program, but not
exceeding $3,000 annually. Each Administrator shall have a two-year commitment to
the District upon receiving tuition reimbursement only. — Fullfillment of the
reimbursement commitment is realized two years after the last tuition reimbursement.
This two-year commitment applies to voluntary resignation or retirement by
Administrators and not to reductions in staff by the District. The Superindent (or
designee) may also approve reimbursement up to 80% per course or workshop
sequence offered by colleges or other training centers leading to certificates of study in
areas directly related to the work of the employee, but not to exceed $1,000 annually.
Reimbursement will only be made for courses completed with a grade of “C” or better
atthe undergraduate level, a “B” or better at the graduate level, or a grade of “pass” if
a course is offered only on a pass/fail basis
Mileage Reimbursement
Administrators who are authorized by their supervisors to use private vehicles on school
business shall be reimbursed at the prevailing IRS rate. Any employee using his or her private
vehicle for school business must maintain auto liability insurance coverage.
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5:4
5:5
5:6
Method and Time of Salary Payment
Salaries of administrators shall be paid in twenty-six {26) bi-weekly installments, starting with
the first administrator pay period in July. Paychecks shall be distributed to administrators in
individually sealed envelopes. The District may institute delivery of direct deposit slips by
electronic means, subject to requirements of state law.
Assistant elementary principals hired after June 1, 2022, will be paid on a Teacher-pay schedule,
i.e., they will receive their first check when the teachers do in late August or early September.
Voluntary dues deductions shall be authorized from the salary of an administrator who files an
appropriate authorization within one month of the date on which dues are to be deducted.
Such authorization shall be on the dues deduction form attached herewith as Appendix B. Said
deduction is to be made per pay period. However, if any member has no check coming or the
check is not large enough to satisfy the assignments, then and in that event no collection will be
made from said member for that month. The Association will hold the District harmless from
any disputes between the Association and its members relative to the deduction of dues. The
District shall have no obligation to collect dues beyond the monthly deduction. The Association
shall determine a payroll deduction amount once annually to cover all Association members,
and shall inform the District Personnel Office of the amount at least three calendar weeks prior
to the implementation date.
The Board will pay professional membership dues as provided in Article 6:6 upon request of an
administrator provided the administrator files an appropriate request at least one month prior
to the date on which such dues are to be paid.
Longevity
Only administrators hired prior to June 1, 2008 with 19-23 years of continuous employment in
any capacity at July 1st will receive an annual longevity payment of $1,350. Administrators hired
prior to June 1, 2008 with 24 or more years of continuous employment in any capacity will
receive an annual longevity payment of $1,800.
Severance Pay
Upon the retirement or death of a full or part-time administrator who has at least ten (10) years
seniority in the District, the District shall pay to that employee or the employee's estate, in the
case of death, a per diem rate based on 45% of the employee’s current daily per diem salary, per
day of accumulated sick leave up to a maximum of one hundred {100) days.
Upon the resignation or layoff of a full or part-time administrator{s) who has at least ten (10)
years seniority in the District, the District shall pay to that employee a per diem rate based on
35% of the employee’s current daily per diem salary per day of accumulated sick leave, up to a
maximum of one hundred (100) days.
Administrators in the continuous employ of the District prior to July 1, 2011 shall be
grandfathered in at a maximum accrual of 185 sick days for the purpose of severance
calculations, 60% of their per diem salary for retirement or death, and 35% for resignation.
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