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FULL-TIME & PART-TIME EMPLOYEES:

A. Accruais per Month & Year:

1. Sick leave is accumulated at 4.25 £10 hours}-days per month for the full time employee as
defined in Article 3Q 40-houra-week-omployes provided the employee has been employed
prorte-andinsiudingon -the 15! of the month. Total accumulation per year is 15 days (120)

hours for the 40-hour-a-week employeefull-time employee.

2. Part-Time Eemployees, as defined in Article 3P-whe-werkiess- than 40 hours ber week shall
receive prorated sick day accruals based on hours in a normal work day and _ will reach
maximum accrual caps based on full-time accruals for employees.

B. Sick Leave Deductions: For the purposes of this article, a one-day sick leave deduction shall be
the employee's normal work day hours.

C. Maximum Accruals:

® Employees Hired Prior to 9/16/03:
@ Employees can accrue up to a maximum of 1080 sick leave hours.

e Employees hired on or after 9/16/03:
© Employees can accrue unlimited sick leave hours.

D. Death_Payments_For Full Time—& Part-Time _EmployeesPayment on Death, Retirement, or
Resignation (after 15 years of service for resiqnations):

Employees Hired Prior to 9/16/03:

@ _Anemplovee will receive 100% of the employees’ sick leave accrued balance; however, the
total payout will not exceed a total of 720 hours. (Payable to the beneficiary in case of

death.)

Employees hired on or after 9/16/03:

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e An employee will receive 20% of the emplovees’ sick leave accrued balance; however, the
total payout will not exceed _a total of 720 hours. (Payable to the beneficiary in case of death.)

In the event of the death of an employee, the employee’s beneficiary (as specified in writing by the

employee on an approved form — Anpendix B “Designation of Beneficiary Form’) will be entitled to
the payout as outlined above (accrued up to the date of death, calculated at the current rate of pay).
400% _of the -omployee’s_sick leave _balance {subject-to-the-maximum accrual of 720 hours)
accruedup-iethe-date-of-death_calculated at the current rate of pay —If a deceased employee has
not designated a beneficiary, the accrued sick leave will be paid the employee’s estaie.

In the event of retirement-or resignation (after 15 years of service for resignations) the employee

will be entitled to the payout as outlined above 9 *5-Si ject
to-the_maximunraccrual accrued up to the date of_retirement_or_resiqnation

calculated at the current rate of pay).

GENERAL SICK LEAVE POLICIES:

A. Completion of Probationary Period: A newly hired Department employee is not entitled to
payment for sick leave until completion of a six-month probationary period, and such payments
may not be applied retroactively.

B. Payment for Accrued Sick Time: Employees must have the appropriate time accrued before use
of paid sick time is approved. At no time shall an employee be paid sick time if it has not yet been
accrued.

C. Unpaid Leave of Absence: During an unpaid leave of absence, an employee does not accrue
any sick time.

USE OF SICK LEAVE:

Employees taking sick leave are required to follow the procedures as specified in the Department’s Rules
and Regulations Manual.

LOSS & REINSTATEMENT OF SICK LEAVE:

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A. Loss of Sick Leave: Except in the case of death, accrued sick leave shall be lost if the employee
resigns, is discharged, released, or laid off.

B. Reinstatement of Sick Leave: An employee who resigns but returns to employment within three
(3) years will have his or her sick leave balance reinstated.

C. Personal Yearly Sick Bank: —Empleoyees-Hired-Prior_to-September-16,2003;—Employees
hired -srierie September 16,2603, who are subject to a sick leave accrual cap as outlined under

this Article, shall be allowed to accrue beyond the cap during a calendar year.

1. At the start of every new year, the sick leave accrual balance will be brought back to the
employee’s maximum accrual amount as outlined under this Article. Beginning in January of
every year, employees will be able to again accrue sick days as outlined in this Article over and
above their cap during the applicable calendar year, and the process will begin again.

2. Said accrued sick leave days over the specified cap shall at no time be allowed to carry into
the ensuing calendar year.

D. Abuse of Sick Leave — First Offense: Full-time employees, who abuse sick leave, shall forfeit
80 hours (for 40-hour-a-week employees), 75 hours (for 37 1/2 hour-a-week employees), or 70
hours (for 35-hour-a-week employees) of accrued sick leave for a first offense. (If the entire 80,
75, or 70 hours as specified previously cannot be deducted from the accumulated total due to the
accrual amount, the negative balance will be carried over until the entire 80, 75, or 70 hours can
be deducted.) Part-time employees, who abuse sick leave, shall forfeit accrued sick leave for a
first offense prorated based on full-time forfeitures contained within this paragraph.

E. Abuse of Sick Leave — Second Offense: For the second offense, full-time employees shall forfeit
96 hours (for 40-hour-a-week employees), or 90 hours (for 37 1/2-hour-a-week employees), or 84
hours (for 35-hour-a-week employees) of accrued sick leave. (If the entire 96, 90, or 84 hours as
specified previously cannot be deducted from the accumulated total due to the accrual amount, the
negative balance will be carried over until the entire 96, 90, or 84 hours can be deducted.) Part-
time employees, who abuse sick leave, shall forfeit accrued sick leave for a second offense
prorated based on full-time forfeitures contained within this paragraph.

DEATH RETIREMENT PAYMENTS FOR FULL-TIME EMPLOYEES:

Upon retirement from the City or in-the-eventot the death of an employee, the employee oF the-omployee's

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Saselaog HN Ouirrant fate oF Pal it e-’eceasad emplayas has not designated 2 beneiiciarys the-aschied

SICK LEAVE BANK:

All non-probationary full-time and part-time employees covered under this Agreement shall maintain and
contribute to a Sick Leave Bank on a voluntary basis from their unused sick leave accrual balance
(Appendix DBC — “Sick Bank Transfer Form”). A Sick Leave Bank Committee appointed by the Union shall
establish the rules, standards, and procedures of the Sick Leave Bank.

Said rules, standards, and procedures shall be provided to and approved by the Chief of Police before
implementation and operation of the sick Leave Bank by the Union. Once the rules, standards, and
procedures have been approved, the Sick Leave Bank usage shall not be subject to the grievance
procedure.

Employees shall hold harmless the Commission, the Department, and the City for any decisions made by
the Sick Leave Bank Committee once installed.

ARTICLE 18
BEREAVEMENT LEAVE

Forthe purpeses-_cHhis Adicle:

A.—TFhe-torm"Bereavement-Leave—moans—ateave of absence granted ie an-ompleyeetises a death
eccuringinibe employee-s-mmediate-Famiy*

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B.—Tho-Chiefs “Designee is_aDeputy Chief orthe Bureau-Commander_tn the-absence of a Deputy
Ghief-or-the-Bureau-Commander the -Ghiefs_designee_may_be-the-Divisional Superviser_tn the
absence ctthe Divisional Superviserthe-Chiefs-designee may be the First Line Sunermisor.

C The“ iate-Family. is-detined-as below:

ERS RCO RY RINGS e an ormployot s Spouse “and the folpwing. Felatves of tne

in-law,—brother-in-law,—sister_in-law,blood_rolative—or_ward—residing—in—the—employee's
household.

he-tia! emino-the-cl ler-whigh-a-td : eujalifi lor thi
Article:

Ap . » is defined individual:

FULL-HME/PART-TIME-EMPLOYVEES:

7 10 3 aR Of tnrOe {9)-CORESCUNS Cave "eave fol aR Omployee’s Ror! WORT dayir poginning the
a-regular-part-time-omployee fora death of a member of the immediate family of an employee.

Employees-_are allowed one} Bereavement Day forthe death of an employee's _ertheir spouse's aunt
pncle cousin, niece-and nephew—Such day would be coded as Bereavement Sick_anddedusted fom
employee’s sick time tHhe empleyee does _not have available sick time, the employeeis not entiledis
Bereavement Sick Bereavement sick will nethave anegativeimpascten anavalevaluatens.

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Gr-lE-orreasens-which-would-require-out-obstate-_travel to-the-funeral-services-ordueto the actual
date—eft the tuneral_sendces, the Chief of Pelice_or_designee_may_aliew_acelayinthe
commencementoHhe three consecutive business bereavermentieave days fortul-time/sar-time
employees:

B—Athe diseretion oHthe Chief ot Pelice- ora Deputy Chief the three consecutive days may be breken
up-bebveertacintial netifcation and ite actial day olthe funeral semices,

Definitions: For the purposes of this Article:

A. The term "bereavement leave" means “a leave of absence granted to an employee upon a
death occurring in the employee's Immediate Family.”

B. The Chief's "designee" is the Deputy Chief of Operations or the Bureau Commander, In

the absence of the Deputy Chief of Operations or the Bureau Commander, the Chief's
designee may be the Divisional Supervisor.

C. “Domestic Partner” is defined in Article 3:

1. Who had a long-term intimate relationship with an employee,

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2. Who was living in the same household as the employee at the time of death, and

3. With whom the employee had an intent to remain in a long-term relationship.

Purpose of Bereavement Leave: The purpose of Bereavemeni Leave is to give the necessary time to
employees to handle personal affairs or to attend a funeral due a death in the immediate family. An
employee has consecutive days available to him: and, depending upon the relationship, may elect to take
one day, two days, the three days, or four days for each occurrence. An employee should not automatically
take the maximum bereavement days available as listed in the table below for each incident. An employee

also has other leave available if the time period needs to be extended. The employee should work with his
supervisor for the time needed.

Bereavement Leave Policies:

Beginning the day after the notification of the death, per occurrence, an employee shall be permitted the
following bereavement days:

One (1) Day Leave (from Sick time) In the event of the death of an uncle, aunt, niece,
or nephew of the employee

Three (3) Days Bereavement Leave In the event of the death of an immediate family
member as defined below

Four (4) Days Bereavement Leave In the event of a parent, step-parent, spouse,
child, or step-child.

lmmediate Family Detined: The immediate family includes the employee's spouse / domestic partner and
the following relatives of the employee or the employee's spouse / domestic partner:

Children, Step Children Brother, Step Brother Sister, Step Sister
Parents, Step Parents Grandparents Grandchildren
Step Grandparents Step Grandchildren
Daugiter-in-law, Son-in-law Ward/Relative living in the
home

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lf for reasons which would require out-of-state travel to the funeral services or due to the actual date of the
funeral services, the Chief of Police or designee may allow a delay in the commencement of the their
consecutive bereavement leave days. At the discretion of the Chief of Police or Deputy Chief of Operations,

the consecutive days may be broken up between the initial notification and the actual day of the funeral
services.

Disputes: Disputes concerning Bereavement Leave shall be subject to the Grievance Procedure through
STEP 4 (Chief's level), at which point, the decision shall be final and binding upon the parties.

ARTICLE 19
LEAVES OF ABSENCE

MILITARY LEAVES OF ABSENCE:

An employee who voluniarily 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) 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. Reservists called into active duty will be eligible for benefits in
accordance to the Mayoral Memo dated October 5, 2001. A decision was made to treat all reservists
equally, and any reservist called into active duty will be eligible for the following benefits:

A, First Month’s Wages: The City will pay 100 % of the employee's first month’s salary to ensure
that family members not endure any financial hardship during this initial phase.

B. 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.

C. 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 requested.

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

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NH Retirement System: The City and the employee will continue to pay their respective share to
the employee’s retirement plan.

Accrual of Vacation Leave: Employees may accrue vacation leave for the first six months of
active duty.

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 benetits.

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

LEAVES OF ABSENCE (NON-FAMILY MEDICAL LEAVE REASONS):

A,

D.

Requests for Paid or Unpaid Leaves: With prior approval and at the sole discretion of the Chief
of Police, an employee will submit to the Chief of Police through the chain of command a written
request for a leave of absence for personal illness prior to the initial date of leave indicating the
reason for the leave of absence and the duration of the leave. An employee may request to use
available vacation and/or personal time.

Benefits: Employees on an unpaid leave of absence will not accrue benefit leave (vacation/sick).

Leave Periods: Employees with one (1) or more years of continuous service may be granted a
leave up to one year. An employee with less than one year may be granted a leave up to thirty
(30) days.

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

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

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

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FAMILY MEDICAL LEAVE ACT (FMLA):

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

TEMPORARY/REGULAR REPLACEMENT:

A.

B.

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

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

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

ARTICLE 20
PERSONAL DAYS

GENERAL POLICIES:

A,

For the purpose of this Article the words "personal day" means a normal workday, when an
employee is excused from active duty for personal reasons.

The receipt and use of personal days pursuantie this -anicte-will changetrom-atiscalyearte-be on
acalendar year basis. Forthe-purpeses-ofmakingthic transition, effective July +, 2009, employees
enpayrol_orempleyees-hired-_befere-Oeteber + 2000 will be-_entited to two (2) personal days_to
be-used between _July-+,-2009-and December 3+, 2009. Employees hired ater October 4, 20008,

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