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D.

E.

A.

B.

C.

Effective January + 2046,eEmployees on payroll effective January 1$' or hired before July 1°! are
entitled to three (3) personal days per year_(not deducted from accrued sick leave). In addition,
Eemployees are entitled to fourt4}two (2) additional personal daysa fourth and atith tetfective duly
42942} persenal-day; however, said days shall be deducted from the employee’s accrued sick
leave. If there is no accrued sick time available, the employee may elect to take an accrued
vacation day. If there is no accrued vacation time available, the employee is not eligible for a

personal day. {This change will be effective beginning January 1, 2020.)

Efective-danuary+,2010_eIn the first year of employment, Eemployees hired after July 1° are
entitled to two (2) personal days (not deducted from sick)s and #we-one (1)2} personal days
(deducted from sick) and those hired on between October 18! and December 431*! are entitled to

one (1) personal day_(not deducted from sick).

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

APPROVAL OF PERSONAL LEAVE:

Personal Leave must be approved by your supervisor not more than fifteen (15) days, nor less than five (5)
days prior, to the date of such personal day, except in an emergency. A supervisor may waive the notice
period for requesting personal leave. If approved, the appropriate form will be completed by the supervisor
or employee. The form will be forwarded to the Department's Financial Services Division. Except in cases
of emergency, the form will be approved/disapproved (pending the availability of personal days), and the
employee will be notified by the Bureau Commander or designee of its approval or disapproval.

PROVISIONS:

A personal day's approval is subject to potential workloads, manpower requirements, and any
possibility of an emergency situation as determined by the Chief of Police or designee.

Once a personal day is approved and the date is to be changed or canceled by the employee, the
employee must reapply.

The approved personal day is subject to recall by the Chief or designee due to potential workloads,
manpower requirements, and any emergencies that may arise.

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D. Personal days shall not be taken more than two at a time unless approved by the Chief of Police
or designee.

DISPUTES:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3, at which point,
the decision shall be final and binding upon the parties.

ARTICLE 21
EMERGENCY LEAVE & PERSONAL TIME

EMERGENCY LEAVE

GENERAL PROCEDURES:

A. Designation of Leave: Emergency Leave is designated as an unforeseen situation that arises that
is not considered as any other type of leave contained within this bargaining agreement such as

sick leave, family medical leave, etc.

wo

Definition: For the purpose of this Article, ihe words "emergency leave" means time when an
employee is excused from active duty for emergency reasons.

C.. Deduction from Sick Leave: Said time is deducted from the employee's accumulated sick leave.

o

When Sick Leave is Not Available: If no sick leave is available, the employee is not eligible to
receive an emergency leave day, unless the employee opts to take an available accrued vacation
day.

E. Part-Time Employees: Only upon the discretion of the Chief of Police (or a Deputy Chief in the
Chief's absence) will a part-time employee be allowed to take a day off for emergency leave without
pay.

APPROVAL OF LEAVE:

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With prior approval and at the discretion of the Chief of Police or his designee, Emergency Leave may be

granted to employees. The appropriate form will be completed by the supervisor or employee. The form
will be forwarded to the Financial Services Division for deduction purposes.

EXTENSIONS OF EMERGENCY LEAVE:

An employee may be granted an extension beyond 8-hours of emergency leave up to two (2) weeks at the

sole discretion of the Chief of Police. Any requests for extensions shall be in writing on the appropriate
form and shall set forth in detail the reasons therefor.

DISPUTES:

Disputes concerning emergency leave shall not be subject to the Grievance Procedure.

PERSONAL TIME

DEFINITION:

‘Personal time’ is defined as a special situation that arises that is not considered as any other type of leave
contained within this baraaining agreement such as a Personal Day, Family Medical Leave, etc.

FULL-TIME NON-EXEMPT EMPLOYEES:

At any one time the minimum time allowed will be (30) minutes, and the maximum time allowed is two (2)
hours. Such time shall not exceed (16) hours in any calendar year, and shall be deducted from the

employee's accumulated sick leave. If no sick leave is available, the employee is not eligible to receive
Personal Time.

REGULAR PART-TIME EMPLOYEES:

Atany one time the minimum time allowed will be thirty (30) minutes, and the maximum time allowed is two
(2) hours. Such time shall not exceed four (4) hours in a calendar year and shall be deducted from the
employee's accumulated sick leave. If no sick leave is available, the employee is not eligible to receive
Personal Time.

REQUESTING PERSONAL TIME:

in writing on the appropriate Department form, employees will be allowed to formally request Personal Time

off during their workday. On the form, the employee is required to specify the reason(s) for the Personal

Time.

APPROVAL OF PERSONAL TIME:

With prior approval! and at the discretion of the Chief of Police or his designee, Personal Time may be
granted to employees. The form will be forwarded to the Department's Financial Services Bureau for
deduction purposes.

DISPUTES:

Disputes concerning Personal Time shall not be subject to the Grievance Procedure.

ARTICLE 2422
WAGES

WAGE COMPENSATION-HIRING / PROMOTIONAL RANGES:

A. Wage Compensation-Hiring / Promotional Ranges: The grade and status as exempt or non-
exempt employees is set forth in this article. Schedule A. The sempensatien+eangetiring /
Promotional range for each employee by grade and position range is set forth in this Article.
Schedule B.

B. Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the hiring-Hiring / Promotional ranges set forth
in Schedule B based upon labor grade assignment, pertinent years of experience that can be
directly related to the new position’s duties, as well as the wages of other Department employees
in the same labor grade. Management reserves the right to determine the number of years of
directly related experience based on the information supplied by the employee and verified by
Management. Management reserves the right to exceed the hidag-Hiring / Promotional ranges set
forth in Schedule B should it determine, in its discretion, that an individual's qualifications and level
of experience warrant such a departure.

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PAY INCREMENT INCREASES:

A. New Hires: The salary for new hires will remain in effect until such time as the individuals are
eligible for pay increases. There will be no adjustment to the salary after the probationary period.

4._tLpayascreases-_are-_granted-employeesiwho_are hired between July +" and December-3t4
shallbe eligible for pay increases-the-fallewing July 45+ _Employees_hired between Janvanit*
and _ dune 30 shalt net be eligible for pay-_increases-until_ the January 4% of the following
ealendaryear

21.-In the event that an employee has not completed a satisfactory evaluation during the current
fiscal year, the supervisor may, at his or her discretion, extend the employee's evaluation period
for a period not to exceed three (3) months. After the completion of that period, the supervisor
will conduct an evaluation to determine if the employee has completed the goals for which he
or she is being evaluated. If the employee then receives a satisfactory evaluation, he or she
will be eligible to receive the pay increase effective on the date of the reevaluation.

Nashua.

BB. Contract Pay Increases ~ Refer to Schedule B — UFPO Hiring / Promotional Range:

oe Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%
¢ Fiscal Year 2020 (7/1/19 — 6/30/20): 3.0%
e Fiscal Year 2021 (7/1/20 — 6/30/21): 3.0%

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e Fiscal Year 2022 (7/1/21 — 6/30/22): 3.0%
se Fiscal Year 2023 (7/1/22-6/30/23): 3.0%

PROMOTIONS:

The Chief of Police may at his/her discretion set the compensation for the selected employee at a higher
amount than is set forth in Schedule B based upon the employee’s new grade assignment {if any), years
of relevant experience and employee’s current wage level. The probation period is six (6) months unless
otherwise specified in this Agreement.

DEMOTIONS:

Demotions may be voluntary or by administrative directive. Compensation shall be determined by crediting
the employee with the number of years spent at the higher grade and the new grade assignment (if any),
and considering the wages of other Department employees in the same labor grade.

CROSS-TRAINING, CAREER DEVELOPMENT PROGRAM, SCHOOLS, & TEMPORARY
ASSIGNMENTS:

A. Cross-Training/Temporary Assignments: An employee may be transferred to assume the
duties and responsibilities of a position classified higher or lower than his/her current position due
to cross-training, the department's Career Development Program, or to temporary assignments to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

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B.

C.

Permanent _Assiqnmenits: An employee may be assigned to assume the duties and
responsibilities of a position in addition to his/her own due to lay-offs or reorganization, and this
article does not apply to this situation. This situation shall follow the reclassification system if
applicable.

Temporary Assignments Beyond 120 Days:

1. Under normal conditions, the cross-training or temporary assignment will not exceed 120
continuous days unless otherwise authorized by the Chief of Police.

2. Higher Labor Grade: If the cross-training/temporary assignment continues beyond the 120
continuous days and the employee continues to work in a higher classified position, he/she will
be paid a wage difference equal to not less than five percent (5%) of his/her annual
compensation (pro-rated).

School Attendance: Employees on a 5 & 2 System may be assigned to attend special schooling
away from the workplace during hours not normally worked by the employee. Employees on a5 &
2 System shall receive not less than their regular rate of pay during such attendance.

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DAW-—JOB-TIFLES
SCHEDULE A
JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status
Domestic Violence Victim Advocate 11 Non-Exempt
Secretarial Superiser— 11 Exempt
DetectivesAdministrative Supervisor
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 12 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt
System-Supper SpeciaistilT Programs 4313 Nea-
Administrator & Instructor ExemptExempt
Fleet Maintenance Supervisor 14 Non-Exempt
Co-Emergency Manager/Community Policing 15 Exempt
Coordinator
[t Network Administrator 15 Exempt
Communications System Engineer/Technician 15 Non-Exempt
Records & Communications Manager 16 Exempt
Police Attorney / Full-Time 16 Exempt
Police Attorney / Part-Time 16 Exempt
It Manager / Software Specialist 17 Exempt
Radio Systems Manager / Part-Time 17 Exempt

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Schedule-B

NPD-UAW Hiring/R tion R EY16—FV48
Schedule B

UFPO Hiring / Promotional Range

Wage Increases:

Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%

e Fiscal Year 2020 (7/1/19 — 6/30/20): 2.50%

Fiscal Year 2021 (7/1/20 — 6/30/21):

2.25%

e__ Fiscal Year 2022 (7/1/21 — 6/30/22): 2.50%

Fiscal Year 2023 (7/1/19

FY2019: 2.25%

Labor Grade | Minimum Maximum
10 $40,990.00 | $58,637.67
11 $45,739.00 | $65,555.81
12 $49,407.00 | $70,900.81
13 $53,747.00 | $77,223.38
14 $58,690.00 | $84,424.17
15 $63,385.00 | $91,177.92
16 $68,456.00 | $99,888.00
17 $73,932.00 | $110,816.00

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FY2020: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $60,396.80
11 $45,739.00 | $67,522.48
12 $49,407.00 | $73,027.83
13 $53,747.00 | $79,540.08
14 $58,690.00 | $86,956.90
15 $63,385.00 | $93,913.26
16 $68,456.00 | $102,884.64
17 $73,932.00 | $114,140.48

FY2021: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $62,208.70
14 $45,739.00 | $69,548.16
12 $49,407.00 | $75,218.67
13 $53,747.00 | $81,926.28
14 $58,690.00 | $89,565.60
15 $63,385.00 | $96,730.66
16 $68,456.00 | $105,971.18
17 $73,932.00 | $117,564.69

FY2023: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $65,997.21
14 $45,739.00 | $73,783.64
12 $49,407.00 | $79,799.49
13 $53,747.00 | $86,915.59
14 $58,690.00 | $95,020.15
15 $63,385.00 | $102,621.55
16 $68,456.00 | $112,424.82
17 $73,932.00 | $124,724.38

ARTICLE 3823

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FY2022: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $64,074.97
11 $45,739.00 | $71,634.60
12 $49,407.00 | $77,475.23
13 $53,747.00 | $84,384.07
14 $58,690.00 | $92,252.57
15 $63,385.00 | $99,632.57
16 $68,456.00 | $109,150.31
17 $73,932.00 | $121,091.64