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Finance Committee — 05/04/2022 Page 2

Re: Billboard Advertising in the amount not to exceed $55,010 funded from accounts Grants/61250
Marketing & Promotion (Public Health)

MOTION BY ALDERMAN COMEAU TO ACCEPT, PLACE ON FILE AND APPROVE THE CONTRACT TO
CREATE VINYL PRODUCTIONS AND INSTALLATION FOR BILLBOARD AD DISPLAYS IN THE
GREATER NASHUA AREA FOR ONE YEAR WITH OUTFRONT MEDIA ADVERTISING COMPANY IN AN
AMOUNT NOT TO EXCEED $55,010. FUNDING THROUGH DEPARTMENT: 171 COMMUNITY SERVICES;
FUND: 61250 MARKETING & PROMOTION

MOTION BY ALDERMAN MORAN TO TABLE THE CONTRACT TO CREATE VINYL PRODUCTIONS AND
INSTALLATION FOR BILLBOARD AD DISPLAYS IN THE GREATER NASHUA AREA FOR ONE YEAR
WITH OUTFRONT MEDIA ADVERTISING COMPANY IN AN AMOUNT NOT TO EXCEED $55,010.
FUNDING THROUGH DEPARTMENT: 171 COMMUNITY SERVICES; FUND: 61250 MARKETING &
PROMOTION, BY ROLL CALL

A viva voce roll call was taken which resulted as follows:

Yea: Alderman Klee, Alderman Comeau, Alderman Gouveia, Alderman Clemons,
Alderman Moran 5

Nay: 0
MOTION CARRIED

From: Kelly Parkinson, Purchasing Manager
Re: Biosolids Management — Multi Year Contract in the amount not to exceed $2,940,000 funded from
54221 Disposal Services/Wastewater Fund (Wastewater Dept.)

MOTION BY ALDERMAN COMEAU TO ACCEPT, PLACE ON FILE AND APPROVE THE THREE YEAR
CONTRACT IN AN AMOUNT NOT TO EXCEED $2,940,000 WITH RESOURCE MANAGEMENT, INC., OF
HOLDERNESS, NH, FOR MANAGEMENT OF BIOSOLIDS AT THE WASTEWATER TREATMENT
FACILITY. FUNDING WILL BE THROUGH DEPARTMENT: 169 WASTEWATER; FUND: WASTEWATER;
ACCOUNT CLASSIFICATION: 54 PROPERTY SERVICES, BY ROLL CALL

A viva voce roll call was taken which resulted as follows:

Yea: Alderman Klee, Alderman Comeau, Alderman Gouveia, Alderman Clemons,
Alderman Moran 5

Nay: 0

MOTION CARRIED

From: Kelly Parkinson, Purchasing Manager

Re: Software Maintenance - Mimecast in the amount not to exceed $41,250 funded from 54407 Software
Maintenance/General Fund (IT Dept.)

MOTION BY ALDERMAN COMEAU TO ACCEPT, PLACE ON FILE AND APPROVE RENEWING THE

MIMECAST LICENSING THROUGH NEW ERA TECHNOLOGY OF PORTSMOUTH, NH, FOR THE

AMOUNT OF $41,250. FUNDING THROUGH DEPARTMENT: 122 INFORMATION TECHNOLOGY; FUND:
54407 SOFTWARE MAINTENANCE/GENERAL FUND, BY ROLL CALL

A viva voce roll call was taken which resulted as follows:

Yea: Alderman Klee, Alderman Comeau, Alderman Gouveia, Alderman Clemons,

3

ie) SIO SOLES

City of Nashua, School Department

Food Service Costing Analysis
in effect through August 31, 2024

412812022
General Fund
Bass Various % Increases
Description FY21 FY¥22 FY23 FY24

Number of Employses in Analysis 90.0 90.0 900 900
Base Salary Increases 3.4% 3.0% 3.0%
Base Pay Calculations

Base Pay Calculations $ 1,240,773 $ 1,240,773 § 1.286.833 § 1,329,703

Base Increase 42,186 38,489 39,760

Step Increase 3,874 4,381 5,634
Total Base Pay $ 1,240,773 1,286,833 1,329,703 1,375,006
$ Change over Prior Year $ 46,060 $ 42.869 $ 45,393
Real Annual % Increase over Prior Year 3.71% 3.33% 341%
Other Salary Costs

Additional Hours $ 4,000 5 4,000 § 4,000 $ 4,000

Longavity 12,850 12,850 13,500 13,500

Educational Benefits 3,000 3.000 3,000 3,000

Stay on bonus : 60,000 64,000 -

Severance 5,000 §,000 &.000 5,000
Total Other Salary Coats $ 24.850 $ 64,850 $ 89,500 $ 25,500
$ Change over Prior Year $ 60,000 $ 4,850 $ {64,000}
Real Annual Increase over Prior Year 241.4% 6.5% 71.5%
Total Base Pay and Other Salary Coats $ 1,265,623 $ 1,371,683 $ 1,419,203 $ 1,490,506
$ Change over Prior Yoar $ 106,060 $ 47,519 $ {18,607}
% Change over Prior Year 6.4% 3.5% =1.3%
Retirement Costs

Pension (NHRS FY22/23 14.06%} $ 43,644 $ 57,133 $ 58.847 § 60,612

FICA and Medicare @ 7.65% 96,591 104,704 108,339 106,916
Total Retirement Costs $ 140,234 $ 161,837 $ 167,187 $ 167,529
$ Changs over Prior Year $ 21,603 $ 5,349 $ 342
% Change over Prior Year 15.4% 3.39% 0.2%
Insurance Benefit Costs:
Medical ineurance Benefits {Assumes 6% increase on year 3 + New HMO) $ 304,087 $ 405,207 $ 435,188 $ 387,355
Lesa Employee Contributions to Medical (98,522) (81,040) (87,037) (77,470)
Subtotal Medical coats to city $ 205,565 $ 324,187 $ 348,152 $ 309,885
Dental insurance costs (Assumes 1% increase In year 3} 10,102 10,102 10,102 10,203
Life insurances costs 1,430 1.430 1,430 1,430
Total Insurance Benefits $ 307,007 $ 335,699 359,684 § 321,516
$ Change over Prior Year $ 28,602 23.088 $ (38,166)
% Change over Prior Year 0.3% 7.1% -10.6%
Total Costs $ 1,712,055 $ 1,669,220 $ 1,946,073 $ 1,889,643
$ Change over Prior YeariAverage $ 186,265 $ 76,854 $ (56,430}
% Change over Prior Year/Average 0.1% 41% 2.9%
Average Annual Total Compensation Package $ 19,033 $ 20,769 § 21,623 $ 20,098
Average Annual increase per Employee $ 1,736 $ 854 $ (627)
Average Percentage increase per Employee 9.1% 4.1% -2.9%

Notes:

Pensionable wages cooks only

Medical plan changes effective July 12023
$800 stay on bonus FY22 and FY23 only

UNIT D

FOOD SERVICE WORKERS

AGREEMENT
BETWEEN THE
NASHUA BOARD OF EDUCATION
AND THE

NASHUA TEACHERS’ UNION

Local 1044, AFT, AFL-CIO

September 1, 2021
Through

August 31, 2024

Signature Approval Date:

NASHUA BOARD OF EDUCATION

Jennifer Bishop, President
Heather Raymond, Clerk
Jessica Brown
Neil Claffey
Christina Darling
Sharon Giglio
Regan Lamphier
Paula Johnson
Sandra Ziehm

EGOTIATING COMMITTEE /RESOURCE PEOPLE

Daniel Donovan, Chief Operating Officer
Dahlia Daigle, Director of Food Services
Karyn Lawless, Site Coordinator
Sharon Giglio, Board of Education

NASHUA TEACHERS‘ UNION

Adam Marcoux, President
Gary Hoffman, Vice President
Stacy Gingras, Treasurer
Patrick Johnson, Secretary
Gary Hoffman, Member-At-Large
Patricia Gagnon, Member-At-Large
Stephanie Keating-Bayrd, Member-At-Large

Michelle Quadros, Member-At-Large

NEGOTIATING TEAM

Adam Marcoux, NTU President
Terri Donovan, Esquire, AFT-NH
Karen Gagnon
Marie Hardiman

TABLE OF CONTENTS

DEFINITIONS.

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Basic Wage Schedule...

Overtime.

Call Back Pay... ald ete eck, tei cate ae
Placement on the Salary Schedule .

Mileage Allowance

Method and Time of Sa ary Payment

Education Benefits .

Longevity

Supplemental Injury Benefits

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Holiday Pay
Schoal Closures

SUPPLEMENTAL BENEFITS ...

Workers’ Compensation and Pension.

Tax Sheltered Annuity

Health fs race cetera deur sth ee eeseesbcccasantquedee ls Pgs igtastbss terse ti catiaanes tatsabenoes

Life Insurance
Continuaton of Insurance owe.
Dental Coverage

LEAVES OF ABSENCE

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Personal Leave
Bereavement

Cour Appearances
Released Tirne

Military Service

Organized Reserve Forces
Extended Leave

Request for Special Leave

WORKING CONDITIONS.
Notification of Assignment
Evaluation
Personnel Files..........
Seniority.

Reduction in Staff
Discrimination

Joint Council
Training ...

Technology and Email ..

TERMS AND CONDITIONS OF EMPLOYMENT
Workday and Work Year
Duties and Job Descriptions
Temporary Upgrading ...
Temporary Transfer

Training(n-Service e Ppp Snunvles
Substitutes... eee ee ae

RESIGNATIONS. VACANCIES, TRANSFERS AND PROMOTIONS

Notce of Resignation ...

Lateral Transfers

Posting of Vacancies and New Pos'tions
Interviews

Probation and Transfer Rights

UNION REPRESENTATIVES
Offic:al List of Nashua Teachers’ Union Representatives

UNION PRIVILEGES AND RESPONSIBILITIES
Fair Practices .........
Recognition of Local Organization Representative
Distribution of Materials - Mail Boxes...
School Meetings...
No Local Organization Activity on School Time
Protection of Individual and Group Rights
information
Union Notices
Leave for Legislative Hearings
Conference Attendance .
Union Business

RESOLUTION OF DIFFERENCES By PEACEFUL MEANS
CONFORMITY TO LAW AND SAVING CLAUSE

MISCELLANEOUS PROVISIONS .
Adherence to Rules. Regufat ons, Policies and Provisions
Expenses of ta and peineuiing Pua
Meetings... ; thie harep tent g eatin:
Management Rights...
Disciplinary Procedures...
Uniforms
Amendment of Agreemert
Agreement

DURATION OF AGREEMENT

Appendices A1-A3 SALARY SCHEDULES

Appendix B PAYROLL DEDUCTION AUTHORIZATION
Appendix ¢ ANNUAL REQUEST FORM

Appendix D CLASSIFICATIONS

AGREEMENT

Unit D AGREEMENT made between the NASHUA BOARD OF EDUCATION (hereinafter called the "BOARD")
and the NASHUA TEACHERS' UNION LOCAL 1044, AMERICAN FEDERATION OF TEACHERS, AFL-CIO,
UNIT D. (hereinafter called the ‘'UNION'), DATED.

1:1

1:2

1:3

2:1

2:2

2:3

ARTICLE |
RECOGNITION

The BOARD recognizes the Nashua Teachers’ Union as the exclusive representative for the purpose
of collective bargaining concerning wages, hours, and other terms and conditions of employment for
"Unit D", which includes: all full time and part time food service workers including lead cooks, cooks,
food service assistants, as certified by the New Hampshire Public Employees Labor Relations Board,
EXCLUDING Director of Food Services and Site Coordinators.

Upon individually written authorization by each employee and approval by the Union President, the
District agrees to deduct from each employee so authorized, the current monthly union, as certified to
the District by the Treasurer of the Union, and deliver the same to the Union Treasurer. Said deduction
is to be made weekly, 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
week. Deductions will commence no later than the fourth pay period following the date the
authorization is filed with the District.

The form of the authorization is shown as Appendix B to this agreement.

The UNION shall select a single payroll dues deduction arrangement for each contract year to cover all
Union members, and shall inform the District payroll office of arrangements at least three calendar
weeks prior to the implementation date. Said dues deduction shall begin on the 1* day of employment.

The right to dues deduction shall be extended to the recognized bargaining agent only.

The Union will hold the District harmless from any disputes between the Union and its members
relative to the deduction of dues. The District shall have no obligation to collect dues beyond the
weekly deduction.

All members of the Bargaining Unit will be provided all the wages and benefits provided under this
Agreement, and shall retain all rights guaranteed to them under the provisions of N.H. RSA 273-A.

ARTICLE li
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 "Work
Place" means a school cafeteria.

The term “Principal”, as used in this Agreement, means the responsible administrative head of a
respective school. The term "Director" means the Director of Food Services.

The term "Teachers' Union Representative", as used in this Agreement, shall mean any duly
authorized designee of the Federation.

2:4

2:5
26

2:7

2:8

2:9

2:10

2:11

2:12

2:13

2:14

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

The term “Employee”, as used in this Agreement, means any member of the bargaining unit

The "probationary period” for new hires shall be 90 full calendar days physically present on the job as
an employee as defined herein. The probationary period for employees who have completed their
initial 90 calendar day probationary period and who are transferred or promoted to another position,
shall be 30 full calendar days physically present on the job as an employee as defined herein.
Employees who are transferred or promoted during their initial 90 calendar day probationary period,
must complete that initial probationary period prior to beginning the 30calendar day probationary period
of the new position.

The term “active employment", as used in this Agreement, shall mean actual time physically present on
the job together with any authorized paid leave granted pursuant to this Agreement including absences
for which the employee is receiving workers’ compensation benefits.

The term “service”, as used in this Agreement, shall mean accrued time in active employment as
defined in 2:7 as an employee of the District. In the event of authorized unpaid leave, suspension or
layoff, the employee shall retain such service as was accrued on the date of the authorized unpaid
leave, suspension or layoff upon return to active employment, but shall commence further accrual only
upon such return and shall not accrue service during such leave, suspension or layoff period. In the
event of retirement, resignation or discharge, the employee shall lose all service.

The term “seniority”, as used in this Agreement, shall mean accrued time in service as defined in
Article 2:8 in the Bargaining Unit.

The term “classification seniority", as used in this Agreement, shall mean seniority as defined in Article
2:9 in a Classification as set forth in Appendix D.

Tier | employees are employees in the position of lead cook or cook.

Tier Il employees are employees who work a regular schedule of 990 hours or more per year, 5.5
hours per day, total hours 27.5 per week.

Tier II! employees are employees who work a regular schedule of less than 990 hours per year or less,
5.25 hours per day or less, total hours 26.25 or less per week.

The term “fiscal year", as used in this Agreement, begins July 1 and ends June 30".

ARTICLE Ill
GRIEVANCE PROCEDURE

Grievance and Arbitration Procedures

3:1

3:2

The purpose of this Article is to establish a procedure for the settlement of grievances which involve an
alleged violation of a term or provision of the existing contract. All such grievances will be handled as
provided in this Article. Probationary employees are not entitled to grievance procedures.

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. Workdays, workweeks and work years shall mean the
workday/workweek/work year of the grievant.

3:2-1

3:3

3:4

3:5

3:6

3:7

All grievances over which the Director has no jurisdiction shall be submitted directly to the Business
Administrator within thirty (30) workdays 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)-day
period shall establish the timeliness of the grievance.

Step 1

Any employee who has a grievance shall, with or without the employee's union representative, discuss
it first with the Director in an attempt to resolve the matter at that level.

Step 2

If the grievance is not settled within ten (10) workdays after presentation at Step 1, the grievant shall,
within ten (10) workdays thereafter, set forth the grievance in writing to the Director specifying:

a. The specific nature of the grievance and the 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 employee and Union representative before being
presented to the Supervisor in Step 2.

If the grievance is not received in writing by the Director in Step 2 within thirty (30) workdays 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 provision of this Article. The Director shall act upon the grievance within five (5) workdays after
receipt at Step 2 and shall communicate the decision in writing to the UNION.

Step 3

If the issue is not resolved after Step 2, the grievance shall, within five (5) workdays after receipt of the
Director's decision be submitted to the Business Administrator. The Business Administrator shall act
upon the grievance within a period not to exceed ten (10) workdays and shall communicate the
decision in writing to the UNION.

Sten 4
If the issue is not resolved after Step 3, the grievance shall, within five (5) workdays after receipt of the

decision, be submitted to the Superintendent. The Superintendent shall act upon the grievance within
@ period not to exceed ten (10) workdays and shall communicate the decision in writing to the UNION.

Sten §

The UNION, no later than ten (10) workdays after receipt of the Superintendent's decision, may appeal
the decision to the School Board. The appeal to the BOARD must be made in writing reciting the
matter submitted to the Superintendent and the basis for dissatisfaction with the decision rendered by