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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

Immediate Family Defined: 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
Daughter-in-law, Son-in-law Ward/Relative living in the
home

If 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 three consecutive bereavement leave days. At the discretion of the Chief
of Police or Deputy Chief of Operations, the three 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 Leave of Absence:

If a regular full-time employee must leave City employment to enter directly into active service in
the armed forces of the United States involuntarily, he shall be granted a military leave of
absence for the anticipated length of such service. The employee will be allowed seniority credit
for the time spent in the armed forces.

The employee is entitled to reinstatement to the position he held or one of like status and pay if a
vacancy is open within the city, provided that the employee accepts release from active service at
the earliest possible date and request reinstatement within ninety (90) days after release.

If a regular full-time employee is called to serve not more than a seventeen-day annual training
tour of duty with the National Guard or Armed Forces Reserve, he shall be paid the difference
between his pay for such government service and the amount of straight time earnings lost by
him by reason of such service, if any, based on the employee's regularly scheduled straight time
rate. Such payments shall be made following the showing of satisfactory evidence of the amount
of pay received for such service. The employee will continue accrual of sick and vacation time
during this time and shall not lose any benefits.

If a regular full-time employee is called into active duty with the National Guard or Armed Forces
Reserve for more than 17 days, he shall not be paid the difference between his pay for such
government service and the amount of regular straight time earnings. The employee may
request payment of his sick and vacation accrual balances (subject to accumulation restrictions)

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or these accruals may remain as balances until he returns to city employment. He shall not
accrue sick and vacation time during the military leave of absence and his benefits will be as
indicated below:

A. More than 17 days, less than 6 months.....Full benefits

B. More than 6 months:
1. No benefits;
2. Allowed seniority credit for the time spent in the armed forces;
3. Insurance benefits available under COBRA provisions.

Leaves of Absence (Family Medical Leave Act): leaves of absence requested under the
Family Medical Leave Act shall conform to the Federal Laws and Department policies. (Cite the
General Order in the Department’s Rules & Regulations Manual for additional language.) If the
member can meet the eligibility requirements as set by the City's disability income plan, he may
apply for the Long Term Disability benefit. (Cite Article #16.) If the Department's operations are
affected due to the length of the unpaid leave of absence 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. If the 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 will have preference over applicants outside the City to apply for any position within
the City that he is qualified for. If the employee cannot recover during the limitation period as
described above, the employee shall be terminated.

ARTICLE 20 - PERSONAL DAYS

Definitions: For the purpose of this Article the words “personal day” means a day (8 hours for
full-time employees averaging 37 ve hours a week), when an employee is excused from active
duty for personal reasons. Personal days will be deducted from the employee’s accumulated sick
leave. If no sick leave is available, the employee is not eligible to receive a personal day unless
the employee opts to take an available accrued vacation day.

A regular full-time employee (averaging 37 2 hours a week) may use (6) days of sick leave

during a calendar year for personal leave. Persenaldaysmaynetbetsedconsecutivel,

All additional and new benefits under this Section shall commence effective July 1, 2017, and
after this Agreement has received all required approvals. Prior to June 30, 2008, the benefits
contained under this Section in the parties’ prior collective bargaining agreement shall be in
effect.

Approval of Personal Leave: Personal days must be approved by the employee’s 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 and waived by the Services Bureau Commander or designee. If
approved, the appropriate form will be completed by the supervisor or employee. The form will
be forwarded to the Administration Bureau. Except in cases of emergency, the slip will be
approved/disapproved (pending the availability of personal days), and the employee will be
notified by the Services Bureau Commander or designee of its approval or disapproval.

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Provisions: A personal day 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.
Employees shall be paid time and one half of their regular rate of pay for a callback of a personal
day and granted an additional personal day which may be banked for future use during the
calendar year.

Disputes: Disputes concerning personal days shall follow the Grievance Procedure through
STEP 4, at which point, the decision shall be final and binding upon the parties.

ARTICLE 21 - EXCHANGE OF WORKDAYS (SWAPS)

For the purposes of this Article, the words "Exchange of Workdays" means "an eight (8) hour tour
of duty’ for full-time employees averaging 37% hours or more a week and such exchange shall
be for each other's position's duties, unless otherwise approved by the Chief of Police or his
designee.

A. Exchanges of workdays are limited:

1. To individuals who hold the same position in a particular division/oureau
or have been cross-trained to adequately cover the other position as
determined and approved by their Services Bureau Commander or
designee; and

2. Have completed their training period as designated by the Services
Bureau Commander or designee.

B. All swaps must be approved in advance by the Services Bureau Commander or
designee. Denials of swaps are based on any policies contained within this
Article.

C. The number of swaps allowed shall be limited to ten per quarter. The employee

requesting a swap will have that swap counted against his/her quarterly limit.

D. Swaps shall not interfere with normal operations, training, or cause the need to
hire overtime.

E. Written advanced notice signed by both employees involved in the exchange
must be given to the Chief or his designee four days prior to each exchange of
workday desired. (The four-day notice period may be waived at the discretion of
the Chief or his designee.)

F. All swaps will indicate a date to be paid back within a 6-month period and that
payback date shall not change.

G. Swaps may result in any employee working consecutive shifts or working a total
of 16 hours in one work day; however, the following policies apply:

1. The Services Bureau Commander or designee may deny a 16-hour shift
in one day; however, the reason for the denial shall be provided to the
employees involved in the swap. Said decision is subject to the
grievance procedure as specified below under this Article.

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2. Following any 16-hour block worked an employee shall have at least 8
hours off duty.

If an employee involved in an exchange calls in sick on the exchange day, that
employee shall lose eight (8) hours of sick leave;

No additional swaps will be allowed for the original swap date;
An employee paying back a swap will be eligible to receive a personal day or

vacation day for the original swap date, but must follow the normal approval
process for the day off.

Disputes concerning Exchange of Workdays shall follow the Grievance Procedure through STEP
4, at which point the decision shall be final and binding upon the parties.

ARTICLE 22 - SHIFT EXCHANGES

For the purposes of this Article, the word "shift exchange" means, "a long-term swap of shifts
between employees." A “long-term swap” is defined as a specific period of time such as a week,

month, etc.

With prior approval and at the sole discretion of the Chief or his designee, employees may
exchange shifts if both employees involved agree; provided that:

A.

Written advanced notice signed by both employees involved, including the
reasons for the exchange, will be given to the Chief or his designee two (2)
weeks prior to each exchange of shift desired; however, the two- (2) week notice
period may be waived at the discretion of the Chief of Police or his designee.

Both employees have the same position or have been cross-trained to
adequately cover the other position as determined and approved by their
Services Bureau Commander or supervisor.

Both employees have completed their training period as determined by the
Services Bureau Commander or designee.

No more than two (2) shift exchanges involving four (4) employees shall be
allowed at any one (1) time;

Both employees agree to swap day-off groups of each other and shall not be
eligible to receive compensatory time off due to the change of days off or to
receive overtime;

Employees may work two consecutive shifts in one work day; however, the
following policies apply:

1. The Services Bureau Commander or designee may deny a 16-hour shift
in one day; however the reason for the denial shall be provided to the
employees involved in the shift exchange. Said decision is subject to the
grievance procedure as specified below uncer this Article.

2. Following any 16-hour block worked an employee shall have at least 8
hours off duty.

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Disputes concerning Shift Exchanges shall follow the Grievance Procedure through Step 4, at
which point the decision shall be final and binding upon the parties.

ARTICLE 23 — WAGES & TITLES
Averaging of Work Weeks:

1. All employees shall be paid the annual rate divided by 52 weeks, whether on a 4
& 2 Schedule or a 5 & 2 Schedule.

2. Employees on a 4 & 2 Schedule will have their weekly wages and hours
averaged. Therefore, employees on a 4 & 2 Schedule will be paid the same
weekly wage whether it is for a 40-hour or 32-hour week.

40-Hour/Week Employees: For purposes of accruals, deductions, and wages, employees on
either a 5 & 2 Schedule or a 4 & 2 Schedule shall be considered a 40-hour/week employee,
working 8-hour days. (Example: If an employee makes $20,000 a year, they will receive $384.62
a week or $ 9.6155 an hour.)

Shift Leaders: Shift Leader positions shall be available, one per shift, and current employees
may bid for the position of Shift Leader. Such positions shall be awarded based on evaluations,
training, experience, demonstrated capabilities, attendance, and seniority. Once employees are

the employee will be-meved-on

weer _BDissaicher Stes the full wage of a_non- ‘probationary Communications
Technician | or Il, or Dispatcher-

Moving Between Position Classifications:

1. From Communications Technician | to Communications Technician Il: “Aes

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When a Communications Technician | is transferred to the position of
Communications Technician Il, they will receive $5000 above the employee’s

current annual wage.
2. From Communications Technician I and ll ‘0 Dspatcher: Wher Communications

the-now-job classification. When a Communications Technician (le or rll is

transferred to the position of Dispatcher, Management can start the new
Dispatcher ata salary at or below an existing Dispatcher with similar time
employed as a Nashua Police Communications member.

3-———From Dispatcher to Communications Technician | or ||: When Dispatchers are
transferred to the position of Communications Technician | or Il, the employee
will receive an annual wage comparable to an existing Communications
Technician | or Il with similar time employed as a Nashua Police

Communications member. Shaw Rove te the approprale Wage Stop Under

4. From Shift Leader to Dispatcher: When Shift Leaders are transferred to the
position of Dispatcher, the employee Shar move fo the appropiate wage S'9P

original position of Dispateher-will no longer receive the $3000 wage increase for
Shift Leader.

Experienced Communications Division Personnel —New Hires :
When new employees are hired, or existing employees transfer from one position to another

within Communications, for the positions of Communications Technician |, Communications
Technician Il, and Dispatcher and possess training and/or experience or a combination thereof,

Management reserves the right to start the new employee upte-Step-Sin-Schedule Aat a higher

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wage not to exceed $3000 over the probationary salary based on the actual or pertinent
experience and/or training. Management may start a new employee who possesses a significant
amount of actual or pertinent experience and/or training at a wage not to exceed $6000 with prior
approval of the Communications Union.

Employees who have been previously employed within the Communications Division of the
Nashua Police Department and are rehired into Communications, can be placed at the same

salary as a current employee with the same or less years of experience in that position, based on
the years they were previously assigned.

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Wage Increases:

Only personnel currently employed by the Department shall be entitled to any retroactive payments due under the terms of this Article.

Year 1 FY2020 2% increase with some employees receiving a 2.5% increase with retroactive pay. Cite attached Restructuring pay-
scale chart for details.

Year 2 FY2021 Restructuring pay-scale

Year 3 FY202 1% increase with some employees receiving a 2.25% increase. Cite attached Restructuring pay-scale chart for
details.

Year 4 FY2023 2% increase for all employees 2% increase for starting salaries

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**Cite attached restructuring chart for all wage increase information.

Position CURRENT %lIncr FY2020 FY2021 % Incr FY2022 % Incr FY2023
SALARY

DISPATCH ; ; - - ; - ; -
Probation $ 37.264 2.00% $ 38,009 $ 49.000 1.00% $ 49490 2.00% $ 50,480
Probation $ 37,264 2.00% $ 38,009 $ 48,000 1.00% $ 48480 2.00% $ 49,450
Probation $ 37.264 2.00% $ 38,009 $ 49.000 1.00% $ 49490 2.00% $ 50,480
Probation $ 37.264 2.00% $ 38,009 $ 49.000 1.00% $ 49490 2.00% $ 50,480
: $ 44,553 2.00% $ 42384 $ 52.000 1.00% $ 52520 2.00% $ 53.570
: $ 43,232 2.00% $ 44.097 $ 53.040 1.00% $ 53.570 2.00% $ 54641
: $ 54.551 2.50% $ 55915 $ 59842 2.25% $ 61,188 2.00% $ 62,412
: $ 59.071 2.50% $ 60548 $ 64,787 2.25% $ 66.245 2.00% $ 67,570
Vacant Probation : ; $ 48.000 1.00% $ 49.490 2.00% $ 50.480
Probation $ 32.295 2.00% $ 32,941 $ 38,000 1.00% $ 39390 2.00% $ 40178
Probation $ 32.295 2.00% $ 32,941 $ 38,000 1.00% $ 39390 2.00% $ 40178
: $ 32.295 2.00% $ 32941 $ 39,000 1.00% $ 39390 2.00% $ 40,178
: $ 37,468 2.00% $ 38217 $ 42500 1.00% $ 42925 2.00% $ 43.784
: $ 38,982 2.00% $ 39,762 $ 45,000 1.00% $ 45450 2.00% $ 46,359
: $ 39.761 2.00% $ 40556 $ 45.000 1.00% $ 45450 2.00% $ 46,359
: $ 40.557 2.00% $ 41,368 $ 45,000 1.00% $ 45450 2.00% $ 46,359
: $ 44.334 2.50% $ 45442 $ 48366 2.25% $ 49454 2.00% $ 50,443
: $ 50.428 2.50% $ 51,689 $ 55,007 2.25% $ 56.244 2.00% $ 57,369
: $ 51,431 2.50% $ 52.717 $ 56.075 2.25% $ 57.337 2.00% $ 58,483
: $ 53.497 2.50% $ 54834 $ 58324 2.25% $ 59.636 2.00% $ 60,829
Vacant Probation : ; $ 38,000 1.00% $ 39390 2.00% $ 40178

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ARTICLE 24 - WORK SCHEDULES

Schedules/Assignments:
Daily and weekly work schedules and shift assignments shall be based on the operating requirements and

budgetary allotments of the Department and are subject to change at any time. The following work schedule is
currently in effect:

4 & 2 Schedule: Four-Days On, Two Days Off, with assigned day off groups. The 4 & 2 Schedule has
employees working 32- and 40-hour workweeks.

The Department shall have the exclusive right to make the necessary changes and shall make every attempt to
notify affected employees in advance whenever possible. An individual employee's work schedule shall be
determined by the Chief of Police or designee. Employees shall report to work promptly at starting time and
devote their entire efforts to Department business during scheduled working hours.

The workweek shall consist of seven consecutive days, beginning Sunday through Saturday. Essential personnel
are assigned to report at specific times during a particular shift on a 24-hour period.

Attendance:

The effectiveness and efficiency of the Communications Division of the Nashua Police Department require that
employees report promptly for duty. Unapproved or unexcused absences or tardiness is unacceptable and will
result in appropriate disciplinary action.

Essential Personnel:

Essential personnel may be called in to provide coverage due to emergencies on their normal days off or to work
additional shifts. If ordered to do so, essential personnel shall report to work and shall receive overtime (time and
one-half rate) as outlined in the Article #25, "Overtime."

The Chief of Police or designee may change the above work schedules at any time.

ARTICLE 25 - OVERTIME

Employees on either a 5 & 2 Work Schedule or a 4 & 2 Work Schedule shall be paid the same annual wage as
outlined under Article 23 - "Wages & Titles."

Non-exempt, full-time employees (averaging 37 1/2 hours a week or more) will receive time and one-half their
regular rate of pay for all time worked beyond eight (8) hours in any day. All approved day off categories will be
considered “Time Worked” for the purpose of calculating overtime.

Overtime will be submitted during the week it was worked or no more than one (1) pay week (Sunday through
Saturday), after the date worked.

Called in from Home: If a non-exempt employee gets called in from home to work, he shall receive at least a 3-
hour minimum in overtime pay. If the 3-hour minimum overlaps with regular duty time, additional pay shall be only
for hours worked in excess of the regular duty schedule.

Seasonal Time Adjustments: In the Fall, when clocks are turned back one hour at 2:00 AM employees on that
shift shall be paid for actual hours worked (i.e. 8 hours regular, 1 hour overtime). In the Spring, when clocks are
advanced one hour at 2:00 AM employees on that shift shall be paid for a full shift (i.e., 8 hours regular).

Court Appearances/Depositions: For all job-related court appearances or depositions which employees are
required to attend, employees shall receive a minimum of three (8) hours pay at one and one-half time their
regular rate of pay, provided that if the 3-hour minimum overlaps with a scheduled tour of duty, overtime will be
paid only for those hours in court or at the deposition in excess of their scheduled tour of duty.

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