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ARTICLE 25A — LONGEVITY

For purposes of this article, the full-time, continuous cate of hire with the City of Nashua will be used for
computing length of service.

Beginning on July 1, 2017, full-time regular employees who have been employed by the Nashua Police
Department for five or more years on an uninterrupted basis (except by reason of layoff or an approved leave of
absence), are eligible for a longevity payment on a normal payday nearest their anniversary date of hire with the
department. Part-time employees (work 34 hours or less a week), are not eligible for longevity payments.

5th through 9th anniversaries $ 300.00
10th through 14th anniversaries $ 500.00
15th through 19th anniversaries $ 700.00
20th anniversary and thereafter $ 1,000.00

An employee is not eligible for this benefit if the following conditions apply:

1. If the employee is in layoff status;

2. If the employee is not currently employed by the Nashua Police Department;
3. If the employee is on long term disability;

4. If the employee is on an unpaid leave of absence.

Longevity payments received by employees shall be added to their total annual wages for computation of
overtime rates and paid in accordance with the Fair Labor Standards Act.

lf employees retire, longevity payments will be pro-rated by month based _on the actual length of
service. Employees must work at least 15 calendar days in any month to receive credit for that month.

ARTICLE 26 - LUNCH TIME & COFFEE BREAKS
Lunch Periods:
Employees will be given a twenty-minute lunch break (with pay). Employees may be called back from lunch
breaks due to emergencies. The Services Bureau Commander or designee will allow an additional lunch break to

be taken if conditions allow this to occur.

Breaks: Employees may be allowed up to two (2) 15-minute breaks if conditions allow.

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One break may be taken in the work periods before and one after the lunch break period as the
work schedule allows; however, at no time will a 15-minute break be directly added to the lunch
break period in order to increase the lunch break period.

All employees may be called back from a break due to emergencies.

The Services Bureau Commander or designee will allow an additional break to be taken if
conditions allow.

The availability of breaks will not change an employee's normal workday schedule.

ARTICLE 27 - COMPENSATORY TIME (TIME COMING)

Compensatory time is allowed for non-exempt full-time employees only under the following conditions:

A.

Compensatory time is computed at an hour and a half (1 12 hours) for every hour of straight time
worked over 40 hours in a week. Employees will make out a Department Overtime form and
mark their intention to have the time converted to time coming. Said form shall be submitted to
the appropriate Bureau Commander for approval. Each Bureau will hold the slips and make the
necessary additions and subtractions as necessary to maintain a current total to the maximum
amount as specified below.

Employees may convert overtime worked, but no less than one (1) hour of overtime at a time, into
a maximum amount of 24 time coming hours in any quarter of a fiscal year. Any overtime slips
submitted for accrual purposes which bring the accrued amount beyond the 24 hours will be
submitted for overtime payment.

Time coming hours may not be carried over from one year to the next. All accrued time coming
hours from the previous year shall be submitted for overtine payment. Employees shall not have
more than 24 hours accrued at any time.

Time coming may not be used to extend a block vacation week or be added to any other time off,
i.e., personal day, unless a request for such use is approved by the employee’s supervisor at
least seven (7) days prior to the scheduled block vacation or other time off. The decision of the
supervisor shall be final and not subject to the grievance procedures. A maximum of eight (8)
hours of time coming shall be used to extend a block vacation week or be added to other time off.

Requests for use of time coming shall be subject to the needs of the department including
potential workloads and/or manpower requirements. The decision of the supervisor shall be final
and not subject to the grievance procedure.

When employees utilize compensatory time:

* The employee will complete the appropriate Department form when utilizing any
compensatory time (time coming). The same procedures will be followed as used to approve
vacations and other time off. Vacation days and personal days will take precedence over
time coming.

e The time will be deducted from the employee's time coming accrual and from the actual
overtime forms. Once an overtime slip's conversion to time coming has been used
completely, the slip will be marked as so and may be kept for record purposes.

If an employee leaves employment for any reason, any accrued time will be converted back to
overtime hours and will be submitted for payment.

ARTICLE 28 - WORKER'S COMPENSATION

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Employees shall be covered by the provisions of the New Hampshire Worker's Compensation Act, as may be
amended from time to time, and by related City policies. The cost of this coverage shall be paid entirely by the
City.

Temporary Replacement: During the time an employee is disabled from performing the duties of his position
due to an on-duty injury, the Department reserves the right to temporarily fill the position as needed up to an 18-
month period from the date of the injury.

Reinstatement_of Employee Sustaining Compensable Injuries (RSA 281-A:25-a): Employees who have
sustained an on-duty injury shall be reinstated by the employer to the employee's former position of employment
upon request for such reinstatement, if the position exists and is available and the employee is not disabled from
performing the duties of such position, with reasonable accommodations for the employee's limitations. If the
former position has been eliminated, the employee shall be reinstated in any other existing position which is
vacant and suitable with reasonable accommodations for the employee's limitations. A certificate by the
employee's attending physician that the physician approves the employee's return to the employee's regular
employment with reasonable accommodations for the employee's limitations, shall be prima facie evidence that
the employee is able to perform such duties. Reinstatement shall be subject to the provisions for seniority rights
and other employment restrictions contained in this contract.

A. The right to reinstatement to the employee's former position terminates when any one of the
following events occurs:

1. A medical determination by the attending physician or finding by the Labor Commissioner
that the employee cannot return to the former position of employment;

2. The employee accepts employment with another employer;
3. Eighteen months from the date of injury.
B. The right to reinstatement under RSA 281-A:25-a shall not apply to an employee hired on a

temporary basis as a replacement for an injured employee.

Permanent Replacement: After the 18-month period if the person is still unable to return to his position, he shall
be deemed to be unable to return to work. The person will be released, and the position may be filled
permanently. If the employee becomes employable after the 18-month period, he may apply for any vacant
position within the Department for which he is qualified.

ARTICLE 29 - VACANCIES

It is a policy of the Nashua Police Department to employ the best candidates possible through positive recruitment
and selection to ensure a lower rate of personnel turnover, fewer disciplinary problems, higher moral, better
community relations, and more efficient and effective services. The recruitment process will be consistent with
Department procedures, with certain law enforcement selection standards, and federal and state laws.

Filling Vacancies: When filling vacancies for positions covered by this Agreement, current employees will be
given the opportunity to apply for the position, to be evaluated for consideration purposes, and to participate in
testing procedures if applicable. If an employee is selected for a new position, the employee's pay rate will be
changed to reflect the position's wage as listed under Schedule A of this Agreement. The probation period is one
(1) year unless otherwise specified in this Agreement. Should the employee's performance be unsatisfactory any
time during the one (1) year period, the Chief of Police may:

A. Permit the employee to bid on another vacancy for which he is qualified, or,
B. Return the employee to the position which he left if still vacant, or,
C. To terminate the employee from employment with the Nashua Police Department.

Department Policies: The Services Bureau Commander or designee has the option of transferring employees
within his bureau when a vacancy occurs. If qualified applicants are available from a previous recruitment for a
similar position, the Department may utilize these applications and not open the position to the outside. However,
a notice of position vacancy will be posted internally within the Nashua Police Department to ensure that every

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Department employee has the right to apply for the position. If after a recruitment no qualified applicant is
selected, a position vacancy will be re-posted.

Application Procedure: No applications will be accepted by the Department or appropriate authority for any
position that is not posted, nor after the deadline date. Persons must complete applications at the Nashua Police
Department or as designated on the posting in order to be considered for vacant civilian positions. After the
deadline date listed on the "Notice of Position Vacancy," applications will be considered. No employee will be
considered for a position vacancy if he has not completed an application form before the deadline date.

Selection Process: If testing has been prepared for the position, the test will be prepared and administered by
the Nashua Police Department. Through testing, interviews, and completion of pre-employment background
investigations, the best-qualified applicants will be selected. The background investigation will include: Complete
criminal record checks; Personal reference checks; Employer reference checks; and motor vehicle checks (if he
will be driving Department vehicles).

Final Selection Process: A final choice for the position will be decided upon. The selected applicant may be
required to pass a pre-employment physical at the city's expense prior to starting work for the city. It is agreed
that factors such as sex, race, color, national origin, religion, lawful political or employee's organization affiliation,
age, marital status, or non-disqualifying handicap are not considerations in evaluating the qualifications of an
employee or prospective employee.

ARTICLE 30 - WORK POLICIES & REGULATIONS

It is the policy of the Nashua Police Department to provide certain guidelines to insure efficient Department
operations. Civilian employees must comply with all applicable chapters or sections within the Nashua Police
Department Rules & Regulations Manual.

Civilian employees are subject to the Nashua Police Department's Disciplinary System and Internal Affairs
Investigations for any complaints/allegations relating to a criminal offense; neglect of duty; a violation of
Department/City policies, rules, procedures or ordinances; or conduct which may tend to reflect unfavorably upon
the employee, City, or Department.

ARTICLE 31 - RETIREMENT SYSTEM

Employees who work thirty-five hours or more a week are required to join the contributory pension plan of the
City, NH Retirement System, as a condition of employment. The contribution rate will be determined by the NH
Retirement System and all applicable laws and regulations shall apply. Group | members shall also be enrolled in
the social security system.

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ARTICLE 32 - DEPARTMENT SENIORITY

1. Department seniority is established by the full-time, continuous service date within the
Communications Division

2. If a conflict remains, the last names of the two parties shall be considered alphabetically and
placed accordingly. Such placement shall determine Department seniority. In these cases if an
individual's last name changes after the date of hire, the seniority date shall not be affected, but
shall remain as was originally established.

Purposes of Department Seniority Date: Department seniority shall be used to approve conflicts of vacation
selections, personal day selections, and leaves of absence. The Department seniority date may also be used for
layoffs or when filling vacancies; however, job performance, attendance records, disciplinary records, and
experience are the primary determining factors that will be considered. (Cite pertinent Articles; i.e., Vacations;
Layoffs, Recalls, & Elimination of Positions; etc., for additional purposes of the Department Seniority Date.)

Department Seniority During Laid Off Periods & Recalls: An employee's Department seniority status shall be
suspended during the time he is laid off. Employees recalled from layoff anytime during the one-year period shall
assume their Department seniority status from the date of layoff.

ARTICLE 33 - LAYOFFS, RECALLS, & ELIMINATION OF POSITIONS

Layoffs: Management reserves the right, power, and authority to lay off employees within the Nashua Police
Department as deemed necessary. When making any layoff decisions, the primary determining factors that will
be considered are job performance, absenteeism record, and the workload & the number of personnel within a
particular bureau, division, or shift. If the listed factors are the same when considering layoff decisions, the full-
time continuous date of employment with the Nashua Police Department will be considered.

Recalls: Management reserves the right, power, and authority to recall employees from layoff status as deemed
necessary. The names of employees laid off will be maintained on a recall list for one (1) year from the date of
such layoff and such employees will be offered their job classifications, if the same exists, in the event of a recall.
When making any recalls from layoffs, the primary determining factors that will be considered are job
performance, absenteeism record, and the workload & the number of personnel within a particular bureau,
division, or shift. If the listed factors are the same when considering recalls from layoffs, the full-time continuous
date of employment with the Nashua Police Department will be considered. Management shall notify the
employee by registered mail of being recalled no earlier than two (2) weeks before the recall date. If an employee
fails to return to work on the date as indicated by management when recalled from layoff status, he shall be
considered to be resigned from employment with the Nashua Police Department.

Reduction of Work Hours/Elimination of Positions: When a reduction of the work hours or elimination of any
employee's position takes place, management reserves the right, power, and authority to temporarily assign the
duties to another employee/nember. Management also reserves the right, power and authority to permanently
assign the duties of the position as deemed necessary. If any new vacancies within the Nashua Police
Department become available, any employee whose job is eliminated because of permanent layoff shall be given
the opportunity to apply for the position, to be evaluated for consideration purposes, and to participate in testing
procedures if applicable. (Cite Article #29 - "VACANCIES.")

ARTICLE 34 - BULLETIN BOARD

The Department shall maintain a bulletin board for the Union to post notices of Union appointments, elections,
meetings, recreational and social affairs, or other Union-related matters. The location of the bulletin board will be
agreed upon by Management and the Union. Said materials shall be posted in no other locations.

No other material or information shall be posted without approval by the Chief. Upon the Chief's written request,
the Union shall promptly remove any material which is offensive or detrimental to the Union/Management
relationship. The Union will periodically, or upon the Chief's request, review all posted material and remove
material which is no longer pertinent.

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ARTICLE 35 - PARTIAL INVALIDITY, SEPARABILITY, & COMPLIANCE WITH LAWS

Should the parties hereafter agree that applicable law renders invalid or unenforceable any of the provisions of
this Agreement, the parties shall attempt to agree upon a replacement for the affected provision. Such
replacement provisions shall become effective immediately upon ratification according to the respective
procedures and regulations of the parties and shall remain in effect for the duration of the Agreement.

In the event that any of the provisions of this Agreement shall be declared invalid or unenforceable by a court,
board, or other appropriate authority, such invalidity or unenforceability shall not affect the remaining provisions
thereof.

The parties agree that this Agreement is subject to all pertinent federal, state, and local laws and ordinances, as
the same may be amended or enacted from time to time, and this Agreement shall be construed in accordance
therewith, and the parties shall conform their conduct thereto.

ARTICLE 36 — EMERGENCY LEAVE

For purposes of this Article, “Emergency Leave” is defined as an unforeseen crisis situation that arises
unexpectedly which is not considered any other type of leave contained within this collective bargaining
agreement.

A. With prior approval, and at the discretion of the Chief of Police or his designee, Emergency Leave
shall be granted to employees and shall be charged first against the employee's accumulated
sick leave and then against the employee's accumulated vacation leave.

B. An employee may be granted an extension of up to two (2) weeks of Emergency Leave at the
sole discretion of the Chief of Police.

C. Any request for extension shall be in writing and shall set forth in detail the reasons therefor. An
employee may be granted additional extensions of Emergency Leave at the sole discretion of the
Chief upon written request as set out above.

D. Disputes concerning Emergency Leave shall not be subject to the Grievance Procedure.

ARTICLE 37 — WAIVER

The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited
right and opportunity to make demands and proposals with respect to any subject or matter not removed by law
from the area of collective bargaining and that the understandings and agreements arrived at by the parties after
the exercise of that right and opportunity are set forth in this Agreement.

Therefore, the parties for the life of this Agreement voluntarily and unqualifiedly waive the right, and each agrees
that the other shall not be obligated to reopen contract negotiations with respect to any subject or matter referred
to or covered in this Agreement.

Further, the parties, for the life of this Agreement, voluntarily and unqualifiedly waive the right, and each agrees
that the other shall not be obligated to reopen contract negotiations with respect to any subject or matter not
specifically referred to or covered in this Agreement, even though such subject or matter may not have been
within the knowledge or contemplation of any of the parties at the time this Agreement was negotiated or signed.
The parties may, however, voluntarily agree to reopen contract negotiations on any subject at any time.

This Agreement contains all of the agreements and understandings between the parties; and supersedes all
previous agreements and understandings, and no oral agreement or understanding survives the execution hereof.

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ARTICLE 38 - EDUCATIONAL REIMBURSEMENT, MANDATED TRAINING,
& PROFESSIONAL AFFILIATIONS/LICENSING

AVAILABLE FUNDING:

Effective July 1, 2011, the Commission shall allocate an amount of $1,200 to spend on educational benefits
(tuition reimbursement) per fiscal year, for employees covered under this Agreement.

A.

Said amount is on a first come, first serve basis. In order to receive reimbursement for that fiscal year,
the Financial Services Division must receive any previously approved requests, along with the grade, by
June 15" of that fiscal year. Any requests for reimbursements received after June 15" may be charged to
the next fiscal year’s allotment.

Once the $1,200 cap is expended, the educational benefit (tuition reimbursement) is no longer available
to employees covered under this Agreement.

Any portion of the allocated funds for education reimbursement which are not expended during a fiscal
year shall not carry over to the next fiscal year.

COURSE REIMBURSEMENT CRITERIA:

The maximum amount the Department will pay per course is $400. Only one course will be reimbursed per
school term. The Commission shall reimburse employees up to 100% of the tuition costs for one course
successfully completed during the academic term for a degree- or certificate-related program under the following

conditions
A. Degree/Certificate Program: The course selected by the employee must be part of a degree or
certificate program and approved by the Chief or designee prior to enrollment.
B. Accredited: The course must be taken at an accredited college or university.
C. Satisfactory Grade: The employee must receive a passing grade of "C" (or its equivalent) or better.
D. Job-Related: The degree or certificate program must be job-related. The final decision of whether or not

the degree or certificate program is job-related shall be determined solely at the discretion of the Chief.

BOOKS AND/OR RELATED FEES:

The City does not reimburse employees for books and/or related fees.

MANDATED TRAINING:

Employees who are mandated to participate in programs or workshops/conferences will be reimbursed at 100%.

PROFESSIONAL AFFILIATIONS/LICENSING:

The Department shall bear the cost of all licenses and/or certifications required by various regulatory agencies
(local, state, and federal) to maintain the employee’s required certifications and licenses relating to their current
position within the Department.

GRIEVANCE POLICY:

This article shall not be subject to the grievance procedure.

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ARTICLE 39 - TERM OF AGREEMENT

This Agreement shall remain in full force and effect from midnight, July 1, 2046. , until midnight, June 30,
2040.

Any party intending to alter or modify this Agreement or negotiate a successor agreement hereto, shall give notice
to the other party of such intention at least one hundred and twenty (120) days prior to the expiration date hereof,
after which the parties shall forthwith arrange to commence collective bargaining negotiations.

This Agreement is dated » ao-he
NASHUA POLICE COMMISSION NASHUA POLICE COMMUNICATION
EMPLOYEES N.E.P.B.A. LOCAL 125, I.U.P.A.,
AFL-CIO
WITNESSES:

38

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

NASHUA BOARD OF POLICE COMMISSIONERS

AND

NASHUA POLICE COMMUNICATION EMPLOYEES
N.E.P.B.A. LOCAL 125, |.U.P.A., AFL-CIO

FY2020, FY2021, FY2022, FY2023
July 1, 2019 — June 30, 2023

TABLE OF CONTENTS

Contents
ARTICLE 1 - PREAMBLE ,j..........ccccccccecessseeeeneneueneueueususususueueueususueususususususueneneneoeneseseseeeseensesnsesnsesnsnsnsnsesesenes 1
ARTICLE 2 - RECOGNITION .......cccccccccccesececueeeueneusueeeusususueueusususueusususususususueneneneneoeseneeesnsnsesnsnseseensesesnansenenes 1
ARTICLE 3 - DEFINITIONS..........cccccccccesecesecnsesesnsususususususueueueususeeususususususueneneneneneoesenesesnonseensesnsesesesnsesesesenes 1
ARTICLE 4 - STABILITY OF AGREEMENT...........ccccccccccccecececeseeeeeseseeusesesususesususesnenenenesesesesesesesesnsnseansnenees 2
ARTICLE 5 - OPEN SHOP .........cccccccsceeesecneeeueesueueueusueususueueueueususueususususueusueneneneneneoesesesenesnsnsesesnsesesesnsesesenenes 2
ARTICLE 6 - DEDUCTION OF DUES ..........cccceceesseeeeeeeeeeeueueucususeeusususesusususususesueneoeseneseseonseensesnsesnsesesnansesnees 2
ARTICLE 7 - EMPLOYEE RIGHTS. ..........cccccccceceseceeeseseeueusueuseeusueusususesususesususueneneoesesesesesesesnsesesesssesnsnanseenses 3
ARTICLE 8 - MANAGEMENT RIGHTS. ..........ccccccececececeeneeeeeesesuseeusususesusususususesususnenenesesnsesesesesnsesesesnsnanseanees 4
ARTICLE 9 - STRIKES AND WORK STOPPAGEG ,.......cccccccscscscececeseeeeeceeesesesesusesusesesesensesneesnsnsnsesesnensnenses 5
ARTICLE 10 - COLLECTIVE BARGAINING MEETINGS AND CONTRACTS. ........cccccscscscscscecscesessseseseeees 5
ARTICLE 11 - SHOP STEWARD/INVESTIGATION OF ISSUES. .........cccccscscececececeeeseseseseseseseseeseeeseenensnenees 5
ARTICLE 12 - GRIEVANCE PROCEDURE .,...........ccccccsccssceceseseseeeeesuseeesesesesusesesesesueneeesesnsesesesnsesnsesesnsssnenees 6
ARTICLE 13 — VACATIONS. ......ccccccceccceseceseeuensueueueususususueueueueususususususususususuenenenenesesenesesnsneesnsesnsesnsesnseansenenes 8
ARTICLE 14 - HOLIDAYS .........ccccccsccceeeeesesuenensueueususueueususueueusususucusususususueneneneneneneseseseseneneensesnsnsnsesnsesesenenes 11
ARTICLE 15 - UNIFORMS, DRESS & GROOMING CODE .,.......ccsccsscssssssssscesceseseseesessceeeuseeersassnsscaneuseeneas 12
ARTICLE 16 — INSURANCES .........cccccccceceseeeseeeeueneueneususususususususueususususueususuenenesenesesesesesesnansnsesnsnsesnseensesenes 13
SECTION I— HEALTH INSURANCE ....ooccccccccccccccecccee es ecceceeeceseeseeeeceeseaeeaseceeeeesuaaeaseceeesssuaaeeseseeessaeaneeseeeeeauas 13
SECTION IT — LIFE INSURANCE... coccccccccccccccccceccece ae eeeceeeseseaaeeseceseseaeaaeeseeeeeseauaaeeseseeessaeeneeseeeeessauaneeeeeeeeauaa 15
SECTION ITI — DENTAL INSURANCE Lue cece cececceceeeseceaa eee ceeeseaeeaeeseceeeseaeaaeedeeeeeseauaaeeeeeeesuauaneseeeeeauas 15
SECTION IV — SHORT TERM DISABILITY COVERAGE uuu... cccccecccccceeseaeeaeececeseseaueaeeeeeeesuaeaneeeeeeeeeuas 15
SECTION V— LONG TERM DISABILITY COVERAGE. oui cccc cece ee eccecceeseseea eee eeseseaeeseeeeeeesuaeaneseeeeeeaaa 16
ARTICLE 17 - SICK LEAVE .,Q........ccccccccccceseseeueneeeuensusueueususueueueususueususususususuenenenesesesesenenesesesnsnsnsesnsesssesnsenenes 16
SECTION I - ACCRUAL RATES woe. cccccccceccese ae eeeceeeseseaaeeseceeeseaeaaeeseeeeesuaeaaeeseseseseauanseeeeeessauaneeeeeeenauaa 16
SECTION IT - ACCRUAL POLICIES ooo. occcccccccccccccccceeecceceeeseseea ees ceseseaeaaeeseceeeseaeaaeeseeeeeseaueseeseeeeessauaneeseeeaeeuaa 16
SECTION III - PAYMENTS & MAXIMUM ACCRUALS ooo ccc ecccecceece seen eee eeeeseseaaeeaeeeeeseaeaneseeeeeenaa 17
SECTION IV - USE OF SICK LEAVE uoooiiccccccccccccec ce ecceceeeseseaa ees ceseseaeaaeeseeeeeseaeaaeeseeeeeseauaneeseeeeessaeaneeseeeaeauaa 18
SECTION V - SICK LEAVE BANK wu... coccccccccccccccccccceceeceeeeececeeeseseaaeeseceseseaeaaeeseeseeseaeaaeeseeeeessaeaneeseeesesuauaneeseeeeeauas 19
ARTICLE 18 - BEREAVEMENT LEAVE ...........cccccccccceceeeceeeeeseseseceeuseeusueusesususesususnenesesnsesesesesnsnsnsesnsesnsnenees 19
ARTICLE 19 - LEAVES OF ABSENCE .........cccccccscsceceeeeeeeeueuseeesueusususueueusesususususneneseseneeesesesesesesesesnsesnseenses 20
ARTICLE 20 — PERSONAL DAYS. ........cccccsccceseceensueeeeeuseeusueusususeeusususususususususesueneneseaesesesnseseseonseseenseansnenees 21
ARTICLE 21 - EXCHANGE OF WORKDAYS (SWAPS)...........::ccccsseeceesseeeeesssceesessseeesesssseeesesssneesesesneeens 22
ARTICLE 22 - SHIFT EXCHANGES ,.......cccccccscecsseeeeeeeeeseeusueusueusueusesusususususususesuenenenesesesesesnsesesesnsesnsesnseenees 23
ARTICLE 23 — WAGES & TITLES ........ccccccccscsceeeeeeueeseeusususususususesusususususususususnenenesesesesesesnsnsesesesnsesesnensnsnses 24
ARTICLE 24 - WORK SCHEDULES .1..........ccccccceeceseeeeeseeeeueususeeuseeesesusesueususususesueneneseneseensnsesesnsesnsesnsesnsnenees 27
ARTICLE 25 - OVERTIME .........ccccccccccecesuseeveuceensueususususueususususususususususususuenenenenenenenesesesesesesnsesnsnsnsesssesesesenes 27
ARTICLE 25A — LONGEVITY ......cccccccccecececccecusnenensususususususueusususususususususususueneneseneneneaenesnsesnsesesesnsesnseensnseses 28
ARTICLE 26 - LUNCH TIME & COFFEE BREAKG...........cccccscscsceceseseeesesesesesesesesesesesesuneesesesesesesesnsesnsnenses 28
ARTICLE 27 - COMPENSATORY TIME (TIME COMING)..............:.::cccsssecesessssesesssseesesssseesessseesesssneeens 28
ARTICLE 28 - WORKER'S COMPENSATION ........ccccccccceeeceeecececesesusueesusesususesususususeseeneeesesesnsesesesnsesnsnenees 29
ARTICLE 29 - VACANCIES ........ccccccceeeeseeeseenensueueususueususueueueususususususususususueneneneoeseseseseansnsesesesnsesnsesesesnsnenes 30
ARTICLE 30 - WORK POLICIES & REGULATIONS ........cccccccscscsceceeeseeesesesesesesusesuseseseseeensesesnsesesnsesnenenees 31
ARTICLE 31 - RETIREMENT SYSTEM .........cccccccccscsceceeeceeeeesesuseeeeesesesusususususesusnenecenesesesesesesnsesnsesnsesnsnesees 31
ARTICLE 32 - DEPARTMENT SENIORITY ........ccccccccccecccececececeeeceseseceseeusesesusesususesueneseeesesesnsnsnsesesnsesnsnenees 31
ARTICLE 33 - LAYOFFS, RECALLS, & ELIMINATION OF POSITIONS. ........ccccsessessecssuseseseessnsccneeseeenens 31
ARTICLE 34 - BULLETIN BOARD ..........cccccsceeeeeeeeeeeeesesesueueusueusueusususususususususuenenenenesesesesesesesnsnsnsesesesnsnenees 32
ARTICLE 35 - PARTIAL INVALIDITY, SEPARABILITY, & COMPLIANCE WITH LAWS .........cccssssssee 32
ARTICLE 36 — EMERGENCY LEAVE ...........cccccccecscececeeeeneesusesesueusususususususususesesnenenesesnsesesnsesnsesesesnseansnenses 32
ARTICLE 37 — WAIVER .......cccccccccececececusueueusususueueueusueueueueueususususueusususususueneneneneneseseseseaesesesnsesnsnsnsesnsnsesesenes 33
ARTICLE 38 - EDUCATIONAL REIMBURSEMENT, MANDATED TRAINING, .........s0cccssssesssssessceseensenees 33
& PROFESSIONAL AFFILIATIONS /LICENSING ......cccccccecececeseeeseseeeseseeeseseseva vasa va vasa vaseeeeeseeeeeeeeeeeeseeeeeeeees 33

ARTICLE 39 - TERM OF AGREEMENT ..........ccscccssceseeseeceeserseeeeeenessnesaneesneesanesenessneesaeesanessaessanesaneesneeseeas 34