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for improvement in performance outlined in the plan may result in disciplinary action up to and
including termination diseharge-terminaticatfrom employment with the Nashua School District.

9-4 _The Acsaciatien and the Dictrict-will create ajointlabor management committee to create atu brie

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Eee Sea eee eee:
ARTICLE X

Terms and Conditions of Employment
Work Year

A. All Association members shall work the days tisted in Appendix A.

Cc. As a professional, all Association members are expected to devote to work the time
necessary to accomplish the task at hand which may include meetings, conferences,
programs and/or workshops which extend or are beyond the normal eight—hour work day.

Discrimination

There shall be no discrimination against any Association member because of legally permissible
Association activities or because of membership in the Association, or because of the filing or
processing of any grievance under this contract.

Benefits for Part-Time Administrators

Administrators who are employed by the school district on less than a full-time basis shall be entitled
to the following benefits prorated in the ratio the administrator's work day/work year is to the work
day/work year of a full-time administrator:

§:2 Course Tuition Reimbursement;
5:5 Longevity (see Appendix B);

7:1 Vacation;

7:2 Holidays;

7:3 Sick Leave;

7.4 Sick Leave Bank;

75 Personal Day

Administrators who are employed by the school district on less than a full-time basis shall also be
entitled to severance pay and life insurance, the calculation of which already reflect the

administrators’ part-time status.

ARTICLE XI

Association Representatives

Official List of Nashua Association of School Administrators and Supervisors Representatives

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The Association shall furnish the Board with a list of its officers and shall as soon as possible notify
the Board in writing of any changes. No Association Representative shall be recognized by the Board
except those designated in writing by the Association.

ARTICLE XII
Association Privileges and Responsibilities

Fair Practice
As exclusive representative, the Association shall not preclude from membership any person in the

unit described in ARTICLE |. The Association will represent equally all persons described in ARTICLE |
without regard to membership in, participation, or activities in the Association.

Recognition of Loca! Organization Representative

The Superintendent shall recognize the Association President and/or a person designated by the
President in writing as the official representative of the local organization.

Distribution of Materials - Mail Boxes

Officers of the Association shall have the right to use reasonably the Administrative Office and/or
school mail boxes for distribution of Association material provided such materials are directly related
to Association business and are not in violation of any laws, rules, regulations or school policies.

Association Meetings
The authorized representative of the Association shall have the right to schedule Association
meetings in a school building before or after regular work hours as long as such meetings do not

interfere with any school business, acitvities or functions.

Protection of Individual and Group Rights

Nothing contained herein shall be construed to prevent the Board, a member of the Board, or its
designated representatives from meeting with any administrator for expression of views. Nothing
contained herein shall be construed to prevent any person from informally discussing any dispute
with the immediate superior or processing a grievance on the person's own behalf in accordance
with the Grievance Procedure set forth in Article XII. None of the provisions of this agreement for
its duration shall be changed or modified without the mutual written consent of the Board and the
Association. Nothing contained herein shafl be construed to permit an organization other than the
Association to appear in an official capacity in the processing of a grievance.

Leave for President

The President of the Association or designee shall be granted one day paid leave per fiscal year to
attend AFSA, AFL-CIO conferences.

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ARTICLE XII]
Grievance Procedure and Resolution of Complaints

Both parties to this agreement encourage employees to bring forward concerns about work-related
issues to their supervisors, with the hope that direct communication and constructive conversations
can lead to the informal resolution of disagreements at the lowest possible level. However, should
an employee be unable to resolve a concern with his or her supervisor, the grievance procedure
outlined in this article shall be followed.

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 this Agreement, or which involve a perceived violation
of work place conditions. All such grievances will be handled as follows:

A grievance must be filed within ten (10) working days of its occurrence or within ten (10) days of the
date the employee, by reasonable diligence, should have known of its occurrence. The grievance
must be submitted to the next step within the time limits provided or it will be considered settled. A
grievance once settled at any one of the following steps shall not be further subject to the grievance
procedure.

Grievances shall be processed in the following manner:

Step 1 Any Association member who has a grievance shall, with or without an Association
Representative, discuss it first with the immediate supervisor, in an attempt to resolve the
matter at this level. A decision shall be rendered within ten (10) working days.

Step 2 An unfavorable decision under Step 1 may be formally appealed to the immediate
supervisor within ten (10) working days. The appeal must be in writing on the grievance
form as provided by the Association. The immediate supervisor shall render a decision
within ten (10) working days.

Step 3 Anunfavorable decision under Step 2 may be appealed to the Superintendent within ten
(10) working days. The Superintendent shall render a decision within ten (10) working
days.

Step 4 Anunfavorable decision under Step 3 may be appealed to the Board of Education within
ten (10) working days. The Board shall render a decision within twenty (20) working days.

Step 5 ‘If a grievance involving the interpretation or application of a specific provision of this
Agreement has not been settled after being fully processed through the grievance
procedure above, then the Association may submit such grievance to arbitration by giving
written notice thereof to the Board not later than ten (10) working days after the
completion of Step 4. The grievance shall be considered as having been settled at Step 4,
unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such
agreement has not been reached within ten (10) working days after the receipt of such
written notice submitting the grievance to arbitration, the grievance may be referred by

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the Association to the New Hampshire Public Employees Labor Relations Board for the
selection of an arbitrator in accordance with the applicable rules of said Board. Any
arbitration hereunder shall be conducted in accordance with such rules, subject to the
provisions of this Agreement. Determinations and decisions set forth by said arbitrator
shall be final and binding upon the parties. Each party to the arbitration shall assume its
own expenses and an equal share of the expenses of the arbitrator.

Grievance Mediation: Either party may submit to the other a request for Grievance Mediation.
Grievance Mediation can only take place by mutual agreement at any time during the grievance
procedure. The parties will agree mutually on the mediator. This does not preclude mediation
occurring the day of arbitration nor using the arbitrator as the facilitator. Should Grievance
Mediation occur, the parties shall agree to a time extension for the following steps.

Failure of the administration to render a decision within the time limits shall permit the grievant to
proceed to the next step. The grievant shall continue to observe the rules and regulations of the
District while the grievance is pending. A grievant shall have all rights provided by RSA 273-A relative
to the processing of grievances.

ARTICLE XIV
Negotiations and Printing of Agreement

Up to five (5) Association members shall be allowed reasonable time off during regular working
hours, without loss of pay, for the purpose of collective bargaining. No overtime or other premium
pay shall be paid for time spent in collective bargaining.

Negotiations shall be conducted in accordance with N.H. RSA 273-A.

The District agrees to pay for the cost of printing copies of this Agreement for each Association
member. The Association agrees to distribute a copy of this Agreement to each Association member
presently employed by the District.

ARTICLE XV

Duration of Agreement

The provisions of this agreement shall become effective as of July 1, 2020-2021 unless otherwise
specified and shall continue and remain in full force and effect to and including June 30, 20242024
when it and all provisions and benefits therein shall expire unless an extension is agreed to by both
parties and expressed in writing prior to such date.

The Board and the Association agree to begin negotiation of a successor agreement concerning
wages, hours and other terms and conditions of employment no later than January 1, 20212024.

IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their
respective presidents.

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NASHUA BOARD OF EDUCATION NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS &

SUPERVISORS
Heather Raymond David RauseeDaniel Alexander
PRESIDENT PRESIDENT
Dated OcteberS—2020 Dated Ostebee—_—__5-

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APPENDIX A-1
Salary Schedule
Beginning July 1, 20202021

The following are the school administrator and supervisor positions who are members of the Nashua
Assaciation of School Administrators & Supervisors.

Position Hours/week
Position Title Type £¥20-21Grade And
Days/Year
Director of Technology A £5%6 40/260
Director of Plant A £5%6 40/260
Operations
Director of Food Services A 45%5 40/260
Director of A 45%4 40/260
Transportation
Director of Guidance @} A 45%4 40/260
Director of Special A 45%6 40/260
Education
Director of Athletics A 4+5%6 40/260
Director of A 8%4 40/260
Adult/Community Educ.
Director of CTE A 45%4 40/260
Director of ELL/Student A 4:5%5 40/260
Services
Director of Title One A 15944 40/260
Services
Director of A 45%4 40/260
Communications
Assistant Director of A 45%5 40/260
Special Education
Assistant Director of A 45%5 40/260
Special Education
Assistant Director of A 25%4 40/260
Plant Operations
Maintenance pees
Assistant Director of A 45%3 40/260
Plant Operations Safety &
Security
Assistant Director of A 45965 40/260
Business
Assistant Director of A 45%4 40/260
Technology

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Position

Hours/week

Position Title Type Grade And
Days/Year

Custodial Supervisor S +5953 40/260

{Elem.}

Custodial Supervisor (MS) 5 45%3 40/260

Business Services A 45%3 40/260

Manager

Office Manager (SPED) S 45%3 40/260

Office Manager S +5%1 40/260

(Technology)

Office Manager (Title s 45%1 40/260

Orel)

Coordinator of 21* A 45%3 40/260

Century

Coordinator of A 45%5 40/499260

Brentwood Program

Coordinator of SPED A LEA 40/260

Preschool

Coordinator, Out of A 45%2 40/260

District Placement

Systems Administrator- N +5%4 40/260

Programmer

Systems Administrator- N 4 40/260

Network

Systems Administrator- N 2 40/260

General

Assistant Systems N 4:5%2 40/260

Administrator

Assishntt Systems N 18% 40466

Acmminisirater

Data Analyst N 45%4 40/260

Food Service Business 5 45%1 37.5/200

Manager

Food Service Site $ +5%1 37.5/196

Coordinator

Instructional Leader N 45%3 40/199

Attendance Officer N 45%2 40/190

Studentistecmation N 15% 49,109

Ceerdinates

i4See Coordinator N 1 40/260
| ELL Coordinator N 2 40/260

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FY2022-FY2024

APPENDIX A-2

Step 21 on any year (FY22-FY24)} will receive an additional $1,000 over the current Step 20.

Salary Grid
Beginnin 1, 2022
GRADE
i 2 3 4 3 6
1 40,000 51,000 56,000 70,000 82,500 90,000
2 41,000 52,275 $7,400 71,750 84,563 92,250
3 42,025 53,582 58,835 73,544 86,677 94,556
4 43,076 54,921 60,306 75,382 88,843 96,920
5 44,153 56,294 61,814 77,267 91,065 99,343
6 45,256 57,702 63,359 79,199 93,341 101,827
7 46,388 59,144 64,943 81,179 95,675 104,372
& 47,547 60,623 66,566 83,208 98,067 106,982
”n 9 48,736 62,139 68,231 85,288 100,518 109,656
rr 10 49,955 63,692 69.936 87,420 103,031 112,398
iz ie sol 21,203 65,284 71,685 89,606 105,607 115,208
12 52,483 66,916 73,477 91,846 103,247 118,088
13 33,796 68,589 73,314 94,142 110,953 | 121,040
14 55,140 70,304 77,197 96,496 113,727 124,066
15 56,519 72,062 79,127 98.908 116,570 127,168 |
16 §7,649 73,503 80,709 100,886 138,902 129,711
17 538,802 74,973 82,323 102,904 121,280 132,305
18 59,978 76,472 83,970 104,962 123,705 134,951
| 39 _—*| 64,178 78,002 85,649 107,061 | 126,179 | 137,650
20 62,401 79,562 87,362 109,203 128,703 140,403

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payment set forth in Section 5.B above. This payment shall be decreased by any payments made
in advance to Contractor for the sixty (60) days.

C. Upon receipt of notice of termination, the Contractor shall cancel, withdraw, or otherwise
terminate any outstanding orders or subcontracts relating to the performance Contractor’s
obligations under this contract. The City shall not be liable to the Contractor or Contractor’s
creditors for any expenses, encumbrances or obligations whatsoever, incurred after the date
Contractor reccives notice of termination, Failure to terminate outstanding orders or subcontracts
relating to the performance of this contractlis a material breach of this contract. +
re wy Hours, Cty Chad@ be hola hor pe ae {er wclile
SECTION 22. MODIFICATIONS. Secvites onde cel) by tonbredlo up rtacoush a sie m
Lerwwmatior. alény sai wy cer te/experges pul! te tad)
The contract can be modified or amended only in writing and signed by both parties. No pre-printed or Purhes
similar terms on any Contractor invoice, order or other document shall have any force or effect to ur bug 2b,
change the terms, covenants, and conditions of the contract, 4ermaatrn hb é

SECTION 23. INTERPRETATION.

The contract is intended by the parties as a final, complete and exclusive statement of the terms of their
agreement except that i) the parties agree to carry out their obligations hereunder in a manner subject to
and consistent with the cable franchise between the City of Nashua and Comcast or its successor(s) as in
effect during the term of this Agreement, and said cable franchise is incorporated herein by reference;
and ii) Contractor shall also be bound by any commitments in its reply to the City’s Request for
Proposal dated XXX, attached hereto as Exhibit XX XX, and said reply to the RFP shall be incorporated
herein by reference, and in the event of any variation between said reply to the RFP and this contract,
the City shall have the option of applying the more stringent terms. No course of prior dealing between
the parties or course of performance or usage of the trade shall be relevant to supplement or explain any
term used in the contract.

SECTION 24. CHOICE OF LAW AND VENUE.

If a dispute arises out of or relates to the contract, or the breach thereof, the parties agree to negotiate prior
to prosecuting a suit for damages. However, this section does not prohibit the filing of a lawsuit to toll
the running of a statute of limitations or to seek injunctive relief. Either party may make a written request
for a meeting between representatives of each party within fourteen (14) calendar days after receipt of the
request or such later period as agreed by the parties. Each party shall include, at a minimum, onc (1)
senior level individual with decision-making authority regarding the dispute. The purpose of this and
any subsequent meeting is to attempt in good faith to negotiate a resolution of the dispute. If, within
thirty (30) calendar days after such meeting, the parties have not succeeded in negotiating a resolution of
the dispute, they may pursue any legal remedies as may be available.

SECTION 25. NOTIFICATION OF ACTION BROUGHT.

In the event that any claim, demand, suit or other legal action, including without limitations, any
communications concerning copyright infringement, or criminal indictment is brought by any person(s),

adi] =

APPENDIX A-3
SIDEBAR

1. Two Positions being moved to their correct step over a two-year period

FY22 FY23
Assistant Director of Plant Operations- Security
Put on step 3-8 in FY23 $4,824.20 $4,824.20
Annual salary $61,742.20 $66,566.40
Brentwood Coordinator
Put on step 5-2 in FY23 $4,725.75 $4,725.75
Annual salary $79,836.75 $84,562.50

2. Five (S) positions will be given a minimum increase of $1,000 in FY22 and thus reach their grid step

+1 in FY23
FY22 FY23
ELL Coordinator (2-4 to 2-5) $55,303.00 $56,294.46
Grant Manager, Business Office {3-3 to 3-4) $59,000.00 $60,305.88
FS Business Manager (1-18 to 1-19) $61,043.00 $61,177.93
IT System Administrator- General {3-15 to 3-16) $79,154.00 $80,709.06
Communications Director (4-11 to 4-12} $89,974.00 $91,846.00

3. Longevity — Two (2} Food Service staff members grandfathered - received a higher amount in FY21.

FY22 FY23
Staff Member #1 paid $600 in FY21 5600.00 $600.00
Pay $600 until she reaches 20 years and moves to
$1,200 per contract
Staff Member #2 paid $500 in FY21 $500.00 $500.00
This amount will continue until she reaches 20 years
NASHUA BOARD OF EDUCATION NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS &
SUPERVISORS
Heather Raymond, President Daniel Alexander, President
Dated: Dated:

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