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SECTION 32. NON-WAITVER OF PERFORMANCE.

In no event shall any payment, act, or omission in any manner impair or prejudice any right, power,
privilege, or remedy available to the City to enforce its rights hereunder, which rights, powers,
privileges, or remedies are always specifically preserved. No waiver by the City of any one or more of
Contractor’s defaults shall operate as an cxpress or implied waiver of any other existing or future
default. Waiver by the City shall not be deemed a practice or course of dealing between the parties
contrary to the express terms of the Contract.

SECTION 33. CONTRACT ENTIRE AGREEMENT.

This Contract, together with the attached exhibits constitutes the entire agreement between the parties
hereto with respect to the matters covered by its terms. No other agreement, assertion, statement,
understanding, or other promise made by any party, or to any employee, officer, or agent of any party
that is not embodied in this Contract shall have force or effect 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 hercin 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 XXXX, 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.

SECTION 34. VENUE.

The Contract is made under and shall be governed by the laws of the State of New Hampshire, including
any rule or principle that would refer to and apply the substantive law of another state or jurisdiction.
All issues arising from this Contract shall be resolved in the courts of the State of New Hampshire, and
the partics agree to submit to the exclusive jurisdiction of such courts.

SECTION 35. NOTICES.

For purposes of this Contract, all communications and notices among the parties shall be deemed made
if sent postage prepaid to the parties and addresses set forth below:

TheContractor CityofNashua,AdministrativeServices
Contractor Name ATIN: Kimberly Kleiner

Executive Director Name Director of Administrative Services
Strect Address 229 Main Street — City Hall

City, State and Zipcode Nashua, NH 03060

CityofNashua.PEGProgramDept.
ATTN: PEG Program Manager
229 Main Street — IT Division
Nashua, NIT 03060

«PFs

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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.

ARTICLE XIll
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 An unfavorable 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 An unfavorable 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.

Step5 ‘Ifa 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

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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
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 shail continue to observe the rules and regulations of the
District white the grievance is pending. A grievant shall have all rights provided by RSA 273-4 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, 2021 unless otherwise specified
and shall continue and remain in full force and effect to and including June 30, 2024 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.

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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, 2024.

15:2 IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their
respective presidents.

NASHUA BOARD OF EDUCATION NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS &
SUPERVISORS

Heather Raymond, President Daniel Alexander, President

Dated Dated

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APPENDIX A-1

Salary Schedule
Beginning July 1, 2021

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

Position Hours/week
Position Title Type Grade And
Days/Year
Director of Technology A 6 40/260
Director of Plant A 6 40/260
Operations
Director of Food Services A 5 40/260
Director of A 4 40/260
Transportation
Director of Guidance A 4 40/260
Director of Special A 6 40/260
Education
Director of Athletics A 6 40/260
Director of A 4 40/260
Adult/Community Educ.
Director of CTE A 4 40/260
Director of ELL/Student A 5 40/260
Services
Director of Titte One A 4 40/260
Services
Director of A 4 40/260
Communications
Assistant Director of A 5 40/260
Special Education
Assistant Director of A 5 40/260
Special Education
Assistant Director of A 4 40/260
Plant Operations
Maintenance
Assistant Director of A 3 40/260
Plant Operations Safety &
Security
Assistant Director of A 5 40/260
Business
Assistant Director of A 4 40/260
Technology

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Hours/week

Position Title oie Grade And
ype Days/Year

Custodial Supervisor 5 3 40/260

(Elem.}

Custodial Supervisor (MS) i) 3 40/260

Business Services A 3 40/260

Manager

Office Manager (SPED) § 3 40/260

Office Manager S i 40/260

(Technology)

Office Manager (Title |) S 1 40/260

Coordinator of 21° A 3 40/260

Century

Coordinator of A 5 40/260

Brentwood Program

Coordinator of SPED A 4 40/260

Preschool

Coordinator, Out of A 2 40/260

District Placement

Systems Administrator- N 4 40/260

Programmer

Systems Administrator- N 4 40/260

Network

Systems Administrator- N 3 40/260

General

Assistant Systems N 2 40/260

Administrator

Data Analyst N 4 40/260

Food Service Business 5 1 37.5/200

Manager

Food Service Site 5 1 37,5/196

Coordinator

Instructional Leader N 3 40/199

Attendance Officer N 2 40/190

i4See Coordinator N 1 40/260

ELL Coordinator N 2 40/260

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APPENDIX A-2

Salary Grid
Beginning July 1, 2022
FY2022-FY2024
GRADE
1 2 3 4 5 6
1 40,000 51,000 56,000 76,000 82,500 90,000
2 41,000 $2,275 57,400 71,750 84,563 92,250
3 42,025 $3,582 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
3 47,547 60,623 66,566 83,208 98,067 106,982
a 9 48,736 62,139 68,231 85,288 100,518 109,656
a 10 49,955 63,692 69,936 87,420 103,031 112,398
EB 11 51,203 65,284 71,685 89,606 105,607 115,208
12 52,483 66,916 73,477 91,846 108,247 118,088
13 53,796 68,589 75,314 94,142 110,953 121,040
14 55,140 70,304 77,197 96,496 113,727 124,066
is $6,519 72,062 79,127 98,908 116,570 127,168
16 S7,649 73,503 80,709 100,886 118,902 129,711
17 $8,802 74,973 82,323 102,904 121,280 132,305
18 59,978 76,472 83,970 104,962 123,705 134,951
19 61,178 78,002 85,649 107,061 126,179 137,650
20 62,401 79,562 87,362 109,203 128,703 140,403

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

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APPENDIX C
Grievance Form

Nashua Association of School Administrators and Supervisors OFFICIAL GRIEVANCE FORM

NAME OF EMPLOYEE DEPARTMENT.
WORK LOCATION IMMEDIATE SUPERVISOR
EMPLOYEE TITLE

STATEMENT OF GREIVANCE:

List applicable violation:

Adjustment required:

eel
| authorize the Nashua Association of School Supervisors and Administrators as my representative to act

for me in the disposition of this grievance.

Date Signature of Employee

Signature of Union Representative Title

Date Presented to Management Representative

Signature Title

Disposition of Grievance:

THIS STATEMENT OF GREIVANCE IS TO BE MADE OUT IN TRIPLICATE. ALL THREE ARE TO BE SIGNED BY
THE EMPLOYEE AND/OR THE NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS AND SUPERVISORS
REPRESENTATIVE HANDLING THE CASE.

ORGINAL TO

COPY

COPY: UNION GREIVANCE FILE

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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 (5) 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 $600.00 $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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APPENDIX B

Longevity Payment Schedule

The schedule for longevity payments below applies to all NASAS staff in the employ of the District.

15 Years § 500.00
20 Years $1,200.00
25 Years $1,700.00

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