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Integrated Mobile Experience

Personalized mobile app and benefits dashboard with custom alerts allows employees to access up-to-date
information about their emptoyer-provided benefits through a mobile application and centralized benefits
dashboard. Powered by the benefits administration system, the mobile experience also provides employers
with an easy way to send important messages and reminders to employees without getting lost in the daily
email clutter.

Connecting Employees with their Benefits

Our mobile app allows employees to access their employer-provided benefit information when and where
they need it, reducing the friction and complexity of the day-to-day benefit experience.

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Employees need one place to
find important benefit
information

Centralized location for
balances and status updates
for current elections,
deductibles, out-of-pocket
maximums, 401(k), PTO, and
more.

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One login for all employer-
provided benefit portals

SSO integrations create one-
touch launch to telemedicine,
wellness, and many other
widely-used benefit
providers.

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Sensitive personal
information stored
securely

Protecting personal data is
more important than ever
before. Employees can
take comfort knowing their
data is stored securely in
our cloud-based platform.

Employer reminders and
alerts when and where
you need them

Reminders and alerts in the
palm of their hands.

Quick access to ID cards
Reduce day-to-day HR
inquiries with quick
access to ID cards and
plan information.

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Available on computers
and mobile devices
Access to benefit
information when your
employees need it, both
at their desk and on-the-

go.

C. Paid leave as provided in sections A and B above can only be taken
contiguous to the death and/or at the time of the funeral/memorial service.

D. In the event that the provisions of C above occur during an
employee’s vacation, the employee shall be able to take the appropriate number of
duty shifts allotted in A. or B. of this Article 23 immediately following his/her
return to work following vacation or have them recredited to his/her vacation
accrual.

Article 24 - PERSONAL LEAVE

A. Employees may take personal leave for such purposes as job-related
education, illness or death in the immediate family, as defined in Article 23, and
such other personal business as cannot be performed during off duty hours, subject
to the requirements of Paragraphs B and C below.

B. No leave shall be permitted under Paragraph A above in the event that
by taking that leave, the employee will miss training which is not scheduled to be
repeated within the fiscal year during which the leave is sought. No more than two
shifts under Paragraph A above may be taken consecutively, except for leave
required to attend out-of-town fire service education. However, four (4)
consecutive shifts may be taken once per calendar year. Additional consecutive
shifts may be authorized at the discretion of the Chief or his/her designee.

C. Forty-eight hours notice, except in emergencies, is required to be
given to the Chief or designee for leave to be taken under Paragraph A above.
Those taking the leave will provide a substitute who is qualified in the opinion of
the Chief or designee.

D. The Deputy Chief in charge of the platoon, or designee, may grant
emergency leave with pay to any subordinate employee who requires such leave
for urgent reasons. Such emergency leave shall not exceed one hour in any duty
shift.

E. Specialist employees who wish to take personal leave under this
Article 24 and who are unable to obtain a qualified substitute under Paragraph C
above, may be allowed by the Chief or designee to take personal leave days as
provided under Paragraph A above, provided the time absent is made up within the
two weeks next following the date the leave is taken.

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F. The training requirements under Paragraph B above will be waived if
the employee has previously met the standards for the training scheduled during
the requested leave period.

Article 24A - EXTENDED LEAVES OF ABSENCE

A. Anemployee may apply for an unpaid extended leave of absence for
the following purposes: to care for a sick or injured member of the employee’s
immediate family as defined in Article 23, Paragraph A; to participate in an
educational opportunity of the employee related to Nashua Fire Rescue operations;
due to the relocation of a spouse, or other similar circumstances as determined by
the Board of Fire Commissioners.

B. Applications for leaves of absence shall be approved or disapproved
by the Board of Fire Commissioners. The Board of Fire Commissioners will not
approve applications for leave of absence for the purpose of allowing or permitting
an employee to obtain and/or engage in employment with another employer or for
purposes of self-employment. Applications for leaves of absence will not be
granted when granting such leaves will negatively impact the Nashua Fire Rescue
operations. The Board of Fire Commissioners may consider the cost to the Nashua
Fire Rescue of granting such leave.

C. During an unpaid leave of absence, the Board shall continue to pay his
portion of health, dental and life insurance premiums for up to ninety (90) days per
granted request. Employees who are on such leave shall continue to pay their
portion of the premiums during that period and thereafter shall pay 100% of the
cost to continue coverage.

D. Leaves of absence shall not exceed ninety (90) days for any single
request. Employees may submit consecutive or non-consecutive requests for leaves
of absence not to exceed the ninety (90) day cap for any single request.

Article 25 - LONGEVITY BONUS PAY

A. — Regular full-time employees who have been employed by the City for
seven or more years, on an uninterrupted basis except by reason of lay-off or
approved leave of absence, will receive a longevity payment during the last pay
period in November, for the current calendar year, based on their length of service
as of November 22nd, as follows:

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7 to 9 years of service -------------------------------- $200.00
10 to 16 years of service ------------------ one week’s base pay
17+ years of service --------- one and one half week's base pay

B. Longevity bonus pay to regular part-time employees who work 25 or
more hours per week and who have seven or more years of service as in A above,
shall be determined by the average number of weekly hours worked during the
preceding year in proportion to the weekly hours of regular full-time employees.

C. An employee eligible to receive longevity pay, who voluntarily
terminates his/her employment or is dismissed for just cause prior to November 22
of any year, shall forfeit his/her right to entitlement to all or any portion of
longevity pay to which he/she would otherwise be entitled.

D. Employees hired after July 1, 2005 shall not be eligible for Longevity
Bonus.

Article 26 - CLOTHING ALLOWANCE

A. The City will give an initial issue to each new employee of three sets
of work clothing (pants, shirts and jackets).

B. For each year of this agreement, employees who have completed their
probationary period will be authorized the following amounts to be used to
purchase and maintain authorized work clothing or other authorized uniforms, as
set forth in this Article 26. The authorized work clothing and uniforms for the
purpose of this paragraph will include: NFPA compliant station wear, or work
clothing as set forth by the Board of Fire Commission. Class A uniform and
necessary accessories (hat, badges, necktie, black shoes as example shoes, boots
approved exercise apparel, and any other related approved items).

Each Fiscal Year: $650.00 per member

Payment of the clothing allowance shall be paid to the eligible employees by
payroll check during the month of July of each year. If the employee prefers,
he/she may purchase the articles of clothing authorized pursuant to this agreement
at their own expense and present the receipts to the designee of the department
within thirty (30) days of the purchase for reimbursement through the warrant
process. This selection must be made before the beginning of the fiscal year in
July. If the reimbursement method is selected and the employee does not use the

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entire clothing allowance, the balance shall be paid through the payroll system at
the end of the fiscal year in question during the month of June. Employees are
solely responsible for complying with any and all requirements of any taxing
authority and bear all liability for any taxes, federal, state, or local, occasioned by
the manner of payment of the clothing allowance set forth in this Article.

C. Each employee will maintain in good condition his/her own uniforms
and must replace any lost, worn or damaged uniforms at the employee's expense.
Uniforms will be worn by employees only during working hours. He or she shall
be additionally responsible for obtaining and possessing adequate quantities of
required uniforms as well as insuring that uniforms purchased and worn meet
Nashua Fire Department approved standards.

D. The City will furnish each employee with approved protective
clothing and any special protective clothing and equipment as required in the
opinion of the Chief or his/her designee to safely perform their duties. The exact
specifications for the equipment will be discussed with the safety committee and
must comply with limits set by the budget.

E. Upon separation from employment, all property issued by the City to
any employee who so separates, must be returned by the separated employee to the
Chief or his designee(s) at the Fire Department's Administrative Offices.

F. The Department agrees to pay the cost of a cleaning contract for the
cleaning of the mechanics work clothing. The quantity of clothing to be cleaned
shall not exceed four sets per week for each of the three employees (12 sets). The
total cost of this cleaning contract shall not exceed $40 per week.

G. | Employees of the Fire Marshall's office and Fire Alarm personnel (40
hour employees) shall wear approved short and long sleeve dress shirts and need
not wear flame retardant clothing except at the fireground (coveralls). These
employees may wear civilian dress clothing in appropriate circumstances. (i.e.,
court appearances).

Article 27 - LODGING
The City will install in each fire station one washing machine and one clothes

dryer for use by the Department employees to wash bedding, and the uniforms and
other clothing worn by the individual employee.

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Article 28 - MILITARY DUTY PAY

An employee called to serve not more than a seventeen (17) day annual training
tour of duty with the National Guard or Armed Forces Reserves will 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, based on the employee's
regular straight time rate and schedule. Such payments are to be made following
the showing of satisfactory evidence of the amount of pay received for such
service.

Article 29 - JURY DUTY PAY

A. Anemployee called as a juror will be paid the difference between the
fee he receives for such service and the amount of straight time earnings lost by
him by reason of such service. Satisfactory evidence must be submitted to the
employee's immediate supervisor. Payment for meals and/or mileage shall not be
considered as part of the fee for purposes of this agreement.

B. If an off-duty employee is subpoenaed to testify in court on behalf of
the Department, shall be paid as hours worked at the rate per Article 15, Section C
or Section D. The employee will be paid mileage in accordance with Article 33.
Witness fees and mileage paid to the employee in furtherance of the subpoena shall
be paid over to the City. The employee will accept the court witness fee which
shall be turned over to the Department in order to receive Department pay.

Article 30 - PENSION AND RETIREMENT

Employees shall be covered by the "New Hampshire Permanent Fireman's
Retirement System" or the New Hampshire Retirement System and any
amendments thereto, and the City shall make such contributory payments as may
be required to provide such coverage for each employee.

Article 31 - EDUCATIONAL ASSISTANCE

A. In order to encourage and develop the highest level of job
performance among the employees of the bargaining unit, the City agrees to
provide each station with the following IFSTA manuals: forcible entry, ground
ladder practices, hose, salvage and overhaul, fire streams, apparatus, ventilation,
rescue and protective breathing practices, first aid, inspection, training programs,
water supplies, aircraft, fire department officer, and facilities.

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B. The City also agrees to purchase and make available the textbooks
used in firefighting courses, which textbooks shall be retained by the department
after use by individual employees.

C. The City will reimburse employees for one hundred percent (100%) of
the total tuition and laboratory fees paid by employees from their own funds, for
the successful completion of job-related courses, as well as courses leading to the
granting of degrees in Fire Science, within the budget allowed. Successful
completion is defined as a grade of "C" or above for undergraduate studies and a
grade of "B" or above for graduate studies. The City shall budget $20,750 for
fiscal year 2020and thereafter shall increase the budgeted amount by $1,000 each
year beginning in fiscal year 2021 if the budget line for this benefit has a balance
of $1,000 or less at the end of each full fiscal year.

Courses not directly related to present job function but are functions
performed by other personnel in the department, the City will reimburse up to 50%
of the total tuition and laboratory fees paid by the employees from their own funds
upon successful completion.

D. Anemployee who desires to participate in this benefit must secure the
approval of the Chief or his/her designee, the Human Resources Department, and
the Comptroller, on the form provided by the Human Resources Department, with
due consideration of the budgetary limitations in Paragraph C, above.

E. Satisfactory completion of all educational courses shall be
documented in the personnel records of each employee.

F. For purposes of determining participation in specialty educational
courses/classes, the administration shall make available such courses/classes and
proportion attendance between officers and firefights at a 1:5 ratio (officers to fire
fighters) provided nothing shall prohibit the administration from varying this ratio
if there are insufficient numbers from either group to meet the ratio.

Article 32 - INSURANCE
A.1. Subject to the provisions of this Article, the City, upon the request of

an eligible member, shall provide to an employee the amount of the premium
specified below for individual, two-person or family plan, of one of the following:

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(a) Point of Service Plan;

(b) HMO Plan; or

(c) The City may make additional plans available to members with
benefit levels and premium cost sharing determined by the City
in its sole discretion.

The option of the health care plan is at the sole discretion of the City. Itis
agreed by all parties that the City reserves and shall have the right to change
insurance carriers provided the benefits to participants are comparable and the City
elects the least expensive plan available to provide such benefits.

Should the City determine that it is in the best interests of the City to offer a
“comparable” plan to either option “a” or “b”, it shall provide at least one hundred
twenty (120) days prior written notice to the Union and documentation of the cost
to members and the benefits that will provided under the comparable plan. Should
the Union determine that the proposed plan is not comparable, the grievance shall
not be subject to the grievance procedure and shall be submitted directly for
arbitration no later than thirty (30) days after the Union is notified of the proposed
change to the comparable plan. The grievance shall be heard in an expedited
manner. The decision of the arbitrator shall be binding on both parties.

Comparable Plan Definition: for the purposes of this Article, a comparable
plan means one that offers the same type of benefits, but benefits do not have to be
exactly the same. In addition, the plan must provide reasonable access to health
services and physicians, including specialists and hospitals.

Spouse Rule: Employees who are married to another employee of the city
who also subscribes to a plan will be subject to this rule. This rule requires that an
eligible member whose spouse is covered by another City health care plan elect the
policy under which the eligible member and spouse shall receive health care
benefits. An eligible member and spouse shall not be entitled to receive benefits
under separate City health care plans.

A.2, CITY CONTRIBUTIONS:

Effective October 1, 2011: For eligible members, effective October 1,
2011, the City shall contribute 70% of the premium of option (a) and 80% of the
premium of option (b). Upon the signing of this agreement, option (a) and option
(b) plans offered by the City shall include the following minimum co-pays:

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(a) Twenty Dollars ($20.00) per medical visit;

(b) One Hundred Dollars ($100.00) per emergency room hospital
visit;

(c) Two Hundred Fifty Dollars ($250.00) Per Person, Five
Hundred Dollars ($500.00) Per 2-Person/Family Inpatient/
Outpatient Facility Deductible; and

(d) Three Tier Pharmacy Benefit of $5/$15/$35 ($5/$30/$70 Mail
Order).

For employees hired after July 1, 2002 the City shall, upon request of an
eligible employee, provide an individual, two person or family plan for HMO or a
City plan offered under option “c”. Such employees shall, during the enrollment
period next following their first anniversary and annually thereafter during the
open enrollment period, have the right to transfer to the point of service plan at the
contribution rate set forth above or to a City plan offered under option “c”. The
contribution rate for all HMO employees shall be the same as provided for above.

A.3. For the duration of this Agreement, either party to the Agreement may
request that a Joint Labor/Management Committee be convened to consider the
performance of the aforementioned plans, any changes thereto.

A.4. Any eligible member of the bargaining unit requesting initial
membership in a plan may enter during a specified enrollment period. Any eligible
member desiring to select a different plan may make such a change only during the
annual enrollment period and subject to the conditions set forth in Section A.2.
Eligible members moving into or out of the HMO or point of service are may
change plans within a specified period after such move to the extent permitted by
the plans and in accordance with any other conditions set forth above in A.2.

A.5. ANNUAL AUDIT - The City of Nashua hereby agrees to conduct a
yearly loss ratio analysis of all Health Insurance plans offered to employees and
return all employee overpayments in the form of a Health Insurance Premium
Holiday at the completion of the analysis.

B. LIFE INSURANCE ~- The City agrees to participate in a double
indemnity life insurance program by paying 100% of the premiums for employees
only. The amount of coverage shall be one times the employee's base salary,
rounded to the nearest thousand. Each employee may at his/her option elect to
purchase an amount of life insurance coverage equal to the base amount by paying
100% of the premiums.

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C. DENTAL INSURANCE - The City agrees to pay 100% of the
premiums for dental insurance coverage under the plan in effect for members as of
January 1, 2008. Coverage is to be provided by the current carrier used by the City
at the time of the signing of this Agreement (Northeast Delta Dental). The City
reserves the option to change insurance carriers, upon negotiation with the Union,
and on the condition that the coverage provided has overall comparability to that
which is currently provided.

Members may also elect, as an option, to enroll in the dental plan offered to
merit employees, but shall be responsible for paying the difference between the
cost of a two-person plan and family pian if electing coverage under a family plan.

D. After January 1, 2003 the City will not be responsible for paying the
difference between the fees of non-participating dentists and the fees agreed to by
participating dentists and the current insurance carrier. Until January 1, 1990 the
current policy of the City paying the difference shall continue.

E. LONG-TERM DISABILITY

Part-Time Employees: Part-Time employees are not eligible for Long
Term Disability Coverage.

Full-Time Employees: Full-Time employees covered by this Agreement are
eligible for coverage under the City's Long-Term Disability Plan. This benefit is
subject to federal income tax and covers only non-job-related illnesses/injuries.
There shall be no cost to the employee for this benefit. All applicable definitions,
rules for employee participation and benefit conditions and payments shall be
governed by the City of Nashua’s “Non-contributory Disability Income Plan For
Qualified Employees” and any amendments as may be amended by the City from
time to time.

Article 33 - MILEAGE

Effective with the date of execution of this Agreement, all employees shall be paid
at Internal Revenue Service current rate per mile when they are specifically
required to use their personal automobiles on department business, This shall
include out-of-town travel to educational and training programs required to
maintain employment, except those required as a condition of initial employment.
It shall also include use of the employee's vehicle in changing stations, when the
employee arrived at the first station as originally scheduled. No payment for