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mileage will be made when an employee uses a personal vehicle in going from the
employee's home to a station to pick up clothing and equipment, and then to a
multiple alarm fire. Claims for mileage payments will be made on a form provided
by the Department, shall be kept on a weekly basis, and will be paid monthly by
the City provided the weekly forms are submitted on or before the 20th day of each
month.

Article 34 - WORKING OUT OF CLASSIFICATION

A. — Any person covered by this Agreement who is required to accept and
perform the duties and responsibilities of a position or rank higher than that which
he or she normally holds, shall be paid at the probationary rate for that position or
rank while so acting, provided he or she so acts for at least four hours.

B. — Any person covered by this Agreement who is asked to perform work
at a task not covered by the job description of the position or rank which that
person normally holds, or by the job description of a position or rank higher than
that which the person normally holds, shall be paid at a rate 5% above the person's
normal pay rate for the time actually worked, provided he or she works for at least
four hours.

C. The third ranking specialist shall not be paid for working out of
classification if he/she is working alone, unless this situation exists for more than
five consecutive days.

D. When a Captain, Captain Training/Safety, or Superintendent is absent
for an entire regularly scheduled work week (4 — 10 hr days, 2 days/2 nights) for
any reason, the next senior employee will be paid “acting pay” consistent with
paragraph A above. This paragraph D will not limit the requirement to pay
individuals as the need arises on a day to day basis throughout all ranks as
provided in paragraph A above.

Article 35 - BULLETIN BOARDS

The City agrees to provide space for suitable bulletin boards in convenient places
in each station and work area, to be used by the Union. The Union shall limit its
posting of notices and bulletins to each bulletin board. The Union agrees to
maintain such bulletin boards in a neat and orderly condition to the satisfaction of
the Captain in charge of the station.

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Article 36 - ASSIGNMENTS

A. The Chief or his/her designee has the right to transfer, for just cause,
employees assigned under this clause.

B. Regional Haz Mat Team

All Team members will be full time NFR members. The team may be designated
as “Regional” used on a “Mutual Aid” basis.

MEDICAL SCREENING:

Any member who is interested in serving on the “Haz Mat Team” will consent to
being medially screened by the designated Physician. The medical screening will
be designed to evaluate the member’s fitness for HAZ MAT team assignment. The
complete screening criteria will be made available for the member’s review before
the screening takes place.

Each year prior to the “Medical Screening” members will agree in writing to
participate with the “Haz Mat Team” for the fiscal year following the Medical
Screening

Medical test and all results will be kept confidential between the Physician and the
member. If after the medical screening the member chooses to be an active team
participant, then those medical records will be maintained and supervised by the
team’s designated physician, facility or agency.

PROCEDURE:

Initial training to Technician level will be provided to new team members as a unit.
Off-duty members will be paid for all hours of required training. On-duty
members will be on a delayed-response basis. The positions of the additional
members assigned to this training will be covered by shift coverage. The initial
Technician level training will be conducted as a minimum eighty-(80) hour
program. The team members with certification as well as those without will be
required to attend this initial program.

Members interested in a Haz Mat Team assignment must agree to participate in the
required training and agree to fill any position on the team when qualified.

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Members must be certified to receive stipend (pass test, maintain certification,
annual recertification, medical screening).

The NFR will train adequate members in order to maintain a regular five-member
Haz Mat team available on a daily basis.

In the event more members sign for the team than this pre-determined staffing
allows, the member with the most seniority will be allowed to continue in the
training process for certification and regular assignment, provided medical
screening shows qualified.

The NFR will retain the right to make assignments, regular and alternate, to the
team based on seniority. The City and the Union have mutually agreed on a
method to fill Haz Mat Team assignments, which is shown in Appendix E.

REQUIRED:

There must be adequate personnel (members and alternates) trained by this
procedure to the Technician level to maintain the regular team.

All future Technician level members will first be designated as alternates.

In order to assure a ready pool of available Technician-level personnel, during the
annual recertification process, the NFR will continue to train adequate additional
personnel to fill any vacancies which may occur on the Haz Mat team. However,
if at any time the number of trained and available team members falls below thirty
(30), a posting for the vacant positions will occur within two (2) business days for
ten (10) days. The screening and training process will begin within seven (7) days
of the closure of posting.

During the annual recertification period, members who may wish will be allowed
to be screened and trained based on seniority.

Drivers assigned to any apparatus under Article 36, Paragraph E.1., which may be
used with the team, will not be required to meet any further qualification.

STIPEND:

All NFR members who complete the Haz Mat Awareness Operational/ Decon level
of training, will receive a weekly amount equal to one-half (2) their hourly rate, as

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a stipend for this certification, refer to Article 13, Section H.1. Change effective
July 1, 2012.

Regular team members (as defined/assigned daily) will receive a weekly amount
equal to | times their hourly rate, as a stipend for this assignment.

Limit: 32 Members 8 Officers 24 Fire Fighters

This stipend shall be granted only for that period of time for which sufficient
funding is received by Nashua Fire Rescue from sources other than the City of
Nashua Operating Budget to fully fund the Nashua Fire Rescue Regional Hazmat
team.

Effective January 6, 2013 — One (1) Captain will be regularly assigned as the
Haz Mat Team Captain in addition to the Captain assigned to each Station.

Alternate team members (not assigned daily to the regular team) will receive a
weekly amount equal to one half their hourly rate, as a stipend for this assignment.

Limit: 36 Members 8 Officers 28 Fire Fighters

This stipend shall be granted only for that period of time for which sufficient
funding is received by Nashua Fire Rescue from sources other than the City of
Nashua Operating Budget to fully fund the Nashua Fire Rescue Regional Hazmat
team.

Specialists qualified at the Technician level and assigned to Haz Mat duties will be
designated as additional alternates with the appropriate pay rate provided. This
stipend shall be granted only for that period of time for which sufficient funding is
received by Nashua Fire Rescue from sources other than the City of Nashua
Operating Budget to fully fund the Nashua Fire Rescue Regional Hazmat team.

C. Permanent Station Assignments:

Permanent Captain Station Assignments will be made available. Up to one
(1) position at each station will be allowed. (2 years in grade min.)

Permanent Lieutenant Station Assignments will be made available. (3 years
in grade min.)

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Fire Fighter positions at each station on each group will be designated for
Permanent Station Assignment. (4 years min.) One fire fighter position at each
station, on each group will be left unsigned

Station assignment for officers will be made by time in grade seniority.

Each permanent station assignment will be available to all eligible
employees annually. Employees will sign for the positions in order of their time in
grade seniority and the union will furnish the department with a list of the available
positions at each station and the employees assigned to them by December 15",
Transfers as a result of this annual re-signing will occur on the first cycle change
after January 1".

The implementation of this process will take place on the 1“ cycle change
after the signing of this agreement or the first cycle change after July 1, 2012,
whichever comes later. The assignments will then stand until the first cycle
change after January 1, 2014.

If the NFR chooses to designate special or technical duties at a station:

1. The station and designation will be posted before the signing/
bidding process begins.

2, The NFR will make the required training available. The
member wil! be required to participate while on duty and will be required to
be certified if necessary in order to maintain the chosen station assignment.
Employees assigned to a specialty station upon the signing of this agreement

shall be permitted to retain that assignment until they exercise their option to sign
for a different station assignment. Vacancies as a result of such an action will then
be filled by time in grade consistent with the process detailed in this Article.

The NER reserves the right to assign the group designations for these Station
Assignments.

When vacancies occur in the station-assignment positions, qualified
members will be allowed to fill those vacancies based on their seniority and the

provisions of this Article 36.

However, drivers assigned under Article 36, Paragraph E.1i. will not be
required to meet any further qualification.

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When a vacancy occurs in the Station assignment classifications, the Fire
Private with the greatest seniority or Fire Officer with the greatest time in that
grade, who signs the posting shall be given the first opportunity to fill the vacancy
unless he/she is shown not to be qualified prior to filling the vacancy. If any
person does not take the opportunity or is shown not to be qualified, then it will be
offered in the same manner in order of seniority, until the position is filled. In the
event that an employee is selected and remains in the position for a period of six
(6) months, then the person shall be considered qualified and assigned to the
station. Otherwise the employee shall be returned to the employee’s prior position.
All such vacancies shall be posted for ten (10) days before being filled. However,
the initial period shall include three (3) postings in order to insure that the
assignment has gone to the senior person wishing to fill the positions. Ifa driver
wishes to transfer to station assignment position, he/she will state his/her desire in
writing and process the request to the Chief. The Department will post that
position in accordance with the provisions of Article 36, Paragraph E.1.

The Chief or his/her designee has the right to transfer, for just cause,
employees assigned under this clause, after a hearing for that purpose.

Any employee assigned under this clause may request transfer after having
been awarded permanent station assignment.

Should a driving position open, a Private assigned under this Article 36
cannot be required to accept the driving position.

D. Water Emergency Dive Team

D.1. Dive Team Organizational Structure: All members of the rescue team
will be Nashua Fire Rescue members, and the recovery team will be Nashua Police
Department members, both departments will make-up the “City of Nashua Water
Emergency Dive Team”. The Dive Team could be used to assist other
communities.

D.2. Medical Screening: Any member who is interested in serving on the
‘Dive Team” will consent to being medically screened by the designated
Physician. The medical screening will be designated to evaluate the member’s
fitness for the “Dive Team” assignment. The complete screening criteria will be
made available for the member’s to review before the screening takes place.

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Each year prior to the “Medical Screening” members will agree in writing to
participate with the “Dive Team” for the fiscal year following the Medical
screening.

Medical test and results will be kept confidential between the Physician and
the member. If after the medical screening the member chooses to be an active
team participant, then those medical records will be maintained and supervised by
the teams designated physician, facility or agency.

D.3. Procedure: Nashua Fire Rescue will post for the team assignment and
will initially train twenty members in order to maintain a regular four member
Rescue Dive Team available on a daily basis.

Limit: 40 Members 10 — Officers 30 — Fire Fighters
One Captain will be regularly assigned as the Dive Team Captain

In the event more members sign for the team than this pre-determined
staffing allows, the members with the most seniority will be allowed to continue in
the training process for certification and regular assignment, provided medical
screening shows qualified.

In order to participate in the initial “Rescue Dive Team” training members
must be Padi/Naui “Open Water Certified”. Prior to the initial “Rescue Dive
Team” training to ensure a sufficient number of members are available for team
operation the Fire Department agrees to make the “Open Water” certification
program available. The “Open Water” certification program will be offered during
regular duty hours and qualified on duty members will be allowed to participate.

It is agreed that all members of the team will be at a base level of training,
that being Padi/Naui Basic Open Water certified prior to start of Rescue Dive
Training. In the event that a member who signs for the team is not certified the
department agrees to provide Educational Assistance per Article 31, and no over-
time will be paid for all hours of required training. The base level the Initial
training for the Rescue Dive Team will be provided to all team members as a unit.
Off duty members will be paid for all hours of required training. On duty members
will be on a delayed response basis. The initial Dive team training will be
conducted, and cover the following areas:

e Dry Suit Use

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Aga Mask Use

Small Boat Operations
Public Safety Diver
Large Area Search

This initial Dive Team will take 80 hours to cover all the material, and to
organize the fire and police department members as a team. Do to the variety of
emergencies that the Dive Team may have to operate in. It is agreed that additional
training will be provided. Those programs are Underwater Vehicle Extrication,
Swift Water Operation, Ice Dive Rescue, and Black Water Operation, and this
training will be done within two years of the team’s inception.

Members interested in a Dive Team assignment agree to participate in the
required training and agree to fill any position on the team when qualified.

Members must be certified to receive stipend (Pass test, maintain
certifications, medical screening.)

D.4. Required: There must be a minimum of 6 Privates and officers
trained by this procedure for the Dive Team to be assigned.

NFR agrees to provide all equipment required for the Dive Team members
to dive in dry suits, with full face protection (Aga Mask) and any other associated
equipment.

NER agrees that they will provide a minimum of four (4) 8 hour teams drills
each year, so to jointly train with the Nashua Police Department Dive Team.

Drivers assigned under Article 36, Paragraph E.1. which may be used with
the team, will not be required to meet any further qualifications.

D.5. Stipend: All NFR members who complete the Dive Tender/Boat
Operator training, will be granted one half (1/2) time hourly rate weekly.

Dive Team members will receive a weekly amount equal to one (1) times
their hourly rate, as a stipend for this assignment.

E.1. When a new position is created or when a vacancy occurs in the

Driver classification, other than for driver of a Deputy's car, the Fire Private with
the greatest seniority who signs the posting shall be given the first opportunity to

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fill the vacancy unless he/she is shown not to be qualified prior to filling the
vacancy. If that person does not take the opportunity or is shown not to be
qualified, then it will be offered in the same manner in order of seniority, until the
position is filled. In the event that an employee is selected and remains in the
position for a period of six (6) months, then that person shall be considered
qualified and assigned to the job. Otherwise the employee shall be returned to the
employee's prior position. Vacant driving positions shall be filled on the first cycle
change after January 1 and July 1“ annually. The union shall post all such
vacancies for ten (10) days before being filled. If one or more persons sign the
posting, the provisions for filling the position will be followed. If a person who
signs the posting is chosen to fill the position, then the requested transfer will be
allowed. Ifa driver wishes to transfer to a back-end (nozzle person) position,
he/she will state his/her desire in writing and process the request to the union and
he/she will be transferred to a back-end position at the beginning of the next eight
(8) week cycle.

E.2. In the event the Department determines that Fire Officers shall be
assigned to drive the Deputies’ cars, the assignments shall be offered first to Fire
Officers on a voluntary basis, subject to the approval of the Chief and Deputy. In
the absence of volunteers, the assignments shall be made among the permanent fire
officers of the Department by the Chief and Deputy Chiefs.

E.3. In the event the Department determines that Fire Privates shall be
assigned to drive the Deputies' cars, the assignments shall be made in accordance
with E.1. above, provided that without regard to the provisions of E.1. all such
assignments shall be subject to the approval of the Chief and Deputy Chiefs.

E.4. Any Specialist or Dispatcher may be returned to any position which
he or she has formerly held as a Fire Private or Dispatcher, providing there is an
opening for that former position and he/she meets the qualifications for that former
position as determined by the Fire Commissioners.

Article 37 - RESIDENCY

A. | Employees hired before May 1, 1996. There shall be no residency
requirement for employees hired prior to May 1, 1996 provided that such
employees shall be required to respond to any overtime or call back within one
hour’s time. If the employee is unable to respond within the one-hour time limit,
that employee will be considered as not having reported for duty and no
compensation will be due them. This pertains to all overtime situations except

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