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ARTICLE 19: LEAVES OF ABSENCE

MILITARY LEAVES OF ABSENCE:

An employee who voluntarily or involuntarily enters into the Armed Forces is entitled to a leave of absence
for the anticipated length of enlistment. The employee upon discharge is entitled to reinstatement to his or
her previous position or a position of like status. Employees called to serve in the National Guard or Armed
Forces Reserve are entitled to seventeen (+7) days of paid leave of absence per Federal fiscal year
(October 1 through September 30"). The employee will be required to submit verification of leave orders
as evidence of the amount of pay received. Reservists called into active duty will be eligible for benefits in
accordance to the Mayoral Memo dated October 5, 2001. A decision was made to treat all reservists
equally, and any reservist called into active duty will be eligible for the following benefits:

A. First Month’s Wages: The City will pay 100 % of the employee's first month’s salary to ensure
that family members not endure any financial hardship during this initial phase.

B. Compensation Guidelines: The City will pay the difference of whatever military compensation is
paid to each reservist, provided it does not exceed 100% of one’s monthly employment
compensation, during all succeeding months up to five years that the employee may be on active
duty.

C. Health_& Dental Insurance Premiums: The City and the employee will continue to pay their

respective share of health and dental insurance premiums associated with their respective plans
up to five years, if requested.

D. Seniority Rights: The employee will maintain seniority rights up to a maximum of five years.

E. NH Retirement System: The City and the employee will continue to pay their respective share to
the employee's retirement plan.
F. Accrual of Vacation Leave: Employees may accrue vacation leave for the first six months of

active duty.

G. Reporting Back to Work/Discharges: Employees will be required to report back to work in
accordance with USERRA: Section 4312 (e}. Anyone discharged under the provisions of USERRA:
Section 4304 will be disqualified from receiving all the above stated benefits.

H. Re-Employment Benefits: Employees will be entitled to re-employment benefits in accordance
with the provisions of USERRA: Section 4312 and 4313.

LEAVES OF ABSENCE (NON-FAMILY MEDICAL LEAVE REASONS):

A. Requests for Paid or Unpaid Leaves: With prior approval and at the sole discretion of the Chief
of Police, an employee will submit to the Chief of Police through the chain of command a wrilten
request for a leave of absence for personal illness prior to the initial date of leave indicating the
reason for the leave of absence and the duration of the leave. An employee may request to use
available vacation and/or personal time.

B. Benefits: Employees on an unpaid leave of absence will not accrue benefit leave (vacation/sick).

C. Leave Periods: Employees with one (1) or more years of continuous service may be granted a
leave up to one year. An employee with less than one year may be granted a leave up to thirty
{30) days.

D.

Health, Dental & Life Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved leave of absence. The City will continue to pay
its share of health and dental insurances up to six (6) months for an employee who is on an
approved unpaid leave of absence.

1. Health & Dental Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved paid leave of absence. The City will
continue to pay its share of health and dental insurance up to six (6) months for an employee
who is on an approved unpaid leave of absence.

2, Life Insurance: The City will continue to pay its share of life insurances up to six (6) months
for an employee who is on an approved paid or unpaid leave of absence.

FAMILY MEDICAL LEAVE ACT (FMLA):

An employee, who is employed for at least twelve (12) months or has worked at least 1,250 hours during
the prior twelve (12) month period, is eligible to take up to twelve (12) weeks leave of absence over a twelve
(12) month period of time. FMLA leave is granted for the serious illness of the employee, spouse, the care
of a minor child, the placement of a foster/adoptive child, the birth of a child, personal illness or the care of
a parent, child or disabled child, who has a serious health condition. (Cite the General Order in the
Department's Rules & Regulations Manual for additional language.)

TEMPORARY/REGULAR REPLACEMENT:

A.

Lengih of Unpaid Leave: Unless otherwise designated by law, if the Department's operations are
affected due to the length of an unpaid leave of absence for personal illness and a medical authority
cannot determine when the employee is able to work, it shall be the Chiefs of Police discretion to
hire a temporary or regular replacement.

Recovery: If an employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satistied with the recovery, he/she will have
preference over applicants outside the City to apply for any position within the City that he/she is
qualified for.

Termination: If the employee cannot recover during the limitation period as described above, the
employee shall be terminated.

ARTICLE 20: PERSONAL DAYS

GENERAL POLICIES:

A.

B.

For the purpose of this Article the words "personal day" means a normal workday, when an
employee is excused from active duty for personal reasons.

The receipt and use of personal days will be on a calendar year basis.

Employees on payroll effective January 1* or hired before July 1° are entitled to three (3) personal

days per year {not deducted from accrued sick leave). In addition, employees are entitled to two

(2) additional personal days; however, said days shall be deducted from the employee's accrued
sick leave. If there is no accrued sick time available, the employee may elect to take an accrued
vacation day. If there is no accrued vacation time available, the employee is not eligible for a
personal day.

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In the first year of employment, employees hired after July 1° are entitled to two (2) personal days
{not deducted from sick) and one (1) personal day (deducted from sick) and those hired on between
October 1*' and December 31* are entitled to one (1) personal day (not deducted from sick).

Personal days cannot be carried over from one calendar year to another.

APPROVAL OF PERSONAL LEAVE:

Personal Leave must be approved by your supervisor not more than fifteen (15) days, nor less than five (5)
days prior, to the date of such personal day, except in an emergency. A supervisor may waive the notice
period for requesting personal leave. If approved, the appropriate form will be completed by the supervisor
or employee. The form will be forwarded to the Department's Financial Services Division. Except in cases
of emergency, the form will be approved/disapproved (pending the availability of personal days), and the
employee will be notified by the Bureau Commander or designee of its approval or disapproval.

PROVISIONS:

A.

A personal day's approval is subject to potential workloads, manpower requirements, and any
possibility of an emergency situation as determined by the Chief of Police or designee.

Once a personal day is approved and the date is to be changed or canceled by the employee, the
employee must reapply.

The approved personal day is subject to recall by the Chief or designee due tc potential workloads,
manpower requirements, and any emergencies that may arise.

Personal days shall not be taken more than two at a time unless approved by the Chief of Police
or designee.

DISPUTES:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3, at which point,
the decision shall be final and binding upon the parties.

ARTICLE 21: EMERGENCY LEAVE & PERSONAL TIME

EMERGENCY LEAVE

GENERAL PROCEDURES:

A.

Designation of Leave: Emergency Leave is designated as an unforeseen situation that arises that
is not considered as any other type of leave contained within this bargaining agreement such as
sick leave, family medical leave, etc.

Definition: For the purpose of this Article, the words “emergency leave" means time when an
employee is excused from active duty for emergency reasons.

Deduction from Sick Leave: Said time is deducted from the employee's accumulated sick leave.

D. When Sick Leave is Not Available: If no sick jeave is available, the employee is not eligible to
receive an emergency leave day, unless the employee opts to take an available accrued vacation
day.

E. Part-Time Employees: Only upon the discretion of the Chief of Police (or a Deputy Chief in the
Chief's absence) will a part-time employee be allowed to take a day off for emergency leave without

Pay.

APPROVAL OF LEAVE:

With pricr approval and at the discretion of the Chief of Police or his designee, Emergency Leave may be
granted to employees. The appropriate form will be completed by the supervisor or employee. The form
will be forwarded to the Financial Services Division for deduction purposes.

EXTENSIONS OF EMERGENCY LEAVE:

An employee may be granted an extension beyond 8-hours of emergency ieave up to two (2) weeks at the
sole discretion of the Chief of Police. Any requests for extensions shall be in writing on the appropriate
form and shall set forth in detail the reasons therefor.

DISPUTES:

Disputes concerning emergency leave shall not be subject to the Grievance Procedure.

PERSONAL TIME

DEFINITION:

‘Personal time’ is defined as a special situation that arises that is not considered as any other type of leave
contained within this bargaining agreement such as a Personal Day, Family Medical Leave, etc.

NON-EXEMPT EMPLOYEES:

At any one time the minimum time allowed will be thirty (30) minutes, and the maximum time allowed is
eight {8} hours. Such time shall not exceed sixteen (16) hours in any calendar year, and shall be deducted
from the employee's accumulated sick leave. If no sick leave is available, the employee is not eligible to
receive Personal Time.

REQUESTING PERSONAL TIME:

In writing on the appropriate Department form, employees will be allowed to formally request Personal Time
off during their workday. On the form, the employee is required to specify the reason(s} for the Personal
Time.

APPROVAL OF PERSONAL TIME:

With prior approval and at the discretion of the Chief of Police or his designee, Personal Time may be
granted to employees. The form will be forwarded to the Department's Financial Services Bureau for
deduction purposes.

A}

DISPUTES:

Disputes concerning Personal Time shall not be subject to the Grievance Procedure.

ARTICLE 22: WAGES

WAGE HIRING / PROMOTIONAL RANGES:

A.

Wage Hiring / Promotional Ranges: The grade and status as exempt or non-exempt employees
is set forth in this article. Schedule A. The Hiring / Promotional range for each employee by grade
and position range is set forth in this Article. Schedule B.

Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the Hiring / Promotional range set forth in
Schedule B based upon labor grade assignment, pertinent years of experience that can be directly
related to the new position’s duties, as well as the wages of other Department employees in the
same labor grade. Management reserves the right to determine the number of years of directly
related experience based on the information supplied by the employee and verified by
Management. Management reserves the right to exceed the Hiring / Promotional range set forth in
Schedule B should it determine, in its discretion, that an individual's qualifications and level of
experience warrant such a departure.

Pay Increase Eligibility: Only employees who are active employees on or after the date of signing
of this collective bargaining agreement are eligible to receive pay increases.

PAY INCREMENT INCREASES:

A.

New Hires: The salary for new hires will remain in effect until such time as the individuals are
eligible for pay increases. There will be no adjustment to the salary after the probationary period.

1. In the event that an employee has not completed a satisfactory evaluation during the current
fiscal year, the supervisor may, at his or her discretion, extend the employee's evaluation period
for a period not to exceed three (3) months. After the completion of that period, the supervisor
will conduct an evaluation to determine if the employee has completed the goals for which he
or she is being evaluated. If the employee then receives a satisfactory evaluation, he or she
will be eligible to receive the pay increase effective on the date of the reevaluation.

Contract Pay Increases — Refer to Schedule B - UFPO Hiring / Promotional Range:
Fiscal Year 2023(7/1/22-6/30/23): 2.75%
Fiscal Year 2024 (7/1/23-6/30/24): 3.0%
Fiscal Year 2025 (7/1/24-6/30/25): 3.0%
Fiscal Year 2026 (7/1/25-6/30/26): 3.0%

PROMOTIONS:

The Chief of Police may at his/her discretion set the compensation for the selected employee at a higher
amount than is set forth in Schedule B based upon the employee’s new grade assignment {if any), years
of relevant experience and employee's current wage level. The probation period is six (6) months unless
otherwise specified in this Agreement.

3

Attachment #2
Agreement with Steve King Auto

fl IN Holocaust Memorial in Nashua, Inc.

_ (1 24 Chevenne Drive
WE Nashua, NH 13063

(603) #89-2316

Agreement and Authorization to Install a Water Line
Aily 25, 2016

The Holocaust Memorial in Nashua, Ine. a tax-cxempt han-profit SUL¢eK( 3) corporation with
office at 24 Caeyenne Drive, Nashue NH (herein referred to us *The Conporetion”) bes arranged
with the Cisy of Nashua te install a irrigation system for the NH Holocaust Memorial in Retary
Common Park located at 315 Main Strect in Nashua. N1i (herein reterred to as “the memorial
irriga.ion system”) pursuent toa Memorandum of Agreement with the City of Nashua signed
26 August 2010 isee www.nhholecaustmemorial org).

|. The City of Nashua will design, install and maintain die memorial irrigation system, but
needs a water supply lor this system.

b>

Sieve King Auto Sales & Servier. located at 32] Main St, Nashua, N11 03060, autherizes
The Corporation to instal] and connect an insulated “i-tach Type L copper (heavy gauge:
water line with a ball shutot? valve to the existing water ling inside its building, and terminate
this ing exterval te the wall near the right rear (northwest) corner ef the building.

3, Tse Corporation will employ Paul Jarry Plumbing & Heating with buriness office at 25
Towhee Drive, Hudson. NH 03051 (NH Mechanical License 2MBEG0061 32) te pernit, instal
aad inspect the water line, The water line will be owned by Sleve King Auto Sales & Service,

4. Access to the building for the purpose of installing the water line will be arranged between
Steve King Auto und Sules & Service and Paul Janey Plumbing & Heating.

. Steve King Auto Sales & Serviee authorizes the City of Nashua to join a backllew preventer
to the water line termination end from there feed water to the memudal ivtipelion system,

6 Steve King Auto Sales and Service agrees to provide water for the isrizetion system at no
cost, However, access to “he water lire and/or the free supply of water is diseretionsay and
Steve King Auto Sales & Service reserves the right to withdraw this access at will.

7. Tuts agreement remains fa force without a tine limit unless terminated by either periy. on notice.

We agree to the iarangemunt deseribad herein and Steve King Ano Sales & Service authorizes
Paul Jarry Phanbing & Heatizg to install the water line as herein described,
eo

9 4
of na
f ro

af .

fea tok ets 25 July #o16

Stee King Date

es Joly Evil
Date :
Owties and Operator...

Holocuust Memoria! in Nash, Inc Seve Ning Auto and Sales & Service

D. the filing of any lien or attachment against any property or bank account of Contractor

E. the filing of any other legal cause of action directly relating to the services funded or provided
under this agreement

SECTION 27. ASSIGNMENTS.

Contractor shall not transfer, pledge or otherwise assign this Contract or any interest therein, or any claim
arising there under, to any other party, bank, trust company or other financial institution. Any purported
transfer or assignment made in violation of this section is null and void.

SECTION 28. NO THIRD PARTY BENEFICIARIES.

This Contract does not confer any enforceable rights to any person or entity, which is not a party to this
Contract.

SECTION 29. COMPLIANCE WITH FEDERAL, STATE AND LOCAL LAWS.

The Contractor shall comply with all applicable laws, rules, regulations, procedures and policies of the
Federal, State and local governments.

SECTION 30. LEGAL AUTHORITY.

The persons executing this Contract on behalf of Contractor represent and warrant that they are duly
authorized and empowered to execute this Contract, that Contractor has taken all action necessary to
approve this Contract, and that this Contract is a lawful and binding obligation of Contractor.

SECTION 31. SEVERABILITY OF PROVISIONS.

If any provision of this Contract, or its application to any person or set of circumstances is held to be
unconstitutional, invalid, or unenforceable, that holding shall only affect the words, phrases, clauses, or
provisions so held, and such holding shall not affect the remaining portions of this Contract, this being the
intent of the Parties in entering into this transaction; and all provisions of this agreement are declared to
be severable for this purpose.

SECTION 32. NON-WAIVER 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 express 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.

22|Page

DEMOTIONS:

Demotions may be voluntary or by administrative directive. Compensation shall be determined by

crediting the employee with the number of years spent at the higher grade and the new grade assignment

(if any), and considering the wages of other Department employees in the same labor grade.

CROSS-TRAINING, CAREER DEVELOPMENT PROGRAM, SCHOOLS, & TEMPORARY

ASSIGNMENTS:

A. Cross-Training/Temporary Assignments: An employee may be transferred to assume the

duties and responsibilities of a position classified higher or lower than his/her current position due
to cross-training, the department's Career Development Program, or to temporary assignments to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

Permanent_Assignments: An employee may be assigned to assume the duties and
responsibilities of a position in addition to his/ner own due to lay-offs or reorganization, and this
article does not apply to this situation. This situation shall follow the reclassification system if
applicable.

. Temporary Assignments Beyond 120 Days:

1. Under normal conditions, the cross-training or temporary assignment will not exceed 120
continuous days unless otherwise authorized by the Chief of Police.

2. Higher Labor Grade: If the cross-training/temporary assignment continues beyond the 120
continuous days and the employee continues to work in a higher classified position, he/she will
be paid a wage difference equal to not less than five percent (5%) of his/her annual
compensation (prorated).

. School Attendance: Employees on a5 & 2 System may be assigned to attend special schooling
away from the workplace during hours not normally worked by the employee. Employees ona 5 &
2 System shal! receive not less than their regular rate of pay during such attendance.

SCHEDULE A
JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status

Domestic Violence Victim Advocate 11 Non-Exempt
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 13 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt
IT Programs Administrator & Instructor 13 Exempt

Fleet Maintenance Supervisor 14 Non-Exempt

Community Policing Coordinator 15 Exempt

It Network Administrator 15 Exempt

Records & Communications Manager 16 Exempt

Police Attorney / Full-Time 16 Exempt

Assistant Radio Systems Manager/Network 16 Exempt

Administrator

It Manager 17 Exempt

Radio Systems Manager / Part-Time 17 Exempt

Schedule B
UFPO Hiring / Promotional Range
FY2023: 2.75% FY2024: 3.0%
Labor Grade | Minimum Maximum Labor Grade Minimum Maximum

10 $40,990.00 | $65,837.03 10 $40,990.00 | $67,812.14
11 $45,739.00 | $73,604.55 11 $45,739.00 | $75,812.69
12 $49,407.00 | $79,605.80 12 $49,407.00 | $81,993.97
13 $53,747.00 | $86,704.63 13 $53,747.00 | $89,305.77
14 $58,690.00 | $94,789.52 14 $58,690.00 | $97,633.20
15 $63,385.00 | $102,372.47 15 $63,385.00 | $105,443.64
16 $68,456.00 | $112,151.94 16 $68,456.00 | $115,516.50
17 $73,932.00 | $124,421.66 17 $73,932.00 | $128,154.31

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FY2025: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $69,846.51
i1 $45,739.00 | $78,087.07
12 $49,407.00 | $84,453.79
13 $53,747.00 | $91,984.94
14 $58,690.00 | $100,562.20
15 $63,385.00 | $108,606.95
16 $68,456.00 | $118,982.00
7 $73,932.00 | $131,998.94

ARTICLE 23: LONGEVITY

FY2026: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $71,941.90
11 $45,739.00 | $80,429.68
12 $49,407.00 | $86,987.41
13 $53,747.00 | $94,744.49
14 $58,690.00 | $103,579.06
15 $63,385.00 | $111,865.16
16 $68,456.00 | $122,551.46
17 $73,932.00 | $135,958.91

5th through 9th anniversaries $ 300.00
10" through 15" anniversaries $ 500.00
15th through 19th anniversaries $ 700.00
20th through 24" anniversaries $1,000.00
25th.29t" anniversaries $1200
30°" and longer anniversaries $25 for each

additional year

1. lf the employee is in layoff status;

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

2. If the employee is not currently employed by the Nashua Police Department;

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

Full-time and Part-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 following their anniversary date of hire
with the department in accordance with the schedule below. Part-time employees are eligible for prorated
longevity payments based upon the employees’ amount of hours worked.