Search

and 4 of the agreement. This was not a reasonable response to the Board of
Aldermen’s decision to refuse to create more unfunded obligations for the City.

And in fact, the Commission has still included a provision obligating the City for
the first time to pay for unused sick time upon resignation, instead of just at
retirement.

Nashua is the Last Community in New Hampshire for Which the Leaders of the
Police Department are Appointed by the State of New Hampshire

In Nashua the Police Commission consists of three members appointed by New
Hampshire’s Governor. As such the Police Commission is not accountable to the
voters of Nashua. Nashua is the last municipality in New Hampshire in which the
leaders of the Police Department are not chosen by the voters or by the elected
officials of the city or town. Portsmouth was the only other community in which
the Governor appointed the members of the police commission until Portsmouth
opted to change a police commission elected by the people more than 10 years ago.

The Police Commission negotiated both contracts and submitted them directly to
the Board of Aldermen without talking with me about their impact on the budget or
the precedent they set with respect to the other union contracts which the City is
now or soon will be negotiating.

Statements Made by the Police Department that They Had Not Been Told about
the Problem of Health Care Costs Are Not Accurate

The statements made by the Police Department to the Board of Aldermen that they
“did not hear anything” about the City’s rising health care costs before the
Supervisors Contract was negotiated are not accurate.

The Supervisors Contract was not submitted to the Board of Aldermen until
December 19, 2019.

Since February, 2019, we have made it clear to the Police Commissioners and the
Police Department that rising health care costs are the biggest financial challenge
facing the City. We have made this clear in office meetings regarding the budget
starting in February, 2019, at the State of the City Address on February 19 and

again on February 20, 2019, at the public hearing on the budget on May 16, 2019,
and at various other meetings and presentations. In fact, the Police Department’s

own budget for FY 2020, submitted on March 12, 2019 shows a 19% increase in
the department’s own costs of health care.

PROPOSED AMENDMENTS MADE AT BUDGET CTE 12-16-19 AMENDED
R-18-102

RESOLUTION

APPROVING THE COST ITEMS OF A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE NASHUA BOARD OF POLICE COMMISSIONERS AND UFPO
LOCAL 645 PROFESSIONAL EMPLOYEES OF THE NASHUA POLICE DEPARTMENT
FROM JULY 1, 2018 THROUGH JUNE 30, 20232 AND AUTHORIZING RELATED
TRANSFERS

CITY OF NASHUA

In the Year Two Thousand and Eighteen

RESOLVED by the Board of Aldermen of the City of Nashua that the cost items of the
attached collective bargaining agreement between the Nashua Board of Police Commissioners and
UFPO Local 645 Professional Employees of the Nashua Police Department are approved. The
collective bargaining agreement covers the period from July 1, 2018 through June 30, 20232.

In addition, this resolution authorizes the transfer of $28,579 $53,732 from Department
194 “Contingency”, Account #70150 “ Contingency, Negotiations” into Department 150
“Police” and Department 157 “Citywide Communications”, Account #51900 “Budget
Adjustments” to fund the FY2020 base salary adjustments contained in the agreement.

TO:

CC:

FROM:

DATE:

OFFICE OF CORPORATION COUNSEL
CITY OF NASHUA

MEMORANDUM
Board of Aldermen
Mayor James Donchess
Dorothy Clarke, Deputy Corporation Counsel
November 21, 2019

Proposed amendments to R-18-102

Attached please find proposed amendments to pending R-18-102 that were provided by

the Police Department. This collective bargaining agreement was recently approved by the

Board of Police Commissioners and the UFPO Local 645 Professional Employees’ Union. The

attachments include an amended resolution, an amended costing, an amended redlined CBA, and

an amended final CBA. Also attached is a summary of amendments to the CBA prepared by the

Police Department.

POLICE DEPARTMENT PROPOSED AMENDMENTS 11/19/19 AMENDED
R-18-102

RESOLUTION

APPROVING THE COST ITEMS OF A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE NASHUA BOARD OF POLICE COMMISSIONERS AND UFPO
LOCAL 645 PROFESSIONAL EMPLOYEES OF THE NASHUA POLICE DEPARTMENT
FROM JULY 1, 2018 THROUGH JUNE 30, 2023 AND AUTHORIZING RELATED
TRANSFERS

CITY OF NASHUA

In the Year Two Thousand and Eighteen

RESOLVED by the Board of Aldermen of the City of Nashua that the cost items of the
attached collective bargaining agreement between the Nashua Board of Police Commissioners and
UFPO Local 645 Professional Employees of the Nashua Police Department are approved. The
collective bargaining agreement covers the period from July 1, 2018 through June 30, 2023.

In addition, this resolution authorizes the transfer of $53,732 from Department 194
“Contingency”, Account #70150 “ Contingency, Negotiations” into Department 150 “Police”
and Department 157 “Citywide Communications”, Account #51900 “Budget Adjustments” to
fund the FY2020 base salary adjustments contained in the agreement.

IBI GROUP

Deliverables:
e Prepare plans for planting
Prepare plans for Lighting
Landscape Details
Technical Specifications for landscape related scope items
Submissions at 60% and 100%
Coordination meetings by teleconference
Project team coordination
Project administration

All drawings will be produced in AutoCAD

Formerly CRJA-IBI Group. IB] Placemaking is a member of the IBI Group of companies.

Line No.

Oo ON OA aAWHN

City of Nashua
Police UFPO Contract Analysis

Description

Number of Employees in Analysis
Base Salary Increases

Base Pay Calculations
Base Pay Calculations
Base Salary Increases

Total Base Pay
$ Change over Prior Year

Real Annual % Increase over Prior Year

Other Salary Costs
Overtime
Longevity (assumes no staff turnover)
Educational Incentives
Educational Benefits
Total Other Salary Costs
$ Change over Prior Year

Real Annual Increase over Prior Year

Total Base Pay and Other Salary Costs
§$ Change over Prior Year

% Change over Prior Year

Retirement Costs
Pension (NHRS - FY18-19 11.38%: FY20-23 11.17%)
FICA and Medicare

Total Retirement Costs

$ Change over Prior Year

% Change over Prior Year

Insurance Benefits Costs

Medical insurance Costs (FY19 - 6%, FY20 - 11%, FY21 to FY23 - 8%)
Less: Employee Contributions to Medical Insurance Costs

Subtotal - Medical Costs to City

Dental insurance Costs (Assumes 1% increase all 5 years)

Life Insurance Costs

Total Insurance Benefits Costs

$ Change over Prior Year

% Change over Prior Year

Total Costs
$ Change over Prior Year
% Change over Prior Year

Average Annual Total Compensation Package
Average Annual Increase per Employee
Average Percentage Increase per Employee

Updated 11/12/2019

Base FY18 FY19 FY20 FY21 FY22 FY23
16 16 16 16 16 16

2.25% 3.00% 3.00% 3.00% 3.00%

$ 1,049,312 $ 1,049,312 $ 1,072,922 $ 1,105,109 $§ 1,138,263 $ 1,172,411
23,610 32,188 33,153 34,148 35,172

$ 1,049,312 $ 1,072,922 $ 1,105,109 $ 1,138,263 $ 1.172411 $ 1,207,583
$ 23,610 $ 32,188 $§ 33,153 $ 34,148 $ 35,172

2.25% 3.00% 3.00% 3.00% 3.00%

$ 16,060 $ 10,225 $ 10,532 $ 10,848 $ 11,173 $ 14,508
8,800 9,100 9,600 10,700 10,900 10,900

- 8,000 8,000 8,000 8,006 8,000

3,000 3,000 3,000 3.000 3,900 3,000

$ 21,800 $ 30,325 $ 31,432 $ 32,548 $ 33,073 $ 33,408
$ 8.525 $ 307 $ i4i6 $ §25 $ 335

39.1% 2.7% 4.5% 1.6% 1.0%

$ 1,071,172 $1,103,247 $ 1,136,241 $ 1,170,810 $ 1,205,484 $ 1,240,994
$ 32,135 $ 32,994 $ 34,569 $ 34,673 $ 35,508

3.0% 3.0% 3.0% 3.0% 2.9%

$ 121,551 $ 124,298 $ 125,689 $ 129,551 $ 133,424 $ 137,390
81,711 83,557 86,084 88,725 97,378 94,094

$ 203,262 $207,855 $ 211,770 $ 218,276 $ 224,802 $ 231,484
$ 4,593 § 3,916 $ 6506 §$ 6526 $ 6,683

2.3% 1.9% 3.1% 3.0% 3.0%

$ 324,138 $ 343,586 $ 381,381 S$ 411,891 $ 444842 $ 480,430
{64,828) (68,717) (76,276) {82.378) (88,968) (96,086)

$ 259,340 $ 274,869 $ 305,104 $ 329,513 $ 355,874 $ 384,344
16,542 16,707 16,874 17,043 17,213 17,386
2.078 2.124 2.188 2.254 2.321 2,394

$ 277,930 $293,700 $ 324,167 $ 348,810 $ 375,409 $ 404,120
$ 15,771 § 30,466 $ 24,643 $ 26,599 $ 28,712

5.7% 10.4% 7.6% 7.6% 7.6%

§ 1,552,304 $ 1,604,802 $ 1,672,178 $ 1,737,896 $ 1,805,694 $ 1,876,596
$ 52,498 $ 67,377 $ 65,718 $ 67,798 $ 70,902

3.4% 4.2% 3.9% 3.9% 3.9%

$ 97,019 $ 100,300 $ 104,511 $ 108,619 $ 112,856 $ 117,287
$ 3,281 $ 4,211 $ 4,107 $ 4,237 $ 4,431

3.4% 4.2% 3.9% 3.9% 3.9%

PROPOSED SUMMARY OF AMENDMENTS TO

COLLECTIVE BARGAINING AGREEMENT BETWEEN

NASHUA POLICE COMMISSION
&

UFPO Local 645 Professional Employees of Nashua

July 1, 2018 — June 30, 2023

* The UAW Professional Employees of the Nashua Police Department will now fall under the UFPO Local 645
Professional Employees of Nashua.

* Due to a change in the union affiliation, language in the actual UFPO agreement was updated accordingly.

* Some articles were moved/consolidated for clarity purposes

* The Summary of Changes below reflects changes to the actual benefits.

ARTICLE

CHANGES

Article 1, 2, 3:
Preamble, Recognition,
Definitions

Housekeeping
Added: Workday definition

Article 5A: Remove (related to UAW)
Agency Fee

Article 6: Housekeeping

Union Dues

Article 10: Remove C&D

Collective Bargaining
Meetings & Contracts

Distribution of Agreements:
A. Commission or their designee will distribute updated agreements via
e-mail and post on the NPD Public Drive within 30 days.

Article 11:
Union Representation

Housekeeping

Article 13:
Vacations

A. Accrual Date:
Adjust language. Accrued for any month in which the individual has been
employed on the 15" of the month.

C. Full-Time Employees:

0-4 years of continuous service: from 11 to 13 days per year (104 hrs.)
5-9 years of continuous service: from 15 to 17 days per year (136 hrs.)
10-14 years of continuous service: from 22 to 24 days per year (192hrs)

15-19 years of continuous service: from 24 to 25 days per year (200 hrs.)

a pon >

20-29 years of continued service: 29 days per year (no change) (232 hrs.)

6. NEW: 30+ Years or more of continued service: 30 days per year (240 hrs.)
Add pre-approved 9/17/18 Sidebar regarding vacation accrual credit.

Add Full-Time employees who work 35 hours and over and up to 40 hours
per week shall receive prorated vacation leave benefits.

Article 14:

General Policies:

Holidays

Change 11 paid holidays to 12 paid holidays per calendar year (to be
assigned by the Chief)

Add:

If a schedule holiday falls on an employee’s normal day off, the employee
may choose to take the holiday on a different day in the same week, the
previous week, or the following week.

Article 16:
Insurance & Long-Term
Disability

Add:
Short-Term Disability at the expense of the employee and as available.

Article 17:
Sick Leave & Sick Leave
Bank

**Revised proposal

Maximum Accrual:

Employees hired prior to 9/16/03:
Employees can accrue up to a maximum of 1080 hours.

Payment on Death, Retirement, or Resignation (after 15 years of service
for resignations): 100% of the employees’ sick leave accrued balance;
however, the total payout will not exceed a total of 720 hours. (Payable to
the beneficiary in case of death.)

Employees hired on or after 9/16/03:
Employees can accrue unlimited hours.

Payment on Death, Retirement, or Resignation (after 15 years of service
for resignations):

Adjust language. Accrued for any month in which the individual has been
employed on the 15" of the month.

Article 18:
Bereavement Leave

Language housekeeping
1 additional bereavement day for parent, step-parent, spouse, child, step-
child.

Article 22: FY2019: 2.25%
Wages FY2020: 3.0%
FY2021: 3.0%
FY2022: 3.0%
FY2023: 3.0%
Article 23: Add approved sidebar from 7/1/17 (Language housekeeping)
Longevity
Article 26: Housekeeping (rearranged for clarity)

Overtime & Flex Time

New: R-19-125 (Sidebar approved by BOA)

Employees who are normally ineligible for OT may receive a stipend
based on special projects which fall outside their normal areas of
responsibility. The rate will be based on 1.5 times the hourly rate of pay.
The amount of the stipend allowed per week will be determined ahead of
time by the Chief or his designee.

Article 37:

Available Funding:

Educational
Reimbursement

$20,000 cap for all NPD department members.
Removed: Only one class will be reimbursed per school term.

New: Educational Incentive:
Associate’s Degree: $500
Bachelor’s Degree: $1,000
Master’s Degree: $1,250

Article 40:
Duration of Agreement

Five years:
T/A18 — 6/30/23

Schedule A: Adjusted job titles per modification petition certification
Job Titles
Schedule B: Update and included additional contract years at the approved percentage

Hiring/Promotion Range

increase for the maximum range. (Article 22)

Appendix A: Replaced with UFPO form
Dues
Appendix B: Replaced with UFPO language

Beneficiary Form

Appendix C:
Sick Bank Transfer Form

Replaced with UFPO language