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Varlous % Increases

FY23.—=FY24 FY25 FY26_

41 a 4 “1

3.61% 3.43% 3.64% 3.66%

$ 3928140 $ 4062875 $ 4.218.890 $ 4,373,301
$3,928,140 $ 4,062,875 $ 4,218,890 $ 4,373,301
$136,865 $ 134735 § 156,014 § 154,411
3.61% 3.43% 3.84% 3.66%

$ 13500 $ 15,000 $ 15000 $ 16,500
4,000 4,000 4,000 4,000

5,000 5,000 5,000 5,000

$ 22500 $ 24000 5 24,000 $ _ 25,500
s -$ 1,500 $ -$ 1,500
0,00% 6.67% 0.00% 6.25%
$3,950,640 $ 4,086,875 $ 4,242,890 $ 4,398,801
S 136,365 $ 436,235 $ 156,014 $ 155,911
3.59% 345% 3.82% 3.67%

$ 829374 $ 858,010 $ 890806 § 923,577
301,841 312,263 324,199 336,126
$1,131,215 $ 1,170,274 $ 1,215,003 $ 1,259,703
$39,239 $ 39,059 $ 44,729 § 44,700
3.59% 3.45% 3.82% 3.68%

$ 989386 $ 911,107 $ 965,773 $ 1,023,720
(199.321) {183.665} (193.155) (204,744)
$790,085 $ 727,442 $ 772,619 § 818,976
77,155 77,927 78,706 79,493
8558 8,558 8,558 8,558
14,442 14,442 14,442 14,442

$ 890,220 $ 828,368 $ 874.324 $ 921,469
$ 163,691 §$ (61,851) $ 45,956 $ 47,144
22.53% 6.95% 5.55% 5.39%
$5,972,075 $ 6,085,517 $ 6,332,217 $ 6,579,972
$339,795 $ 113.443 $ 246,700 $ 247,755
8,03% 1.90% 4.05% 3.91%

$ 145,660 $ 148,427 $ 154,444 $ 160,487
$ 8,288 $ 2,787 $ 8017 $ 6,043
6.03% 1.90% 4.05% 3.91%

13 employees on HMO for FY23

AGREEMENT
BETWEEN THE
NASHUA BOARD OF EDUCATION
AND THE

NASHUA ASSOCIATION OF SCHOOL PRINCIPALS

July 1, 26482022
through

June 30, 28222026

Signature Approval Date:

Page 1

NASHUA BOARD OF EDUCATION

Derethy OdenJennifer Bishop, President
Raymend-GuarineHeather Raymond, Clerk
Howard-coffman
Ders-Hohonsee
Mulliarn-Mesher
SusanPerter
Heather Raymond
Gloriaimmens
StizabethVes-hwmsyer

NEGOTIATING TEAM
JahmalMosteyGarth McKinney, Superintendent (Interim)
Daniel Donovan, Chief Operating Officer

Bana-O“GaraDiane Carey, Director of Human Resources
Derethy-OdenPaula Johnson, Board of I'ducation-Presidert

ADMINISTRATIVE STAFF

JahmalMoesleyDr. Garth McKinney, Superintendent_(Interim)
Garth MecKinneyOr. Kimberly Sarfde, Assistant Superintendent

Denna-FitzpatrickAnthony Parker, Assistant Superintendent
Daniel Donovan, Chief Operating Officer
Dana-O-GaraDiane Carey, Director of Human Resources

Page 2

NASHUA ASSOCIATION OF SCHOOL PRINCIPALS

MarktucasMichael Mahoney, President
Keith Richard, Vice President

tyraneteseph, Secretary
MichaelVaheney, Treasurer

NEGOTIATING TEAM
~

Marl-tueasMichael Mahoney, President
Keith Richard, Vice President

Page 3

TABLE OF CONTENTS

Recognition ................... Soe serene Nene Ee ee Fae oe a Si NE ED, des g he oe STR Ce CT
Definitions...............0 ere ree a eee OR | REMAINED MIG 2 RA ae Le ec teoee sane Hie ee ent oon re
Resolution of Differences and Management Rights ..........-::0:cccccceccsuceeereteetenesenedeee este nictee ni
Resolution of Differences by Peaceful Meas ........:.cccccsesctectescdsetseedaetenieterbentented
Management Rights... ccccssecerssceeterrsaretaneueeeertacsantdastertieturetdeedrtnnetd eestor eterts
Conformity to Law and Savings Clause ..........:c:cccsssencsensecnecrsessnessetsanseneaneeneetenseeeenteensnster
Salary and Rates of Pay.................-- Ee tS eee a geep gets ie crer rents ne Tc ynesdbigdbar ere ttieres rete
Salary Schedule ...:..cccisceicecictverancdscrsrsvrsauts:0schauacesbdnegcncsevsacgMmrettt:-capavedaenierssiess-be-es
Placement on the Salary Schedulle..............-..cccccceserrirssfaneeeegderseteereseraarreseseraueeretae
COUrse Tuition ReiIMbUrseMent ...........cccccccecceerserertbenrsseesentieserereneerne vagrageeperttnes
Mileage Reimbursement............... eR Froese ert: coor A boro ee 8
Method and Time of Salary Payment... = ete Lage chestt ra eet ges eetbanabedéa states 8

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Severance Pay............ ee ee ot eee) | (Ree
Calculation of Per Diem Rates. BAe RHEE taconite Pe Eerie perc Beek ec eocear th Doom sence

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Supplemental Benetits .......:cccececeercereeee
Workers’ Compensation
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Tax-sheltered Annuity............... Re TMs vcisarseccenne-etttttaas rsbuneseeeseaseoesoeoeeszersts: LO
Health i SuratiCe .....cccccccccsscecrscecees Mttherrs1e MRED pes ceeeesaceereecUEMgenrsssnseredretcstersscesoe LO
Life (SMITA ICE aces etet ea eee secs eee sceered gprs resar PPE 0a -s00 ee OME Bb ses reseracessrasessceere LO
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Leaves Of ABSET COR. nn... ccccc eRe TOOREEERD en oss s000 ssTREM geese -searencseoneeseneriacti=rsseepeeesertacnaa Da
Vacatlon Leave... ced Le, I adensend uhdts nec saienienctee call
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Personal] DayS ...--..ccceccecs AMD c+ss-senceenttoessescessoeessctaeonescssssuseunseztarsvassscseccoccseonseatsoees La
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Bereavement LO AVE «20.205 .cccccccceecseraresecssreserusetuersersueeeestanseschassunsdsssarseaseneeeeseanterrncteet LO
Extendé@d Leave... Sembee ccciceceseanssessrcsretarsopseiessceeusseasoeseaccessnsrssanececsensdeveaeederieens LO
Released Tithe .........c cc cccceersenreee See beeen Ris lesbbecee see Sectheeeceie st saeteriancstetisaaasetee La,
Employment Status....... Pe a tae ees SLE BE Ean eA EA AEE TE Te ya eo ree bt
Vacancies and New POsitions.......ccccccccsstierctintdsetiereecnecsaernceesnisetasteasenersacterttenne bd
favoluntary TranShers...........cccccssccceste reece redeeeenioaneenteeneaneeredenecesacrsereaceaeceteraeecens MA
Recducticns:triStath tr cccce sy oe cdc taata wcetee tt cas fede ron ncasgeas nececPeededa cdentuds cds tTacee tose ogueaoeee tL,
Non-Renewal for Unsatisfactory Werk Performance As An Administrator ............15
Performance Appraisal .............006 oR BEE BE SURED? al ER SPN NUR A ON ote Le GRA it oe Pi RVR Ae
Terms and Conditions of Employment ..........::6cccsereserriertareeersiseertiartactattsceteeescartereticteetes LO
Work Year ........ Feed lite aga Rees MBC Sots ft es ae oF S
School Calendar ..

Page 4

Association Representatives......... arent Reretret ee pirat rere eite tert teTeeet eet Ten tee retention e

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Association Privileges and Responsibilities.............0. cscs ceeseeseeseeseeseeseerseenarnareenerteees rere Os

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Recognition of Local Organization Representative.............:cccceeceeserees sBideakestsaetTLE
Distribution of Materials — Mail Bowes ...........0.0.. Feeney
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Protection of individual and Group Right ........0..cccsesecee Bens eeeitet esti ersctettcs 17
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Grievance Procedure ............
Duration of Agreement.........

APPENDIX A: Salary Schedule...........

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Page 5

AGREEMENT made by and between the NASHUA BOARD OF EDUCATION (hereinafter called the
"BOARD"} and the NASHUA ASSOCIATION OF SCHOOL PRINCIPALS (hereinafter called "THE
ASSOCIATION").

1:1

1:2

2:1

2:2

2:3

ARTICLE |

Recognition

The "BOARD" recognizes the Nashua Association of School Principals as the exclusive
representatives for the purpose of collective bargaining concerning wages, hours and legally
limited terms and conditions of employment pursuant to N..H. Chapter 273A-XI of all
administrators under contract who are employed by the "BOARD" at. least 50% of the time as
administrators as included herein:

PRINCIPALS - ELEMENTARY AND SECONDARY
ASSISTANT PRINCIPALS - ELEMENTARY AND SECONDARY
but excluding all other administrator(s).

The Association agrees to represent equally all members of the bargaining unit without regard
to membership inthe Association.

ARTICLE II

Definitions

The term "School", as used in this agreement, means any work location or functional division
maintained by the Board'where instruction is offered to the children of Nashua.

The term "Administrator", as used in this agreement, means a Principal, elementary and
secondary, or an Assistant Principal, elementary and secondary.

The term "Length of Service", as used in this agreement, shall mean active employment except
as otherwise provided in this section 2:3. In the event of authorized paid leave granted
pursuant to this agreement, the administrator on such paid leave shall continue to accrue length
of service. In the event of authorized unpaid leave, or layoff, the administrator shall retain such
length of service as was accrued on the date of the authorized unpaid jeave or layoff upon
return to active employment, but shall commence further accrual only upon such return and
shall not accrue length of service during such leave or layoff period. In all other cases of
interruption of service, the administrator shall lose all accrued length of service.

Page 6

3:1

3:2

ARTICLE Il

Resolution of Differences and Management Rights
Resolution of Differences by Peaceful Means

The Association and the Board agree that differences between the parties shall be settled by
peaceful means as provided within this agreement. The Association in consideration of the
value of this agreement and its terms and conditions will not engage in, instigate or condone
any strike, work stoppage or any concerted refusal to perform designated administrative duties,
as well as related educational functions on the part of any employee covered by this agreement,
or otherwise engage in any activity(ies) that constitutes an unfair labor practice pursuant to RSA
273-A:5,

Management Rights

The Association recognizes the following responsibilities, rights, authority, and duties of the
Board and the Superintendent of Schools, except as they are modified by provisions of this
agreement.

The Board and Superintendent hereby retain and reserve unto themselves, without limitation,
all power, rights, authority, duties and responsibilities conferred upon and vested in them by the
statutes, including RSA 273-A:1, XI, and constitution of the State of New Hampshire, the rules
and regulations of the New Hampshire Board of.Education, and the Charter of the City of
Nashua:

1. to the executive management and administrative control of the School District and its
properties and facilities;

2. to hire, promote, transfer, assign and retain administrator(s) in positions with the
Nashua School District.and to suspend, to demote, discharge or take other disciplinary
action against administrator(s) for just cause, to relieve administrator{s) from duty
because of lack of. work or.other legitimate reasons;

3. to establish grades and courses of instruction including special programs, and to provide
for athletic, recreational and social events for the students, all as deemed necessary or
advisable by the Board;

4. to decide upon the basic means and methods of instruction and the duties,

responsibilities, and assignments of administrators, teachers, and other employees with
respect to administrative and non-teaching activities, and the terms and conditions of

employment.

ARTICLE IV

Conformity to Law and Saving Clause

Page 7

4:1 If any provision of this agreement is or shall at any time be determined contrary to law by a
court of competent jurisdiction, then such provision shall not be applicable or performed or
enforced except to the extent permitted by law. In the event that any provision of this
agreement is or shall at any time be determined to be contrary to law by a court of competent
jurisdiction, all other provisions of this agreement shall continue in effect.

ARTICLE V

Salary and Rates of Pay

§:1 Salary Schedule

A.

Effective on the date of signing of this Agreement, all members of the bargaining unit
will receive salaries in accordance with thelriadihudual-salan-plan.vew membenwill
be-placed-on-the scale in Appendix A. Only administrators receiving acceptable annual
performance reviews will be eligible for annual step increases.

Placement on the Salary Schedule

For the purpose of placement on the salary schedule, administrators will be granted full-
credit for prior experience. in the same position. Effective July 1, 2016, principals shall
be granted one-half (1/2) credit (rounded up) for-experience as an assistant principal, up
to a maximum of six (6) years of experience,

Service of at least one hundred five (105) days in active employment as an administrator
with the District within a previous fiscal year is-required for the administrator to
advance a step on the salary schedule.

5:2 Course Tuition Reimbursement

A.

With advance approval from the Superintendent (or designee}, an administrator may be
reimbursed 80% ‘of the tuition cost for completing a work-related accredited college or
University courses(s), but not exceeding $42,000 annually. Administrators enrolled in a
work-related accredited college or university degree program may be reimbursed 80%
of the tuition costs for completing courses required for the degree program, but not
exceeding $4,7593,000 annually. Each Administrator shall have a two-vear commitment
to_the District_upon_ receiving tuition reimbursement_only. Fullfillment_of_ the
reimbursement commitment is realized two vears after the last tuition reimbursement.
This two-year commitment applies _to_voluntary_resignation or _retirement_ by
Administrators and not to reductions in staff_by the District. The Superindent (or
designee) may also approve reimbursement up to 80% per course or workshop
sequence offered by colleges or other training centers leading to certificates of study in
areas directly related to the work of the employee, but not to exceed $1,000 annually.

Reimbursement will only be made for courses completed with a grade of “C” or better
atthe undergraduate level, a “B” or better at the graduate level, or a grade of “pass” if
a course is offered only on a pass/fail basis

Page 8