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C. Teachers shall be notified during the first full week of school of their Step on the Salary Schedule
and their salary for the current school year.

Step Advancement

For purposes of salary payment, members of the defined Unit who have ninety days service under 4:2B
will advance a Step on the salary schedule as provided by the terms of this Agreement on the date as
determined in Section 4.1 for each year of this Agreement upon the recommendation of the
Superintendent of Schools.

Increments for Advanced Credit

A. Requests by individual teachers, excluding school nurses, for advanced credit placement shall be
granted by the Superintendent upon submission of satisfactory evidence of the completion of all
requirements for such credit. Teachers must make requests in writing accompanied by a
transcript by September 1 of each school year in order to obtain advanced credit placement
commencing with the first workday of that work year and by February 1 of each school year in
order to obtain advanced credit placement commencing with the 92nd workday of the current 184
day work year. If an official transcript is unavailable for presentation to the Superintendent by
September 1, or in the case of credits to be paid after February 1, by February 1-documentation
from the college indicating a request was made for a transcript will be considered as evidence of
completion until a transcript is received, however, if the transcript is not received within 60 days
after advanced credit placement is granted, all increased payments shall stop and the right to
increased pay for the credits granted shall be deferred until the next adjustment date after the
transcript is received. The BOARD shall have the right to take all steps allowed by law, including
recoupment or set-off of previously paid amounts, to recover overpayments made. Credit shall be
given only for courses at an accredited college or university which are allied to the teacher's
profession or which are required in connection with an advanced degree program allied to the
teacher's profession.

B. Requests by individual nurses for advanced credit placement shall be granted by the
Superintendent upon submission of satisfactory evidence of the completion of all requirements for
such credit. Nurses must make requests in writing accompanied by a transcript by September 1 of
each school year in order to obtain advanced credit placement commencing with the first workday
of that work year and by February 1 of each school year in order to obtain advanced credit
placement commencing with the 92nd workday of the current 184-day work year. If an official
transcript is unavailable for presentation to the Superintendent by September 1, or in the case of
credits to be paid after February 1, by February 1 documentation from the college indicating a
request was made for a transcript will be considered as evidence of completion until a transcript is
received, however, if the transcript is not received within 60 days after advanced credit placement
is granted, all increased payments shall stop and the right to increased pay for the credits granted
shall be deferred until the next adjustment date after the transcript is received. The BOARD shall
have the right to take all steps allowed by law, including recoupment or set-off of previously paid
amounts, to recover overpayments made. For purposes of this horizontal movement for nurses,
only advanced credit/degrees obtained in the fields of nursing (or a similar field of medical study)
will be considered.

Method and Time of Salary Payment

Regular teachers shall have the following options for receiving their paychecks:

Option A: Twenty-six (26) equal biweekly installments, starting no later than the second week of
the school year.

Option B: Twenty-six (26) equal biweekly installments, starting no later then the second week of
the school year, with a final lump sum payment in June of all installments remaining
unpaid at the close of the school year.

Option C: Twenty-two (22) equal biweekly installments, starting no later than the second week of
the school year.

Each teacher shall be required to choose one of the above options for each succeeding year on June |5, or
on the date of hire. The choice made shall be irrevocable for the year of choice. Payroll deduction
arrangements to cover summer leave obligations shall be standardized by the District for each group of
optionees.

The BOARD shall have the right to fix the day of the week paychecks shall be distributed to coincide with
the requirements of the city's payroll processing system. Paychecks shall be distributed to personnel in

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individual envelopes. The District may institute delivery of direct deposit slips by electronic means, subject
to requirements of state law.

If a teacher leaves or dies during the school year, the teacher or the teacher's estate shall be entitled to a
prorated share of the teacher's contract salary based on the period of service in days in relation to the
number of days schools are in session during the school year, minus the compensation already paid.

Method And Time Of Payment For Advisors

A. Members of the Bargaining Unit who are advisors/coaches for co-curricular and extra-curricular
activities which are for less than a full year shall be paid for that activity within at least two teacher
pay periods after the activity has been satisfactorily completed.

B. Members of the Bargaining Unit who are advisors/coaches for co-curricular and extra-curricular
activities which are for a full year shall be paid one half their annual compensation for that activity
on the first payroll following the conclusion of each semester.

Members of the Bargaining Unit who are advisors/coaches for extra-curricular activities may, upon
written request, have the option of receiving their pay for each activity in equal installments over
twelve (12) teacher payroll periods commencing with the first teacher payroll period of each new
school year next following the commencement of each activity, provided that if the twelve (12)
teacher payroll periods would end beyond June 30 of each school year, then this option shall not
be available. The written request must be received by the Human Resources Office at least two
weeks prior to the commencement of each activity for this option to be exercised.

Advisors are listed in Appendix D.

Supplemental Injury Benefits

A. A member of the bargaining Unit absent from work as a result of an injury occurring during
employment, and who receives weekly worker's compensation benefits shall be paid by the
BOARD the difference between the teacher's normal weekly salary (including all benefits) and the
amount the teacher receives as weekly worker's compensation benefits.

B. It is intended that no teacher shall receive for each week of absence more than the amount of the
teacher's regular weekly salary. Any excess amounts received shall be forthwith returned to the
School Board.

C. Absences under this provision shall be charged to the teacher's current and accumulated sick
leave on the basis of the amount of time that is needed to obtain one’s daily pay for each day of
absence.

D. This supplemental benefit shall cease upon the exhaustion of the teacher's sick leave entitlements

as described above.

E. The provisions of this section shall not prevent a teacher from electing to waive the supplemental
benefit from the District in which instance no sick leave days shall be deducted from the teacher's
accumulated sick leave.

Longevity Payments

Longevity payments shall be made annually in January of each school year for teachers and nurses in the
service of the District as of the first day of that school year, and employed by the District prior to September
1, 2014. Longevity payments shall be computed as of the first day of the school year preceding the
payment date according to the following schedule:

o At the beginning of fifteen (15) but less than twenty (20) years of service with the District as of
September 1, $281

o At the beginning of twenty (20) but less than twenty-five (25) years of service with the District as of
September 1, $1,294

o © At the beginning of twenty-five (25) or more years of service with the District as of September 1,
$1,688

In the event a teacher leaves the employ of the District after the first day of the school year but before the
January payment date, the prorated longevity payment due for that school year will be paid with the final
salary payment.

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Severance Pay

A.

Upon the retirement or death of a bargaining unit member in the employ of the District who has at
least ten years seniority in the District, the BOARD shall pay to that employee, or the employee’s
estate in the case of death 1/184 of the step (of the column) on which the teacher is paid for each
day of the employee’s accumulated sick leave then remaining to a maximum of 100 days. Effective
with employees retiring after July 1, 2015, severance payments will be further limited to no more
than forty-percent (40%) of the employee’s latest annual base salary.

Effective for the 2021-2022 school year, the following additional provisions will take effect:

1. Effective 2021-2022, for employees hired for the 2020-2021 school year or earlier:

Seniority Severance
10 years — 19 years 30% of latest annual base salary
20 years or more 40% of latest annual base salary

2. Effective 2021-2022, for employees newly hired for the 2021-2022 school year:

Seniority Severance
10 years or more 20% of latest annual base salary

To be eligible for the severance benefit, the employee must deliver to the office not later than
February 1 a binding letter of retirement for the end of that contract year. The Superintendent,
under extenuating circumstances, may accept a letter of retirement after February 1 without loss of
severance benefits.

For the purpose of the preceding paragraphs, retirement shall be defined as and limited to only
those employees who are actually receiving retirement benefits under the provisions of the New
Hampshire State Retirement System.

Upon either the resignation of a bargaining unit member, or the retirement of a bargaining unit
member who has not met the requirements for receiving severance pay as required in article 4:9
(A), and who is employed with at least ten years seniority in the District, the BOARD shall pay to
that teacher the prevailing per diem substitute teacher rate of pay or $50 whichever is more for
each day of the employee’s accumulated sick leave then remaining to a maximum of 121 days.

To be eligible for the severance benefit, the employee must deliver to the office not later than
April 15, a binding letter of resignation for the end of that contract year. The Superintendent, under
extenuating circumstances, may accept a letter of resignation after April 15 without loss of
severance benefits.

Upon the layoff of a bargaining unit member in the employ of the District at the time of layoff, the
BOARD shall pay to that employee the prevailing per diem substitute teacher rate of pay or $50
whichever is more for each day of the employee’s accumulated sick leave then remaining to a
maximum of 121 days. Any employee who receives severance pay upon leaving the employ of the
District as a result of being laid-off, shall, in the event of rehire, have the option of repaying to the
District all severance leave on the date of rehire.

Severance pay for Title | and part-time teachers and part-time school nurses shall be prorated
based upon the average number of hours per week they worked in the previous three years

divided by the number of work hours for a full-time teacher on their grade level (i.e., elementary or
secondary).

ARTICLE V

Supplemental Benefits

Worker's Compensation and Pension

Teachers shall be covered by the provisions of the New Hampshire Workers' Compensation Act and the

New Hampshire Retirement System.

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Tax-sheltered Annuity

The Board of Education agrees to continue to allow teachers to take advantage of the Federal Law
concerning tax-sheltered annuities.

Health Insurance

The Board shall provide upon the request of a member of the bargaining unit the benefits of an individual,
two-person or family coverage under one of the following plans offered by the City, if available, or a plan
providing comparable benefits, if the following plan(s) are not available:

Point-of-Service Plan

HMO Plan; or

High-Deductible Health Plan with Health Savings Account (HSA)

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

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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 and
any changes thereto.

Any 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. Eligible members moving into or out of an HMO or Point-of-Service
Plan service area may change plans within a specified period after such move to the extent permitted by the
plans.

The group health insurance of any member of the bargaining unit terminating employment with the District
for whatever reason - resignation, retirement, lay-off, discharge or unpaid leave of absence other than sick
leave - shall expire on the last day of the month following the month the member terminates employment
with the District except that the group health insurance of members of the bargaining unit terminating their
employment with the District at the conclusion of the school year shall expire on September 30 unless the
member elects to terminate such insurance sooner.

For eligible members the Board shall contribute 70% of the premium for option (a) and 80% of the premium
for option (b) and (c).

The BOARD’s contribution for part-time teachers and part-time nurses shall be based on the ratio of hours
such employees are required to work to the number of hours full-time teachers at their grade level
(elementary or secondary) are required to work. In addition, such teachers shall be required to pay the
difference between 100% and the above Board contribution rates towards the cost of the health insurance
premiums for the plan such teachers select.

Title | teachers may purchase health insurance at group rates at their own expense.

Anthem HMO Plan shall have the following co-pays and deductibles:
(a) Twenty-Five Dollars ($25.00) per medical visit;
(b) One Hundred Dollars ($100.00) per emergency room visit;

(c) One Thousdand Five Hundred Dollars ($1,500.00) Per Person, Three Thousand Dollars ($3,000.00) Per 2-
Person/Family Inpatient/Outpatient Facility Deductible; and

(d) Three-Tier Pharmacy Benefit of $10/$30/$50 — ($20/$60/$100) Mail Order).

Anthem HDHP w/Health Savings Account (HSA)

(a) Commitment to $1,500.00 Single and $3,000.00 for 2-person and family contribution to the HSA.

(b) HSA contribution will be prorated based upon enrollment date — Employees who join the HDHP w/HSA
at any time other than July 1 will receive a pro-rated City contribution of $125 monthly for a single plan
and $250 monthly for 2-person or family plan for each full month remaining in that fiscal year; except
that newly eligible teachers who enroll on October 1 will receive the full contribution.

(c) Disbursement of HSA contribution in two installments (July and October). The Board’s HSA
contribution will be distributed in two (2) installments, one on or about July 1 and one on or about
October 1, provided that if an employee is required to pay more towards his/her deductible than the
initial 50% contribution, upon presentation of suitable documentation, the City will contribute the
remaining 50% before October 1.

Teachers retiring after June 30, 1991 who have 20 or more years of service with the Nashua School
District and who are actually receiving retirement benefits under the provisions of the New Hampshire

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Retirement System will have a portion of their health insurance premiums paid for a single plan according to
the following: The Board shall pay 20% of the premium plus 3.0% of the premium for each year in excess
of 20 years of service to a maximum of 30 years (maximum contribution, 50%). Such contributions will
cease when the retiree is eligible for Medicare coverage.

The parties agree to form a joint labor/management committee to study a health insurance buyout, provided
the City of Nashua also agrees to participate in the committee.

In the event that the provision of health insurance to employees pursuant to the terms of this agreement
triggers the assessment of a “Cadillac Tax’ under the Affordable Care Act, the parties agree to immediately
reopen negotiations, on the issue of health insurance only, for the purpose of avoiding implementation of
the Cadillac Tax. This provision will require only good faith negotiation — it will not require either party to
change any provisions of the existing collective bargaining agreement.

Life Insurance

The BOARD shall provide full payment of the cost of a term group life insurance policy equal to 100% of the
teacher's base salary, rounded to the nearest thousand.

Dental Coverage

A. The Board shall be directly responsible for negotiating, contracting and providing dental insurance
to retirees at the full cost of the premium and to teachers and nurses at no premium cost for a 1-
person, 2-person or family plan, based on the plan the employee is eligible for and selects. Plan
benefits are listed in Appendix J.

B. The Nashua Board of Education will not object to the Union President, at the President’s expense,
maintaining enrollment in the dental program. The maintenance of such enrollment is contingent
on the permission of the insurance carrier. The Nashua Board of Education shall have no liability
for said enrollment or lack thereof.

Continuation of Insurance

Upon agreement by the respective insurance carriers, any teacher who is on authorized unpaid leave may
be permitted to continue health and life insurance benefits provided by this contract at the teacher's sole
expense, on condition that the teacher remits the full monthly insurance premium by check payable to the
respective insurance carriers, to the District Human Resources Office no later than the I5th day of the
month preceding the month the premium is due. In the event the teacher fails to remit the premiums due,
the benefits provided by this Article 5:6 shall terminate immediately without further notice to the teacher and
the teacher may not be reenrolled in the group insurance plan for which the premiums were being paid until
the teacher returns to active service.

Mileage Allowance

Teachers who are authorized by the appropriate Assistant Superintendent or designee to use private
automobiles for school business shall be reimbursed at the IRS rate. Such travel shall be approved in
advance.

Course Tuition and Professional Development Reimbursement

A. The tuition and professional development reimbursements set forth in Article 5:8 shall not exceed a
total for all teachers of $225,000. Each teacher shall have a two-year commitment to the District
upon receiving tuition reimbursement only. Fulfillment of the reimbursement commitment is realized
two years after the last tuition reimbursement. This two-year commitment applies to voluntary
resignation or retirement by teachers and not to reductions in staff by the District. Teachers using
Course Tuition Reimbursement solely for approved professional development activities as outlined in
5:8E will not be required to serve this two-year commitment.

B. A teacher who is enrolled in a subject related advanced degree program at an accredited college or
university, providing that said teacher has received the prior written approval of the Superintendent for
enrollment in that advanced degree program, shall be reimbursed for 80% of the cost of tuition.
Approved applicants for course Tuition Reimbursement shall be reimbursed a maximum of four
thousand dollars ($4,000.00) per school year.

C. A teacher who is enrolled in a course at an accredited college or university, which course is allied to
the teacher's profession or which is required in connection with an advanced degree program allied to
the teacher's profession, shall also be subject to the same reimbursement as above, providing said
teacher has the prior written approval of the Superintendent for enrollment in said course.

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D. The Union will be permitted to participate with the District in determining how to conduct the lottery
system by which the order of the disbursement of such funds is determined. However, the District will
retain the ability to make the final determination as to how the lottery system is conducted.

E. Bargaining Unit members who require specific professional learning/certification to perform their jobs
with the district may apply to the Assistant Superintendent to use Course Tuition Reimbursement for
the purpose of attending professional development related to such professional learning/certification.
The Assistant Superintendent will retain discretion to determine whether to approve any such
application. In no case will Course Tuition Reimbursement for professional development under this
section be permitted to exceed $500.00 per person per contract year. Course Tuition Reimbursement
will count toward the total cap of $225,000.00 set forth in 5:8A. This article shall not be subject to the
arbitration clause of the Grievance Procedure as outline in Article 3.

F. In the event that a teacher is unable to enroll in the intended course and wishes to enroll in_another
course, the teacher shall notify the Superintendent in writing. The Superintendent will have ten (10)
school days from the date the notice is received in the Superintendent's office to review the grant of
approval for reimbursement. If no action is taken by the Superintendent within ten (10) school days of
the receipt of notification the course shall be reimbursed as above.

G. A teacher who is enrolled in courses required for the teacher's certification in a critical shortage area as
determined by the District in its sole discretion shall be reimbursed for 80% of the cost of tuition. The
same rate of reimbursement will be paid to teachers currently teaching in the critical shortage area in
the District, and who enroll in courses which in the District's sole discretion will enable such teachers to
become better qualified to teach in the critical shortage area in which they currently are teaching. Said
teachers must receive the prior written approval of the Superintendent for enrollment in said courses to
be eligible for reimbursement. For teachers seeking certification in a critical shortage area, the benefits
contained under this Article 5:8E shall terminate upon certification, or after three years from the date of
initial enrollment whichever occurs first. For teachers currently teaching in the critical shortage area
who enroll in courses to become better qualified, the benefits contained in this Article 5:8E shall
terminate at the conclusion of the course(s) for which benefits are granted.

H. A teacher who is laid off and who enrolls in a program or course for the purpose of retraining, provided
said teacher has received the prior written approval of the Superintendent for enrollment in said
program or course, shall be reimbursed for 80% of the cost of tuition. A teacher who is laid off and who
enrolls in courses required for the teacher's certification in a critical shortage area as determined by the
District in its sole discretion shall be reimbursed for 80% of the cost of tuition. Said teacher must
receive the prior written approval of the Superintendent for enrollment in said courses to be eligible for
reimbursement. A teacher's entitlement to the benefits contained in this Article 5:8F shall commence
at the conclusion of the school year during which the teacher is notified of his/her layoff for the ensuing
school year and shall remain valid until the expiration of a two-year period thereafter, or until the
teacher accepts a full-time position within or outside the District regardless of its nature, or upon
certification, whichever occurs first.

|. Tuition reimbursement for Title | and part-time teachers shall be prorated according the following: The
applicable tuition rate times the teacher's regularly scheduled work day/work year divided by the
scheduled work day/work year of a full-time teacher on their grade level (i.e., elementary or secondary).

J. Due to changes in the Massachusetts State University System’s billing procedures which breaks down
what had been previously designated as tuition into tuition and certain other fees, the parties mutually
agree that for the purpose of determining “tuition” as contained in this article, “tuition” for
Massachusetts State University System schools will be deemed to include 1) what is specifically
identified as tuition and 2) what is variously identified as “college fee’, “operating fee’,
“academic/curriculum fee’, “local tuition fee ”, “college service fee’, “general college fee’, “general

purpose fee’, “educational services fee”, “general education fee”, “one fee concept’, “emergency fee”,

“general fee”, “campus support fee’, “all college fee’, or “merged fees”.

5.9 Disability Insurance

The District shall make available long-term disability insurance to teachers who may purchase at
their own expense.

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ARTICLE VI

Leaves of Absence

Sick Leave

A. Members of the bargaining unit shall be granted an annual sick leave of eleven (11) days
without loss of pay for absence caused by illness or accident of the teacher or the teacher's
children who reside with the teacher. Such leave not used in the year of service shall be
accumulated for use in subsequent years up to a total accumulation of 154 days plus the days
due in the current year.

In case of illness or accident of the spouse or parent of the teacher necessitating the teacher's
absence from work, the teacher's building principal, or Director of Special Education in the case of
school psychologists, or designee may grant absence from work with sick pay up to the amount of
annual and accumulated sick leave to which the teacher is entitled.

The Board agrees that a teacher shall be notified at the beginning of each school year of the
number of sick days the teacher has accumulated.

B. A current statement from a physician or other appropriate medical evidence certifying the
incapacitating nature of the illness or accident may be required if the absence extends beyond five
(5) consecutive school days. If requested in writing, the notification shall be accompanied by a
physician’s statement estimating the length of the period of disability. Such estimated period of
disability may be revised by submission of an updated physician’s statement.

C. A teacher whose illness may reasonably be expected to extend for the duration of one or
more semesters must notify the Superintendent in writing as soon as the estimated duration
of the absence is reasonably known. The notification shall be accompanied by a physician's
statement stating the estimated period of physical disability. Such estimated period of
disability may be revised by submission of an updated physician's statement.

D. Sick leave days for teachers hired or returning from leave after the beginning of the school year
shall be prorated in the ratio the number of remaining teacher work days is to 184 days. Leave
days for Title | and part-time teachers shall be prorated in the ratio their regularly scheduled work
day/work year is to the scheduled work day/work year of a full-time teacher. Deductions for
absences will be made in the ratio the regularly scheduled work day for the Title | or part-time
teacher is to the scheduled work day of a full-time teacher.

Sick Leave Bank

Any member of the bargaining unit who elects to participate in the Sick Leave Bank must contribute one
day of the member's sick leave to the Sick Leave Bank in order to qualify for Bank membership. Such
contributions must be made within 30 calendar days of the date the person begins employment or within
30 calendar days of a call for replenishment of the bank as provided in this Article 6:2.

Whenever the number of days in the Sick Leave Bank on the first day of a new semester is less than one (I)
times the number of members of the bargaining unit, the Committee shall notify all teachers within 10
calendar days. Any member of the bargaining unit who elects to continue participation in the Sick Leave
Bank must contribute an additional day of the member's sick leave to the Sick Leave Bank within 30
calendar days from the date of notice. Teachers who are drawing days from the Sick Leave Bank at the
time a call is made for replenishment of the bank will be continued as members of the bank. Teachers who
have exhausted their current and accumulated sick leave at the time a call is made for replenishment of the
bank will be continued as members of the bank provided they agree to contribute a day to the bank on the
first day of the new school year next following. Teachers returning from authorized leave during the 30-day
interval between the time a call is made for replenishment of the bank and the deadline for making a
contribution will have 30 calendar days from the date their employment resumes to contribute to the bank.
New hires and teachers returning from leave will be informed of the Sick Leave Bank by the Human
Resources Office at the time of their orientation interview provided, however, that it shall be the
responsibility of the teacher to report to the Human Resources Office for such orientation interview.
Teachers who elect not to continue their membership in the bank may rejoin the bank by contributing one
day of their accumulated sick leave to the bank within 30 calendar days of a call for replenishment of the
bank as provided in this Article 6:2.

Contributing members may apply for withdrawal from the Sick Leave Bank for reasons of prolonged or
continuing illness or incapacitating accident of the contributing member in accordance with the Sick Leave
Bank rules. Approved Sick Leave Bank withdrawals may only begin upon depletion of accumulated sick
leave.

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The operation of the bank and withdrawals therefrom shall be carried out by a Committee of two (2)
teachers selected by the UNION and one administrator selected by the Superintendent which shall furnish
written records of deposits and withdrawals to the Superintendent. The Committee shall establish its rules
and regulations and may require substantiating medical documents, and in all cases the decision(s)
rendered by the Committee shall be final and binding. The total number of accumulative days in the
bank shall not exceed two times the number of members of the bargaining unit.

Personal Leave

A. Teachers shall be granted a leave of absence with full pay, by the principal or his/her designee,
for the following reasons up to a maximum of three (3) days in any contract year:

1. Marriage of the teacher's mother, father, sister, brother, father-in-law, mother-in-law, son-
in-law, daughter-in-law, grandparents, grandchildren, or child(ren).

2. Graduation exercise of the employee, the employee's spouse, or the employee's children.

3. Required appearance in court.

4. Observance of a nationally recognized religious holiday of the religion practiced by the
teacher.

5. Personal business that cannot be accomplished outside of the school day. Personal

Leave Days are not to be used for shopping, leisure activities or recreation. If the School
District believes that a teacher has used a Personal Leave Day for shopping, leisure
activities or recreation, the School District may seek resolution of the disputed day
through the Personal Leave Committee. The Personal Leave Committee shall consist of
two (2) members of the Nashua Teachers' Union and two (2) members from the
Administration.

B. All leaves of absence referred to in Article 6:3 are subject to the following conditions:

1. Except in emergency situations, at least 72 hours' verbal notice shall be given in
requesting a personal day through the principal or his/her designee. Lacking such notice,
the absence will be considered unauthorized and the teacher's pay will be deducted at a
daily rate of I/184th of the annual salary or at the per diem rate applicable to that teacher
who has a regular work schedule of less than 183 days. The Board reserves the right to
establish a written process for documenting the approval and use of personal leave in
compliance with federal and state statutes.

2. The principal, or his/her designee may, if necessary and for valid reason, withhold
approval of requests for personal leave in which case his/her position shall be given in
writing to the individual concerned.

3. Teachers requesting a personal day immediately preceding or following a holiday or
vacation period must provide the principal, or his/her designee, with the specific reason
the personal day is being requested. No paid personal days will be granted for the
aforementioned days for the purpose of extending the holiday or vacation period, or if the
reason for which the day is requested could be scheduled on another day. An unpaid
personal day may be granted subject to the provisions of section "2" above.

C. Personal Leave Days which are not used in any contract year will be added to the teachers
accumulated sick leave balance as provided for in Section 6:1A of this Article.

Leave for Conference, Conventions, etc.

Teachers shall be encouraged to attend educational conferences and upon the recommendation of the
Superintendent and in accordance with existing BOARD policy may be given released time for such
purposes.

Visiting Days

Teachers may be permitted to visit in other classrooms of the City of Nashua or other cities and towns to
observe teaching techniques and inspect teaching materials. Permission for such activity shall be granted
only after submission of pertinent data, which includes the number of days required, and upon
recommendation of the Superintendent of Schools.

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Organized Reserve Forces

Every person who is a member of a reserve component of the Armed Forces of the United States shall be
granted leave of absence during the time of the person's annual tour of duty as a member of such reserve
component; provided however, that such leave shall not exceed fifteen (15) days. Individuals serving under
this provision shall receive the difference between their military pay and that which they would have earned
had they not been called to service. This provision shall not apply to any teacher who has a tour of duty
scheduled during the school year and who could postpone said tour of duty until the summer, but who
instead chose to serve said tour of duty during the school year.

Military Service

Each teacher shall be granted a leave of absence for military service, without pay, for the duration of
compulsory service. A teacher granted such a leave shall, upon return, receive active service credit and
appropriate annual salary, including increases granted during the period of military service.

Selective Service Tests

Each teacher shall be granted regular salary, without loss of pay, when required to be in attendance for a
usual and customary selective service examination, physical examination, or other tests required by the
United States Government.

Bereavement Leaves

A. Teachers shall be entitled to up to three (3) days bereavement leave per occurrence with pay in
any school year for absence due to the death of a member of the immediate family of the teacher.
"Immediate family" shall include: mother, father, brother, sister, father-in-law, mother-in-law, son-
in-law, daughter-in-law, grandparents and grandchildren, like step-relations and partners.

B. Teachers shall be entitled to up to seven (7) days bereavement leave with pay for absence due to
each death of their spouse or child(ren).

C. Teachers shall be entitled to up to three (3) days total bereavement leave with pay in any school
year for absence due to the death of a close relative of the teacher. "Close relative" shall include:
aunt, uncle, niece, nephew, in-laws not included under (A) and close friends, provided the close
friend lives in the teacher's home.

D. Permission to attend the funeral services may be granted to at least one teacher from the District
in the case of death of a teacher retired from the District.

Extended Leaves

A. Any teacher under a continuing contract, or a school psychologist or school nurse who has
completed five years of consecutive service in the District, may apply for an unpaid extended
leave of absence for any of the following reasons:

1. Professional activities associated with an agency of government, inclusive of elective
office.

To accept a position as an officer of the teacher's State or National Union.

Peace Corps.

Vista Program.

National Teachers Groups.

Graduate Study.

Job related travel.

Extended illness of the teacher's mother, father, sister, brother, father-in-law, mother-in-
law, son-in-law, daughter-in-law, grandparents, grandchildren, spouse, child(ren), or a
close relative residing in the teacher's home. "Close relative’ is defined in Article 6:9C

ONDARWN

above.
Q. Personal reasons.
B. Any teacher may apply for an unpaid extended leave for his/her own extended illness.
C. Consideration of Leave Requests
1. Requests for unpaid extended leaves of absence for the reasons stated under 6:10 A and

B must be submitted at least ninety (90) calendar days prior to the effective date of the
requested initial leave and at least sixty (60) calendar days prior to the effective date of a
requested extension of a leave, exceptin the event of unforeseen circumstances, for the
requests to be considered.

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2. The BOARD, at its discretion, may grant an extended leave for the reasons stated under
6:10 A and B for a period of up to two years. No leaves of absence will be granted for the
purpose of accepting employment outside the Nashua School District or for self
employment.

Any teacher may apply for an unpaid extended leave of absence for purposes of rearing the
teacher's natural or legally adopted child. An extension of such a leave for up to one year may be
granted provided that the teacher submits a request for such an extension at least sixty (60)
calendar days prior to the effective date of the requested extension. Such a leave or extension of
a leave is limited to the child's first two years of life.

All leaves granted under this Article 6:10 shall terminate at a transition point in the school year for
a specific grade level, such as at the end of a school vacation at the elementary level, or at the
end of a trimester or semester at the secondary level.

A teacher who returns from leave granted under this Article 6:10 on the date authorized by the
BOARD under Section E above shall be assigned to a position for which the teacher is qualified
and certified. Where practicable, and if so requested by the teacher, the Superintendent will
assign the teacher returning from leave on the date so authorized to the same position held prior
to the leave.

With one month's written notice to the Superintendent and for cause, a teacher on leave granted
under this Article 6:10 may indicate an interest in returning to active service on a date earlier than
the one originally authorized by the BOARD under Section E above. Such a teacher may be
granted a position for which the teacher is qualified and which is available by reason of its not
being filled by Board action as of the date the one month's notice has been received by the
Superintendent. A teacher who elects to take a position under this Section G shall have no further
rights to that position after the conclusion of the period for which the position is vacant. A teacher
who elects to take a position under this Section G shall be entitled to the rights granted under
Section F as of the date of return from leave authorized by the BOARD under Section E.

6:11 Sabbatical Leave

A.

A teacher shall, conditional only on the operational requirements of the District and the
numerical limit provided below, be granted, "Sabbatical Leave" under the following conditions::

1. The teacher must have completed six (6) years continuous service as a teacher in
the District since the last sabbatical leave.

2. The teacher shall be paid at the rate of 75% of annual salary prorated for the period of the
leave whether it be for a full year or one half year.

3. Requests for sabbatical leave must be received by the Superintendent in writing on forms
designated by the BOARD no later than January | and action must be taken on all such
requests no later than the third week in March of the school year preceding the school
year for which the sabbatical leave is requested.

4. The teacher must be enrolled in an accredited college or university and be engaged in a
formal program leading to an advanced degree leading to a specialization which is
needed by the District.

5. Requests for sabbatical leave on a basis other than the criteria established above shall
be given consideration and nothing contained herein shall prohibit the BOARD from
granting such leaves. However, such requests must contain significant rationale setting
forth the value of such leave to the District. Upon the recommendation of the
Superintendent and the approval of the BOARD, such leave shall be granted.

6. Upon return from sabbatical leave, a teacher shall receive active service credit and
appropriate annual salary, including increases granted during the period of sabbatical
leave.

7. Any teacher granted a sabbatical leave of absence must agree in writing to continue

working for the District for at least two (2) years following the sabbatical leave.

8. A report or summary of the sabbatical leave shall be submitted to the Superintendent of
Schools and the BOARD upon the completion of the leave. Periodic progress reports of
the sabbatical leave, as requested by the BOARD and the administration, shall be
furnished by the individual during the leave period.

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