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Transfer Notification

Notice of transfer or non-transfer will be given in writing to each teacher making a request under Article 9:3
as soon as practicable and under normal circumstances not later than June 30. After June 30 until the
beginning of the new school year, notice of all personnel actions with respect to transfers will be sent to the
UNION and posted in the Administration Building and in each school, within five work days.

Intrabuilding Reassignments

Intrabuilding reassignments, necessitated by concern about a teacher's effectiveness in their existing grade
level, to vacant or newly formed positions will supersede voluntary reassignments to such positions.

Reassignments occasioned by administrative desires to have teachers teach on different grade levels,
absent a concern about a teacher's effectiveness in their existing grade level and unrelated to a specific
student program, shall be done on a voluntary basis.

In making intrabuilding reassignments, except as specifically indicated above, teachers within the
designated area within the school who volunteer will be chosen first if qualified. No voluntary transfer will
occur before a voluntary reassignment. In making an intrabuilding reassignment a teacher's level of
performance and professional growth within and outside the district, applicable experience, the needs of the
school, and seniority will be considered.

Voluntary Transfers

In making voluntary transfers to permanent vacancies within a designated area as set forth in Appendix H,
only teachers who are currently teaching in that designated area shall be eligible. Title | teachers shall be
eligible for only Title | positions within the designated area in which they are currently teaching.
Qualifications shall be determined by experience and training related to the vacancy and by level of
performance in the applicant's current position.

The District shall consider all internal applicants within the designated area for a transfer. The applicants
shall be interviewed for the position requested, but the District shall not be obligated to grant a transfer.

Involuntary Transfers

A. When involuntary transfers are necessary because of a reduction in positions in a particular
designated area in a particular school the least senior teacher in the school experiencing the
reduction shall have the option of voluntarily transferring into the vacancy, after other voluntary
transfer rights have been implemented, or forcing an involuntary transfer of the least senior
teacher in the designated area, provided the teacher to be transferred is qualified for the vacant
position. If, however, the least senior teacher in the designated area is already in the school
experiencing the vacancy, the least senior teacher in the school experiencing the reduction shall
be transferred into the vacancy and shall not be able to displace any other teacher in the District.
Qualifications shall be determined by training and experience related to the vacant position.

This Article 9:7A shall only apply when there is a single involuntary transfer in a designated area.

B. In making involuntary transfers occasioned by a reduction of more than one position in a
designated area in a school, the least senior teacher from the designated area in the school
experiencing the reduction shall be transferred, except that the next senior teacher and teachers in
order of seniority thereafter may be transferred before the junior teacher, if the senior teacher's
level of performance in the teacher's current position is significantly inferior to the junior teacher in
which case the senior teacher shall be transferred first, provided the teacher is qualified to perform
in the vacant position. Qualifications shall be determined by experience and training related to the
vacant position.

C. In all other involuntary transfers, level of performance, needs of the District including if a school
has been deemed nonperforming under the No Child Left Behind legislation, seniority, experience
and training related to the position to which the teacher will be transferred will be the only criteria
used in making the decision.

Filling of Permanent Vacancies

A permanent vacancy occurring from the beginning of the second semester of a school year until April 30
shall be filled by the BOARD with a Continuing Substitute if a qualified Continuing Substitute is available,
and, if not, by a per diem or interim substitute. A permanent vacancy occurring from May 1 to the
conclusion of the school year shall be filled with a per diem or interim substitute. Except as provided in
Article 9:2B a permanent vacancy occurring from the conclusion of the school year to the beginning of the
second semester of the next ensuing school year shall be filled in any manner the BOARD deems
appropriate.

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CUSTOMER ACCEPTANCE

FINISH SELECTION & ORDER ENTRY PROCESS

Finish Selection:

End Panels:

Shelving:

Lockers:

Type of Floor Covering:

Order Entry Checklist:

Sign off on drawing:

Sign off on proposal description:

Submittal of purchase order:
Submittal of one-half deposit:

(Wilson Art, Series 60)
___(10 Standard Paint Finishes)
__(10 Standard Paint Finishes)
(carpet, carpet tile, VCT)

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9:13

Change Of Employment Status

A. Teachers (Other than School Nurses)

1. Any person who for a period in excess of 90 school days fills a particular position which is
permanently vacant for at least that period, shall then be employed under partial year or
annual contract, or as a Continuing Substitute teacher.

2. Any person who for a period in excess of 180 school days fills a particular position which
is permanently vacant for at least that period, shall then be employed under partial year
or annual contract.

3. Any person who for a period in excess of 90 school days fills a particular position which is
temporarily vacant for at least that period by reason of an extended leave, shall then be
employed as a Continuing Substitute teacher.

B. School Nurses

1. Any registered nurse licensed by the state of New Hampshire who for a period in excess
of 90 school days fills a regular school nurse position which is permanently vacant for at
least that period, shall then be employed as a regular school nurse or as a continuing
substitute school nurse.

2. Any registered nurse licensed by the state of New Hampshire who for a period in excess
of 180 school days fills a regular school nurse position which is permanently vacant for at
least that period, shall then be employed as a regular school nurse.

3. Any registered nurse licensed by the state of New Hampshire who for a period in excess
of 90 school days fills a regular position which is temporarily vacant for at least that period
by reason of an approved extended leave, shall then be employed as a continuing
substitute school nurse.

4. Any registered nurse licensed by the state of New Hampshire who for a period in excess
of 200 continuous school days fills a temporary school nurse position, shall then be
employed as a regular school nurse.

Closing Of School Building

If the BOARD closes a school building, and consolidates the services provided in that building with other
facilities, the BOARD and the UNION will discuss the implementation of these transfer procedures prior to
the implementation of any transfers.

Order Of Implementation

The provisions of Article 7:8 (Reduction in Staff) shall be implemented prior to the implementation of this
Article IX. The provisions of Section 7:9 (Recall) shall be implemented subsequent to the implementation of
this Article IX.

Program Opportunities

A. No teacher shall be required to work in programs which extend beyond the normal school day.
However, teachers may volunteer to do so. When a vacancy in such work occurs, teachers
currently employed in the District shall be given the opportunity to work in programs operating
beyond the regular school day or year. The Superintendent shall post the title, qualifications,
duties, requirements, and the salary. The Superintendent shall appoint the applicant most
qualified for such work. If all qualifications of the applicants are equal then seniority in the District

shall govern.
B. Factors relevant to qualifications shall include formal education and actual relevant experience.
C. The BOARD may deviate from this policy only for good cause which shall not be arbitrary,

capricious or without rational basis in fact.

Probation For Nurses

The probationary period for nurses shall be thirty (30) workdays of active employment as a school nurse.
The District may extend the probationary period up to the amount of authorized paid leave or sick leave
taken by a probationary employee.

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The District may terminate a school nurse at any time during the nurse's probationary period.

Probationary school nurses are not entitled to paid sick or personal days.

ARTICLE X

Educational Council/Supplemental Budget

A. A joint Educational Council shall continue to operate during the term of this Agreement. It shall
consist of three (3) representatives of the BOARD, one of which shall be the Superintendent or his
designee, and three (3) Nashua teachers appointed by the UNION. The Council shall meet at
least four (4) times a year and advise the BOARD on matters of mutual concern and other related
matters regarding the effective operation of the District. Principals may be invited as observers
whenever the items proposed for discussion are directly related to areas over which they exercise
primary authority.

B. The Educational Council shall establish its own rules of procedure and shall provide for a rotating
chairman who shall be responsible for the arrangement and conduct of meetings.

C. The Council shall meet by prepared agenda.

D. The Council shall be empowered by majority vote to form sub-committees to study and render
reports to the Council.

E. The function of the Educational Council is to recommend for BOARD consideration the
establishment of policies and practices pertinent to the District. The Council in preparing their
recommendation for BOARD consideration shall at all times avail itself of the most up-to-date
research pertinent to such recommendations. In addition, it shall provide for majority reports and
minority reports, if any, pertinent to its recommendations.

F. All reports and recommendations outlined above in Section D and E shall be in writing.

G. The BOARD in order to establish this Council and to enable it to function adequately agrees to
budget $1,000 annually to provide for expenditures related to the work of the Council.

H. A supplementary budget of $10,000 in each school year shall be established to provide for needs
not previously anticipated and to allow teachers to capitalize on new and innovative materials

which become available during the course of the school year. The Council may make
recommendations to the BOARD concerning the disbursement of said funds.

ARTICLE XI

Union Representatives

Official List and Nashua Teachers Union Representatives

The UNION shall furnish the BOARD with a list of its officers and authorized building representatives, and shall as
soon as possible notify the BOARD in writing of any changes. No Union Representative shall be recognized by the
BOARD except those designated in writing by the UNION.

ARTICLE XIl

Union Privileges and Responsibilities

12:1 Fair Practices
As exclusive representative, the UNION shall not preclude from membership any person in the unit
described in ARTICLE |. The UNION will represent equally all persons described in ARTICLE | without
regard to membership in, participation, or activities in the UNION.

12:2 Recognition of Local Organization Representative

The Principal shall recognize the UNION building representative as the official representative of the
bargaining unit in the schools.

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12:9

Distribution of Material - Mail Boxes

Officers or officials of the recognized teacher bargaining agent, and of no other teacher organization which
purports to represent teachers for collective bargaining purposes, shall have the right to reasonable use of
the school mail boxes for distribution of organizational material provided such materials are in good taste
and provided that such materials shall not include campaign organization material related to local, state or
national political matters.

School Meetings

The authorized representative of the UNION shall have the right to schedule UNION meetings in the
building before or after regular class hours, and during lunch time of the employees involved. Such meeting
shall not in any manner disrupt the normal operation of the school and shall be subject to prior approval of
the building principal.

No Local Organization Activity on School Time

Except as provided herein, the UNION agrees that no teacher will engage in UNION activity during the time
the teacher is assigned to teaching or other duties.

Protection of Individual and Group Rights

Nothing contained herein shall be construed to prevent the BOARD, a member of the BOARD or its
designated representatives from meeting with any teacher for expression of the teacher's views.

In the area of this Agreement, and for the term hereof, no changes or modifications shall be made except
through negotiations with the UNION.

Nothing contained herein shall be construed to permit an organization other than the UNION to appear in
an official capacity in the processing of a grievance.

Nothing contained herein shall be construed to prevent any employee from informally discussing any
dispute with the person's immediate supervisor or processing a grievance on the person's own behalf in
accordance with the Grievance Procedure heretofore set forth in ARTICLE Ill.

Information
1. The BOARD shall make available to the UNION upon its request any and all available information

in the public domain, such as statistics and records relevant to negotiations, or necessary for the
proper enforcement of the terms of this Agreement.

2. If the public agenda of a BOARD meeting has been prepared 24 hours in advance of such BOARD
meeting, it shall be made available to the President of the UNION.

3. A copy of the minutes of all BOARD meetings shall be made available to the President of the
Union.

Faculty Bulletin Board Use

The UNION shall be permitted to post UNION related notices and other materials on the faculty bulletin
board provided that such notices and/or materials shall not include campaign organization materials related
to local, state, or national political matters.

Leave for Union Business

A. The President of the UNION, or designee, shall be granted five (5) days of paid leave for the
purpose of UNION business.

B. The President of the Union, upon request, shall be granted either a reduced teaching schedule of
50% that of a full-time teacher or a leave of absence.

A request for such reduced schedule or leave of absence must be made no later than June 30 of
the school year prior to the school year for which the request is effective.

Arrangements for the reduced teaching schedule are to be made between the Union and the
Superintendent.

C. In the case of the reduced teaching schedule, salary and benefits paid by the District shall be
consistent with those afforded similarly situated teachers with the same teaching schedule, except
as otherwise provided in this article 12:9.

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For the first two consecutive years of a reduced teaching schedule, the President, for the purpose
of seniority, will receive full-year credit annually. After the first two consecutive years, the
President will receive % year credit annually.

For the purpose of placement on the salary schedule, a President on a reduced teaching
schedule will receive full credit for the time so spent.

Arrangements governing the salary and benefits of the Union President are detailed in Appendix |
attached to this Agreement.

In the case of a leave of absence, the District shall not be liable for any salary or benefit costs.
Insurances may be extended at the President's expense to the extent mandated by State and
Federal law. The President, at the President's expense, may maintain enrollment in the City of
Nashua’s group health insurance for the first two years of a leave of absence.

For the first two consecutive years of a leave of absence, the President shall retain all rights to the
teaching position the President formerly held. The provisions of articles 7:8 Reduction in Force
and 9:7 Involuntary Transfers shall apply to the extent they may impact on said rights. Upon a
request to return from a leave of absence which extends beyond two consecutive years, the
President shall be assigned the next available position for which the President is certified and
qualified.

The President shall continue to accrue seniority for the first two consecutive years of a leave of
absence pursuant to the provisions of this article.

The President on a leave of absence will receive full credit for the time so spent for the purpose of
placement on the salary schedule.

The District shall have no obligation to make a contribution to the New Hampshire Retirement
System on behalf of the President while on leave unless a contribution is mandated by the System
or by other provisions of State law.

Should a President be impacted by the provisions of article 7:8 or 9:7, the President shall be
considered in the pool to which the President would have been assigned had the President not
been on a reduced schedule or leave of absence.

Dues Deductions

A.

Voluntary dues deductions shall be deducted from the salary of each teacher who files an
authorization in the form set forth in Appendix F of this Agreement. Deductions will commence no
later than the second salary payment date following the date the authorization form is filed with the
District.

The District will also recognize authorizations for voluntary dues deduction provided prior to the
execution of this Agreement. A member will be able to revoke his or her authorization only
between September 1 and September 15 of any school year.

The UNION shall select a single payroll dues deduction arrangement for each contract year to
cover all UNION members, and shall inform the District Payroll Office of the arrangement at least
three calendar weeks prior to the implementation date.

The right to dues deduction shall be extended to the recognized bargaining agent only.

A teacher who elects not to pay Union dues may, at his/her sole discretion, voluntarily elect to pay
an agency fee for services rendered by the UNION in an amount equal to eighty percent (80.0%)
of the regular member dues (including state and national dues). If the employee voluntarily elects
to pay an agency fee, said fee shall be due within forty-five (45) calendar days of the date of
employment or the commencement of the school year, whichever is later. Agency fee deductions
shall be deducted from the salary of each teacher who files an authorization in form set forth in
Appendix F-1 of this Agreement. Deductions will commence no later than the second salary
payment date following the date the authorization form is filed with the District. The UNION will
hold the District harmless from any liability arising out of the collection of the agency fee. This
agency fee provision shall not require the termination of any employee of the Nashua School
District.

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13.4

Released Time

Up to seven (7) members of the bargaining unit who serve as members of the negotiating team will be
granted released time as needed without loss of pay or loss of personal days for the purpose of contract
negotiations, mediation and fact finding.

ARTICLE XIll

Rules, Regulations and Management Rights

Adherence To Rules, Regulations, Policies and Provisions

It is understood that for the duration of this Agreement teachers shall continue to serve under the direction
of the Superintendent of Schools and in accordance with BOARD policies and administrative rules,
regulations and the provisions of this Agreement.

Rules, Regulations and Policies

A. There shall be a complete copy of the Rules, Regulations and Policies of the BOARD, made
available for access to each school building with new items added as they are promulgated by the
BOARD.

B. It is agreed that all Building Representatives have a complete copy of the Rules, Regulations and
Policies of the BOARD, and the Administration will provide them with all new items as they are
added.

Management Rights

The UNION recognizes the following responsibilities, rights, authority, and duties of the BOARD, except as
they are modified by provision of this Agreement.

The BOARD hereby retains and reserves unto itself, without limitations, all power, rights, authority, duties
and responsibilities conferred upon and vested in it by the Law and Constitution of the State of New
Hampshire, and of the Charter of the City of Nashua.

A. to the executive management and administrative control of the District and its properties and
facilities;
B. to hire, promote, transfer, assign, retain, evaluate, renew or non-renew, and to lay off employees.

No employee, who has a continuing contract shall be disciplined, including discharge, without just
cause. The non-renewal of a teacher not protected under the provisions of RSA 189:14(a) shall not
be subject to grievance under this contract. Any grievance initiated under this provision, other than
those initiated for procedureal infirmities, shall be dropped with prejudice. For school nurses, the
period shall be 30 workdays. Approved leaves during these periods shall not count as service, but
shall not be considered an interruption of the consecutive years/workdays requirement. Teachers,
other than school nurses, who have received continuing contract status in other New Hampshire
schools shall be able to count such service for this provision to a maximum credit of one year.
Claims of discipline by teachers with non-continuing contract status, or school nurses with 30 work
days or less experience arising out of the exercise of rights or benefits under this Agreement shall
be subject to the grievance and arbitration provisions herein. In the event of any such claim, the
initial burden of going forward with proof shall rest with the grievant.

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

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

assignments of teachers and other employees with respect thereto, and with respect to
administrative and non-teaching activities, and the terms and conditions of employment.

Progressive Discipline

Disciplinary action will normally be taken in the following order:
A. Conversations about concerns

B. Verbal Warning (documented that it happened on this day, regarding this subject, signatures of parties)
C. Written Warning/Letter of Concern

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D. Suspension
E. Termination

The District may deviate from the above when the severity of the offense warrants.

ARTICLE XIV

Resolution Of Differences by Peaceful Means

The UNION and the BOARD agree that differences between the parties shall be settled by peaceful means
as provided within this Agreement. The UNION 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 normal work duties on the part of any employee covered by this Agreement for the
duration of this Agreement.

ARTICLE XV

Miscellaneous Provisions

Distributing Agreement

The BOARD agrees to distribute this Agreement by email and make it publicly available on the District
website. The BOARD will distribute by email a copy of this contract to each teacher upon signing his or her
contract. The BOARD shall pay for the cost of printing a number requested by the UNION plus 75 copies in
booklet form.

Meetings

Meetings shall be held as deemed necessary by either party during the school year with the Superintendent
and UNION President to discuss matters of concern to both parties. These meetings shall be held at a
mutually agreeable time and place. The UNION President and the Superintendent shall determine the
representative who will attend the meeting for their respective parties. Whenever possible, the parties
should exchange notice of the subject matters they wish to discuss.

Amendment Of Agreement

Being a mutual agreement, this instrument may be amended at any time by mutual consent.

ARTICLE XVI

Conformity to Law and Saving Clause

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 XVII

Duration of Agreement

The provisions of this Agreement unless otherwise specified shall become effective with the date of final
execution of this agreement and shall continue and remain in full force and effect to and including August
31, 2025 when it shall expire unless an extension is agreed to by both parties and expressed in writing prior
to such date. The BOARD and the UNION agree to begin negotiations of a successor agreement
concerning wages, hours and other terms and conditions of employment no later than November 30, 2024.

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17:2 IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their respective
presidents, attested by their respective secretaries, and their corporate seals to be placed hereon, all on the
day and year first above written.

Date Date

NASHUA BOARD OF EDUCATION NASHUA TEACHERS’ UNION
LOCAL 1044 AFL-CIO

Jennifer Bishop, President Adam Marcoux, President

Heather Raymond, Clerk Patrick Johnson, Secretary

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APPENDIX A-1

TEACHERS AND NURSES SALARY SCHEDULE
Effective September 1, 2021 for the 2021-2022 School Year

(All eligible employees will advance one step on the schedule that
reflects their credited years of experience.)

BA BA+30 MA MA+30 PhD
0 $ 44,200 $ 45,900 $ 47,700 $ 49,500 $ 51,200
1 $ 44,800 $ 46,500 $ 48,300 $ 50,200 $ 51,900
2 $ 45,500 $ 47,200 $ 49,000 $ 50,900 $ 52,700
3 $ 46,200 $ 47,900 $ 49,800 $ 51,700 $ 53,500
4 $ 47,000 $ 48,700 $ 50,600 $ 52,600 $ 54,400
5 $ 47,800 $ 49,500 $ 51,400 $ 53,400 $ 55,200
6 $ 48,600 $ 50,300 $ 52,200 $ 54,200 $ 56,000
7 $ 49,400 $ 51,100 $ 53,000 $ 55,000 $ 56,800
8 $ 50,400 $ 52,100 $ 54,000 $ 56,000 $ 57,800
9 $ 51,400 $ 53,100 $ 55,000 $ 57,000 $ 58,800
10 $ 52,400 $ 54,100 $ 56,000 $ 58,000 $ 59,800
11 $ 53,400 $ 55,100 $ 57,000 $ 59,000 $ 60,800
12 $ 54,400 $ 56,100 $ 58,000 $ 60,000 $ 61,800
13 $ 55,600 $ 57,300 $ 59,200 $ 61,200 $ 63,000
14 $ 56,800 $ 58,500 $ 60,400 $ 62,400 $ 64,200
15 $ 58,800 $ 60,700 $ 62,300 $ 64,600 $ 66,500
16 $ 63,800 $ 65,900 $ 67,300 $ 70,100 $ 72,100
17 $ 68,500 $ 70,300 $ 73,200 $ 74,800 $ 77,100
18 $ 71,600 $ 74,000 $ 76,300 $ 78,700 $ 81,100
19 $ 73,000 $ 75,400 $ 77,800 $ 80,200 $ 82,600
20 $ 74,700 $ 77,200 $ 79,600 $ 82,100 $ 84,600

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