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NASHUA BOARD OF EDUCATION

Derethy OdenJennifer Bishop, President
Raymond-GuarnoHeather Raymond, Clerk
Howard GoffmanJessica Brown
Neil Claffey
Christina Darling
Sharon Giglio
Paula Johnson

Regan Lamphier

NEGOTIATING COMMITTEE/RESOURCE PEOPLE

Thomas Closson, Attorney
Jessica Brown, Board of Education
Howarc_Coffmenteather Raymond, Board of Education
George FaringternSandra Ziehm, Board of Education
Dr. Garth Mckinney, Assistant Superintendent (interim)
DennaFizpatnckDr. Kimberly Sarfde, Assistant Superintendent
Anthony Parker, Assistant Superintendent

BeztebealMecloy Susernetencdent
Dana-C-GaraDiane Carey, Director, Human Resources
Daniel Donovan, Chief Operating Officer

Slonia Ti p 7 :

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NASHUA TEACHERS’ UNION

Adam Marcoux, President
DBebrahHewesGary Hoffman, Vice President
Patrick Johnson, Secretary
Stacy Gingras, Treasurer
Michelle QuadrosGary Hefman, Member-at-Large
Patricia Gagnon, Member-at-Large
Stephanie Keating-Bayrd, Member-at-Large

NEGOTIATING TEAM

Susan Chmura
Kenneth Heaton
DebrahHowes
Gary Hoffman
Stephanie Keating-Bayrd
Linda Lennon
Adam Marcoux
Alyson Miller
David Varano

ARTICLE |
ARTICLE II
ARTICLE III
ARTICLE IV
4:1

4:9
ARTICLE V

5:9
ARTICLE VI
6:1

6:12
ARTICLE VII
7:1

TABLE OF CONTENTS

Page
nd =Xeze1e 101190) 9 1
y= 1700114 C0) 8 2
CT aT=\ = 1alex= 0 ea KOXC1= 10 [01 - ree 3
Salary and Rates of Pay... cece ceeeeeceeeeteetetetetetete esse eeeseeeeaeeeaeaeaeaeaeaaaeaeaeaeaeeea 5
Basic Salary SChEdUe 20.0... cece tte cece cece ease seca ease sa eeeesaeesaeaeeaeeeseaeaaaeaaaeaaaeaeaeaeaed 5
Placement on the Salary Schedule 0000... ccc ee ee ease ee ee se eeeeeeeeaaaeeeaaaeaeaeaaaaaea 5
Step AdVAaNCEME Nt... cece eeeeeeette tet te ttt tet esse sees sees esas se aeaeaseeaeaeaeaeaaaaaeaeaaaeaaaeaaaea 6
Increments for Advanced Credit... cccccececece tee ee sees ease ee eeseeeeeeeeeseeeseaeaeaaaeaeaeaeaeaea 6
Method and Time of Salary Payment ........ ccc e cece esse ee eeeeeeaeaeeeaeeeaeaeaeaaeea 6
Method And Time Of Payment For Advisors/Coaches 0.0... cccececstetetettetetetetetees 6
Supplemental Injury Benefits... eee eeeeceeeee tt teetettte esas ee aeaeaeaeaeaeaeaeaeaeaeaea 7
Longevity PayMent ........0. ccc cca cece seca se ee ease ease se sesesesaeesasaaasasaseeeeeseaeaaaeaeaaaeaeaaaaaeaea 7
SSYAV(=1 F-10110 ot | ree 7
Supplemental Benefits .........0..0 eee eeceeeeeceeeeett tenets tsnts sees esas eeaeaeaeaeaeaeaeaeaeaeaeaeaeaea 8
Worker's Compensation and Pension... ccccccccccccccccccceceeeeeeeeeeeeeeeeeeeeeeeseeeeeeeeeeeess 8
Tax-sheltered Annuity... i rin nnn nn nn nn Hn IH OI EOE IIE III I IOI I I I i i liititerereneres 8
Health INSUrANCE 0.0... ccc ease cece cece se se case seeesasasesesesaaasaaaaasesasegeaeseaeaaaeaeaaaaaeaeaeaeaea 8
Life INSUPANCE 0... cc ccc tte e cece cece cece ce ee cece sesese ease sasasasasasasaaasasasasasaaeaeaesaaeaaaaaaaeaeaeaeaea 9
DY =1 9) ¢=] Ore). = 1 = [0 | - 9
Continuation of INSUPANCE 00... cece nett e eee ee esse esse esas ae ee ae ae ae aa aeaaae we aanea 10
Mileage ANOWAN CE... cect cette ce ee cece se ee ease se sesesesasaseeaeaeeeasasaeasaaesaaeaeaeaaaaaeaeaeaaaea 10
Course Tuition Reimbursement... cee ccececeeeseeteeeeetetteeettettttenteeeaeaeaeaeaeaeaanea 10
Disability INSUPANCE ....ccccccc tee cece cece cece cece se sesesasasaeaaasasasasaeaeaaaaeaaaeaeaaaaaeaeaeaeaea 11
Leaves Of ADSENCE..... ccc cececec cece cece ee seca seca se seseseseeesaseeeeeseeaseseeaseaesaaeaeaaaaaeaeaaaeaeaea 11
SS Tle] <I =\> 1; Bere 11
SYle] qa =T> 10-8 si: |, Coe 12
Personal LEAVE ooo. ccc cece cece cece ce ee cece ee ease se sesasasesasesaeaeaseeasasasasaaaseaaaeaeaeaeaeaeaeaaaea 12
Leave for Conference, Conventions, @tC. 2.0.0.0... cccccecececcccee eee tececeeeeeanenseseteenaaaneneeess 13
VISITING DAYS. nn nn Nn nN NI EIEN II I III I EIEIO III I IIE LI I III ILI I I i in eneneneneree 13
Organized ReServe Force... ccc tte sees ee ae esse esas ee aeaeaeaeaeaeaeaeaaaeaeaeaea 13
Military SOrvice oo... cca cece se ee ee ee ee eeeesesesesesesasasaseseeasasesasaaasasaaeaeaeaesaaaaaaaasaeaeaea 13
Selective Service TeSts 0.0.0. cccececeeete tees tetetetetettetetettteesseesaeeseeaeaeaeaeaeaeaeaeaeaea 13
Bereavement Leave oo... ccc cececececece cece sees cess ease seseseeeseseeaeaseeasesasasaeeseaeaeseaaaeasaeaeaeaea 13
Extended Leave ..0... ccc cccececec tee ce ee ee se seeeeeseeeseeesesaeeseseseseaeaesasasasaseaeseaeaeaeaeseaeaeaeaanea 14
SY 10) 0} 10 (er-| fs I =\> 1, - ee 15
(fo) 0] gay aN ©) 6) =5- 16-101 0. -\- re 15
Employment Status .00.0000 0c e sess esse ee eeeeeeseeesesesasesaaeseeasasasaeeeeeeaeaeaeaeaenaaeaeaaaea 16
Notification of REeMployMent ........ cece cece cece ee ee ease ee easeea ea seeeeeaaaeaeaeaeaaaeaeaaaea 16
Notification of ASSIGNMENT... ccc cca cesses ee ee ease se eesese ease sa saaeaeeeaeaeaeaasaaaaeaeaaaea 16
(7-1 a0) jer 1110] 1 eee 16
SS) r= 110m I= 31-1 (0) ©) 19] =) 8] ee 16
Evaluation of Teachers... ccc tte e sees ease ee eeseseeeseseeasaseeesesaeaeeseseaeaeaeaesaneaeaeneaea 16
Teacher Personnel Files 0.0.0... cir nn nn nn nn nn On IIE I I I I I ni iin inenenereres 17
SY=10 (0) 05) ar 17
Reduction in Staff... ccc ccc cee cesses ease ee eeseeeseseseseseseeaaasesasasasaseaaseaeaeaeaaaeaaasaeaaaea 18
== | | 18
BY E=Xo7 eT 0011 0 k= 100) 9 19

ARTICLE VIII Terms and Conditions of Employment ......0..... cc i i i i i i i i i ii ereninerereres 19

8:1 School Year - School Calendar... cece cece eee ee eeeeceeaeeeeeeeeecteseeeeeeeeesnneaeees 19
8:2 STo! a[ol0) i B)- | Aopen 20
8:3 Planning Periods 0.0.0... cc ccc ccc e cece ee ee se eeeeee ease ease seseeeseseeaeaseaasasasaseaaaeaeaeaeaaseaeaeaeaanea 21
8:4 Teaching Load - Class SIZ@ ooo... rr nr nn nn EE I I I IOI I i i ii itenererenes 22
8:5 Student Health... eee ce cee cece cece ences asec ee eeeecaeaeeeeeeeeeceeaeeeeeeeescdtsueeeeseeeeenteaeees 23
8:6 Scholarship and Standards 0.0.0.0... cccccccceeeeeeeeteeeteteteeeeeten tte eeesaeeeeeaeaeaeaeaeaaaeaeaenes 23
8:7 lo) om BY -\-10]1]0)(0]) ee 24
8:8 Parent-Teacher Conferences 00.0. c ccc ce ence cece cece ce ceaeeeeeeesececceaeeeeeeeeessteaeeeeeees 24
ARTICLE IX Transfers, Vacancies and Promotions .0000.......0.0cccccccccccccceecececeeceeeeeeeeseeeeeenaaeneeeeeeeeananens 24
9:1 DePFINITIONS. 2.0. cece cece cece cece ce eee te ae cece ee ee ce caaeceeeeesececaaeaeeeeeseseceneeeeeeeeeeessneeeeeeess 24
9:2 POSTINGS... 0. cece cece ce cece ee case cece sesesesesesesasesesesasesasasasesesaeasasasasasasaseaaeaaeaeaaaaaeaeaaaaaenea 24
9:3 Transfer REQUESTS 0.0... nnn nn nnn nn nN HI IH III I HEI I III III ILI I I I i i ii tetenereneree 24
9:4 Transfer Notification 2.0.0... ce cece cece cece cee nese ee eeee cases eeeeeeeecetaeeeeeeeeeeeteneteeeeeseeeea 24
9:5 Intrabuilding REASSIGNMENS ...... cc cca cece cece seca ease ease ease se eaeeeeaeaeaeaeaaaeaeaeaeaenea 24
9:6 Voluntary Transfers 0.0... rin nn nnn nn nH Hn I III IOI I I III EOI I I i i iit enenerereres 25
9:7 Involuntary Transfers ..0... 00 cc cca cece sess ee eeeeee ease ease se seeasesesasaeasasaaeseaeaeaeaeaeaaaeaaaaaea 25
9:8 Filling of Permanent VaCcancieS 0.0.0.0... cecccececec tte ce sees ee ee ee eeeeseeeeeeeeeeeeeaeaeaeseaeaeaeaeaea 26
9:9 Change Of Employment Status ...0.000.00 cece ceecceeeeetetetenettttte esas ee aeaeaeaeaeaeae ae aaaea 26
9:10 Closing Of School BUildiNg.............. cece eeeete tenet ett ee ee ee esas ae ae ae ae ae ae aeaeae ae aaaea 26
9:11 Order Of Implementation... ccc tete tenet tte esas ae eeaeaeaeaeaeaeaeaeaeaaaeweaanea 26
9:12 makele] &- 100 @) ©) 6f0) 00010 11 -\— 26
9:13 Probation For NuUrS@S ooo... ..ccecceecccc cece cece cece cece cae eeeeeeseeecaaeeeeeeecesecgnseeeeeeeeeestteeeeeeees 27
ARTICLE X Educational Council/Supplemental Budget .....0.0.. ccc etn tnt eases ee ae ee eeaes 27
ARTICLE XI Union Representatives 0.0.0.0 cce cesses sees ee eeseseseseseeeeesesasaseeaeeseeeaeaeaeaeaeaaaeaenanea 27
ARTICLE XIl Union Privileges and Responsibilities ...0.0.000 0c ccc ete eee sees sees ee eeeeeeaeeeaeaeaeaaaes 28
12:1 Fair Practices 0... cece cect cece ce eeee cae eeeeee eee ceaeeeeeeesececaeeeeeeesesecgnseeeeeeeesessneeeeeeeees 28
12:2 Recognition of Local Organization Representative .........0 cc ceceeeeeeeteeeeetetetenetees 28
12:3 Distribution of Material - Mail Boxes «20.0.0... cece cece cece cnet eeee cece ceeeeeeeeeeeectnaeeeeeees 28
12:4 SSYo] Tete) g\/(=\-1 11010 |: eee 28
12:5 No Local Organization Activity on School TiMe............ ccc cece ett e esas nena nena nena 28
12:6 Protection of Individual and Group RIghts............ 0. ccccccccececeeaceeeeeeeeeeeeeeseeeeeeeseeeeeaeaess 28
12:7 IFOPM ATION elec cee cece te cece cette eee ee teen eee ee ae sees eee caaeaeeeeeeeeecdicaeeeeeeeeecgtsieetesene ea 28
12:8 Faculty Bulletin Board Use o.oo... ccccccccecacececaeeeaeeeeeeeeeesaeaeaeeeeeeeaeeeeeeeaeeeaseeeeaeeeaeanas 28
12:9 Leave For Union BUSINESS .........0 0c cece cece ee ce ee eee ce ee eeeeee tees ceaeeeeeeeeecntteeteseeenea 29
12:10 Dues Deductions .......... cece cece eect eee ee cee ce acne cess eee caeaeeeeeeeeeceaeeeeeeeeecntsieeresenened 29
12:11 Released Time ........ cece cece cece cece ee cnee eect ee ceee ca eeaeeeeeeeeecesaeeeeeeeeecdiaeeeeeeeeeceteieeseseeened 30
ARTICLE XIII Rules, Regulations and Management Rights ..............0.0. ccc cece cece teen ee ttt te ett teteteteteeeeeee ee 30
13:1 Adherence To Rules, Regulations, Policies and Provisions... cccccccccceeeeeeee 30
13:2 Rules, Regulations and Policies ........ 0.0 cccccccccceceeeeaeeeeeeeaeeeaeaeaeeeeeaeaesesteeeeaseeseeeaeanas 30
13:3 Management RIgNts ........ 0. ccecacacacaceseeeeeeacaceeeeaeeeeeeeeeaeaeaeaeaeaeaeeeaeseateeasaeeestaeatanss 30
ARTICLE XIV Resolution of Differences by Peaceful Means...............ccccccccccccccceeeeeeeeeeeeeeeeueeeeeeeeeaeaeas 31
ARTICLE XV Miscellaneous Provisions ...........0.. ccc cece cece ce ceeeee ce ee teen ceeeeeeeeeeeeceaeeeeeeeescgteeeeeeeeened 31
15:1 Distributing AQree@Me nt... ccc cccccccaceeeceeeeeeacaceeaeaeeeaceeeeaeaeaeaeaeaeaeaeaeueaeeeaeaseeaeeeueaeas 31
15:2 MRIS 20... ccc cece cc ececaeeceeeeeeeeaeaeaeaeaeaeaeaeaeaeaeeeaeaeeeaeeeaeaeaeaeaeaeaeaeasaeaeaeasaeaeaeaeeeaeatas 31
15:3 Amendment Of Agreement... tn ttninertenee 31
ARTICLE XVI Conformity to Law and Saving Clause 00.0.0... ce cece cece entice tint n ttt etittetteeeee eee 31

ARTICLE XVII Duration of Agreement... i i i i i i i i i i i ili i i ili ill illite 31

APPENDIX A-1
APPENDIX A-2
APPENDIX A-3
APPENDIX A-4
APPENDIX B
APPENDIX C
APPENDIX D
APPENDIX E
APPENDIX F
APPENDIX F-1
APPENDIX G
APPENDIX H
APPENDIX |
APPENDIX J
Sidebar
Sidebar
Sidebar

Teachers’ Salary Schedule 2017-2018 ooo... i i i i i i i i i i eenenerenee 33
Teachers’ Salary Schedule 2018-2019 ooo. i i i i i i i i i i i erin irene 34
Teachers’ Salary Schedule 2019-2020 ooo... i i i i i i i i i i ii inenenereres 35
Teachers’ Salalry Schedule 2020-2021 0000... i i i i i i i i i ener enerenee 36
Differential for Special Education Teachers ...00.. 00. ccc cececececet cette eee ee esse ease ee eeaeeeaes 37
Differential for-Head Teachers and Department Chairpersons ........... eee 37
Co-Curricular AGVISOLS 0.0.0.0... ccc cee cece cece ee ee ee ee ee ceaeaeeeeeseeecaeaeeeeeeeeecdtceeeesenesentaeees 38
COACNES 20... cece cece cect eee cece ence ae cece cece te ceaeeeeeee cee ceaeaeeeeeseeecieaeeeeeeeescnesieeeeseeesentseees 39
Payroll Deduction Authorization ....00.00 0c cecccececte eee ee sees ease ease eeeeseeeseeeaeaeaeaeaeaeaeaeaea 42
Agency Fee Authorization o.oo... I i nnnteteerE 43
Insurance Deduction Authorization «0.0.0.0... cece cece ceeceeeeee tees ceaeeeeeeeeeenteeeeesenened 44
BY =<} (0 ]aT= 10-0 A =k - 45
MOU/Negotiation LANQUagE ......... occ ccccccecccececeeeeeeeeeeeceeeeaeaeeeeeeeeeeeeeeeseateeeeeeeeseaeaeanas 46
Delta Dental Premier Network ............ cece cece cece cece cee ee eeeeeeeectteaeeeeeeeescetseeeeseeenea 47
Ratification/Approvall o.oo... ccccccccccccccecececasaceceeacaeacaeeeeeacaeaeeeaeaeaeaeaeaeaeaeaeaeseateeeeaeeeaeeeataeas 48
Continuation of Labor/Management Committee... ccc ceceeeeeeeeeeeteeeteteeeteeeeeee es 49

Sixth Grade Considered Secondary .......... cc ceeccccecceeeeee teen tenets este tetetetttettteteteteneeeeeeee 49

AGREEMENT

AGREEMENT made between the NASHUA BOARD OF EDUCATION (hereinafter called the "BOARD") and the
NASHUA TEACHERS' UNION, LOCAL 1044, AMERICAN FEDERATION OF TEACHERS, AFL-CIO (hereinafter
called the "UNION").

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ARTICLE |

Recognition

The BOARD recognizes the Nashua Teachers’ Union as the exclusive representative for the purpose of
collective bargaining concerning wages, hours and other terms and conditions of employment of all
teachers, including teachers who are under Annual, Partial-year, Title | teachers, Part-time teachers (as
defined by the number of hours teachers are required to work commencing with the arrival of students and
ending at the end of the student day but excluding the teacher lunch period), and Continuing Substitute
teachers, employed by the BOARD as included herein:

TEACHERS

SPEECH LANGUAGE PATHOLOGISTS
SCHOOL COUNSELORS

READING CONSULTANTS

DEPARTMENT CHAIRPERSONS

SPECIALISTS

LIBRARIANS

PEER COACHES

HEAD TEACHERS

SCHOOL -NURSES

SCHOOL PSYCHOLOGISTS

SOCIAL WORKERS

TEACHER TEAM FACILITATORS

IN-HOUSE SUSPENSION TEACHERS

and excluding all other employees.
The UNION agrees to represent equally all teachers without regard to membership in the UNION.
Commencing with the date of their appointment as a continuing substitute all Continuing Substitute

teachers shall be covered by all provisions of this Agreement, in accordance with the limitations stated
therein, with the exception of the following contract provisions:

Article 6:2 Sick Leave Bank
6:10 Extended Leaves
6:11 Sabbatical Leave
7:1 Notification of Re-Employment
7:2 Notification of Assignment
77 Seniority
7:8 Reduction in Staff
7:9 Recall
10 Transfers, Vacancies and Promotions

All Title | teachers included in the bargaining unit who have a work day or work year less than the work day
or work year of a contract teacher, shall be covered by all provisions of this Agreement, in accordance with
the limitations stated therein, with the exception of the following contract provisions:

Article 4:8 Longevity
*5:1 Workers' Compensation and Pension (Pension portion only)
5:3 Health Insurance
5:6 Continuation of Insurance
8:1A.1,.2,.3. School Year/School Calendar
8:2 School Day
8:3 Planning Periods
8:4 Teaching Load/Class Size
IX** Transfers, Vacancies and Promotions

Nothing in this Agreement shall be construed to affect the right of the above Title | teachers to become a
member of the New Hampshire Retirement System. The District shall have no obligation to make a-contribution
to the New Hampshire Retirement System on behalf of any of the above Title | teachers unless the enrollment of
those teachers in the System is mandated by the System or by other provisions of State law.

NASHUA - DIVISION OF PUBLIC WORKS - ACTIVE FILES ROOM 204

Filing Capacity —
jn 12°
Active Room 204 7 —
—_— =: —s= —
Actual LFt §,336"
Nominal LFI 5,568"
Actual LFF 444'8"
Nominal LFF 464'0° 72"
4] Include Existing |
System Weight Summary Report 3
Tota! media weight 8,832.00 lbs 42"
Total equipment weight 3,774.56 Ibs —
Total picklist weight 0.00 Ibs §
Total aisle weight (15 lbs/f#) 1,027.27 Ibs 10°4° Hl
Total system (media, equipment and alste) weight 13,633.83 Ibs g
Total Foot-Print area 182,87 ft? 2
Fl
Total weight toad per square fool (avg unit load) 74.56 lbs/ft? :
Maximum Deffection Allowed is: U700 3
Weight load (line load*) under front rait 6.197.24 Ibs 453.46 Ibs/ft 5
Weight load (line load’) under back rail 5,800.11 lbs 424.40 Ibs/ft %
*Line Load calculations do not include weight of adjacent static shelving, floor, ramp, or aisles. g
é
Project Name: Nashua - Division of Public Works Project # APPROVAL i
This drawang Approved By: |=
EGAN SYSTEMS, INC. Drawn by FA
Salesperson Seale Rev level: AL Fa
TRemeremedmensttcceresnmumen | WENCIS.MARK wes Date Printed Dated. eg
04/15/2022

Copyright € 222 De S tne

Syehams, Ine i cuvetaly pecktaeted by Lew

aK

1:5

With the exception of those portions of subsections 9:1 through 9:6 applicable to the transfer rights of Title |
teachers to Title | positions within their designated area.

All Part-Time teachers included in the bargaining unit shall be covered by all provisions of this Agreement,
in accordance with the limitations stated therein with the exception of the following contract provisions.

Article 4:8 Longevity
*5:1 Workers' Compensation and Pension (Pension portion only)
6:2 Sick Leave Bank
8:2 School Day
8:3 Planning Periods

*Nothing in this Agreement shall be construed to affect the right of any Part-Time teacher to become a member of
the New Hampshire Retirement System. The District shall have no obligation to make a contribution to the New
Hampshire Retirement System on behalf of any Part-Time teacher unless the enrollment of that teacher in the
System is mandated by the System or by other provisions of State law.

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ARTICLE Il
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 "Principal", as used in this Agreement, means the responsible administrative heads of their
respective schools.

The term "Teacher", as used in this Agreement, means a person employed by the BOARD who is part of
the Unit as described in ARTICLE |.

The term "Department Chairperson", as used in this Agreement, means a teacher with single building
responsibility and supervision.

The term "Teachers' Union Representative", as used in this Agreement, means a Teacher Union Building
Representative or the alternate UNION designee who shall be part of the Unit as defined in ARTICLE I.

The term “allied fields" shall mean a closely related subject to that in which the teacher's previous
experience occurred.

Whenever the singular is used in this Agreement, it is to include the plural where the context clearly so
indicates.

The term "service", as used in this Agreement, shall mean time when the teacher is actually engaged in
teaching, together with any authorized paid leave granted pursuant to this Agreement.

A regular "School Nurse" is a Registered Nurse licensed by the State of New Hampshire employed in said
capacity to fill an approved budgeted School Nurse position which is not temporary or as provided in Article
9:9B.

A "Continuing Substitute School Nurse" is a Registered Nurse licensed by the State of New Hampshire
employed in said capacity to fill a School Nurse position temporarily vacant due to an approved extended
leave of absence, or to fill a permanently vacant position as provided in Article 9:9B.

A"Temporary School Nurse" is a Registered Nurse licensed by the State of New Hampshire employed to fill
a Temporary School Nurse position that is expected to be of limited duration.

A designated area is composed of all teachers currently teaching in a subject area. These teachers must
teach in that subject for the greater portion of their regular work day as referenced in Appendix H.

The term “Master Plan’, as used in this agreement, refers to the professional development master plan
required by the New Hampshire Department of Education and approved by the Nashua Board of Education.

ARTICLE III

Grievance Procedure

Grievance and Arbitration Procedures

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The purpose of this Article is to establish a procedure for the settlement of grievances which involve:
A. An alleged violation of a term or provision of the existing contract.

B. A grievance otherwise arising out of the employer-employee relationship involving wages, hours or
other terms or conditions of employment.

All such grievances will be handled as provided in this Article.
No grievance shall be considered under the grievance procedure unless it is presented as provided below.
A grievance must be referred to the next step as provided below or the grievance will be considered settled
on the basis of the last answer given. If a grievance is once settled in any of the following steps, it shall be
considered closed and shall not thereafter be subject to the grievance procedure or to arbitration.
All grievances over which a principal has no jurisdiction shall be submitted directly to the Superintendent
within thirty (30) school days after the aggrieved party knows, or should have known, of the act or condition

on which the grievance is based. Submission at any level within that thirty (30) school day period shall
establish the timeliness of the grievance.

Step 1.

Any teacher who has a grievance shall, with or without the Union Representative, discuss it first with the
Principal in an attempt to resolve the matter at that level.

Step 2.

If the grievance is not settled within ten (10) school days after presentation at Step 1!, the aggrieved party
shall, within ten (10) school days thereafter set forth the grievance in writing to the Principal specifying:

(a) The specific nature of the grievance and date it occurred.

(b) The provision(s) of this Agreement which is alleged to have been violated.
(c) The nature and extent of the injury, loss or inconvenience.

(d) The results of previous discussions.

(e) The basis for dissatisfaction with the decisions previously rendered.

(f) The remedy which is desired.

The grievance shall be signed by the aggrieved teacher and Union Representative before being presented
to the Principal in Step 2.

If the grievance is not received in writing by the Principal in Step 2 within thirty (30) school days after the
aggrieved party knows, or should have known, of the act or condition on which the grievance is based, the
grievance will be considered as waived. An alleged waiver will be subject to arbitration pursuant to the
provisions of this Article.

The Principal shall act upon the grievance within five (5) school days after receipt at Step 2 and shall
communicate a decision in writing to the UNION.

Step 3.

If the issue is not resolved after Step 2, the grievance shall, within five (5) school days after receipt of the
Principal's decision be submitted to the Superintendent of Schools. The Superintendent shall act upon
the grievance within a period not to exceed ten (10) school days and shall communicate a decision in
writing.

Step 4.

The UNION, no later than ten (I0) school days after receipt of the Superintendent's decision, may appeal
the Superintendent's decision to the School BOARD. The appeal to the BOARD must be made in writing

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reciting the matter submitted to the Superintendent and the basis for dissatisfaction with the decision
rendered by the Superintendent. The BOARD shall act upon the Appeal within a period not to exceed
fifteen (115) school days. The BOARD shall communicate its decision in writing to the UNION.

Failure at any step of this procedure by the Administration to communicate a decision on a grievance
within the specified time limits shall permit an appeal of the grievance to the next step. Failure at
any step of this procedure to appeal a grievance to the next step within the specified time limits
shall be deemedto be acceptance of the decision rendered at that step.

It is understood that teachers shall, during and notwithstanding, the pendency of any grievance, continue to
observe all assignments and applicable rules and regulations of the BOARD until such grievance and any
effect thereof shall have been fully determined.

Rights of Teachers to Representation

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Aggrieved persons may be represented at all stages of the grievance procedure by themselves and by a
representative selected or approved by the Nashua Teachers’ Union.

When a grievant in Step is not represented by the Nashua Teachers' Union in the processing of a
grievance, the Nashua Teachers’ Union shall at the time of submission of the grievance at Step 2 have the
right to be present and present its position in writing at all meetings with the grievant held concerning the
grievance and shall receive a copy of decisions rendered.

Arbitration

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If a grievance involving the interpretation or application of a specific provision of this Agreement has not
been settled after being fully processed through the grievance procedure above, then the UNION may
submit such grievance to arbitration by giving written notice thereof to the BOARD no later than two (2)
weeks after the completion of Step 4. The grievance shall be considered as having been settled in Step 4
unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such agreement has not been
reached within one (1) week after the receipt of such written notice submitting the grievance to arbitration,
the grievance may be referred by the UNION to the American Arbitration Association for the selection of an
arbitrator in accordance with the rules then obtaining, of said Association applicable to labor arbitrations.
Any arbitration hereunder shall be conducted in accordance with such rules, subject to the provisions of this
Agreement.

Each grievance shall be separately processed in any arbitration proceeding under this Article.
There shall be no right to arbitration to obtain, and no arbitrator shall have any power to award or
determine, any change in, modification or alteration of, addition to, or subtraction from, any of the terms of

this Agreement.

The Arbitrator selected will confer with representatives of the BOARD and the UNION. The arbitrator will
set forth findings in writing, and submit them to the BOARD and the UNION.

The operation of this grievance and arbitration agreement shall be subject to the provisions of Chapter 542
of the New Hampshire Revised Statutes Annotated.

If Chapter 542 should be held by the Supreme Court of New Hampshire to be inapplicable to employees in
this bargaining unit, this article of the contract shall be renegotiated.

School Board Grievances

3:20

3:21

3:22

The School Board and its representatives (including the Superintendent, but excluding any other
administrator) shall be entitled to file grievances against the UNION and its representatives involving the
interpretation or application of a specific provision of this Agreement. Said grievance shall be submitted in
writing to the UNION.

If said grievances cannot be resolved between the BOARD and the UNION, the BOARD shall be entitled to
submit them to arbitration. It shall give the UNION written notice thereof not later than two (2) weeks
following the date when it has been determined that the grievance cannot be settled or resolved. If said
notice is not given within the required time, the grievance will be considered as waived.

If the grievance is not received by the UNION within thirty (30) days after the BOARD knows, or should have
known, of the act or condition on which the grievance is based, the grievance will be considered as waived.
An alleged waiver will be subject to arbitration pursuant to the provisions of this Article.