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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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9. The number of leaves granted under this Article shall not exceed I% of the number of
teachers eligible for sabbatical leave. In the event a request for sabbatical leave is
denied, the Superintendent shall, within fifteen (15) days of the denial of the request, give
a written explanation of the reasons for the denial to the teachers involved.

B. A teacher may be granted sabbatical leave to pursue enrollment in courses as specified under
5:8D subject to the remaining provisions of Section A.9 above. This benefit is limited to a total of
two (2) teachers per contract year, in addition to the allotment of sabbatical leaves provided under
Article 6:11A of the sabbatical leave provision, and shall be provided to current employees only. In
the event the number of leaves taken under Article 6:11A above is less than the number of
sabbatical leaves for which the unit is eligible, the number of sabbatical leaves for which the unit is
eligible under this Article 6:11B shall be increased by the number of leaves under Article 6:11A for
which the unit is eligible less the number of sabbatical leaves taken under Section 6:11A.

Court Appearances

A teacher who is subpoenaed as a witness in a civil or criminal case related to their employment in the
District, or who is called for service on a jury, will be granted the difference between the fee received for
such service, excluding court reimbursement for mileage, meals and lodging, and the amount of earnings
lost by reason of such service. Satisfactory evidence of the fee received exclusive of mileage, meals and
lodging reimbursement, must be submitted to the Payroll Office for the differential to be granted. Any
teacher asked by the District to testify in any judicial proceeding shall be granted released time without loss
of pay or benefits.

ARTICLE VII

Employment Status

Notification of Reemployment

Teachers will receive notification of the intent of the BOARD to re-employ them by letter, no later than the
date established by state statute, and teachers will indicate their intention to return, subject to the
conditions of the master agreement no later than fifteen (15) days immediately the notification date referred
to above.

A teacher will make a good faith effort to give the District Human Resources Office within at least forty-five
days written notice if the teacher intends not to resume the teacher's position with the District for the
beginning of any school year.

Notification of Assignment

A. The administration shall notify teachers of their tentative assignments, including subject area,
grade level, where applicable, and the name of the course(s) for the coming school year, not later
than May 25 of each year.

B. Information regarding academic level of classes and tentative courses shall be available by August
1 from building principals at the school building. In the event that changes in such schedules are
proposed after August 1, teachers affected willl be notified promptly. Where possible materials
shall also be made available at the school building upon request by the teacher.

C. All tentative assignments in this article are subject to revision by the Superintendent as
educational and budget needs dictate.

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Certification

A.

School nurses and speech language pathologists must meet their occupational professional
licensing and/or certification requirements.

All other teachers shall meet federal, state and NH Board of Education requirements and
regulations for their positions, and be assigned to teach within the scope of a valid certificate
issued by the State Department of Education.

Staff_ Development

A.

School nurses, by virtue of their registered nurse licensing requirements shall be exempt from staff
development under the Professional Development Master Plan.

All other teachers, excluding school nurses, shall be required to meet the requirements of the
Nashua School District Professional Development Master Plan.

The membership of the Professional Development Master Plan Committee shall include an equal
number of teachers appointed by the Nashua Teachers’ Union and representatives appointed by
the Superintendent of Schools. The Superintendent's appointments may include administrators,
teachers, a parent/community member(s), a para-educator(s), and/or a member of the Nashua
Board of Education.

Evaluation of Teachers

A.

Teacher

All observations by a supervisor of the work performance of a teacher in a classroom shall be
made openly.

When a supervisor enters a classroom of a teacher engaged in teaching it will be assumed the
teacher is being observed for purposes which may include evaluation.

When a supervisor makes and signs a written evaluation of a teacher it will be shown to the
teacher, who will acknowledge receipt thereof in writing; this shall not necessarily be interpreted to
indicate the teacher's assent; if the teacher disagrees with all or any part of the evaluation the
teacher may file written comments in the teacher's personnel file. There shall be no obligation to
respond to the teacher's comments and a non-response shall not be interpreted to indicate
agreement with the teacher's comments.

All evaluations will be in accordance with the evaluation forms and procedures adopted in the
Professional Development Master Plan prior to the start of a school year.

Personnel Files

A.

Seniority

Each teacher shall be entitled to knowledge of and access to supervisory records and reports of
competence, personal character and efficiency maintained in the teacher's personnel file with
reference to evaluation of the teacher's performance in such school district.

The BOARD shall provide to each teacher copies of the records and reports described above.

In the event that the BOARD removes from the teacher's file materials which it deems to be
confidential, a dated notation will be placed in the file stating which materials have been removed.

Upon 24 hours' notice each teacher shall have the right to review and reproduce material in the
teacher's personal file.

The teacher shall have the right to answer any material filed, and the teacher's answer shall be
reviewed by the Superintendent and the answer shall be attached to the file copy.

Reproductions of such material may be made by hand, or copying machine if available.

Any item contained in a teacher's file to which a teacher has not been given access shall not be
utilized in any legal proceeding against the teacher.

A teacher shall be given upon request a receipt for all transcripts, medical forms and all other
material submitted to the District.

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The term seniority for the purposes of layoff and transfer shall mean accrued time in service as
defined in article 2:8 in a designated area as set forth in Appendix H which occupies the greatest
proportion of the teacher's regular work schedule.

The term seniority for the purposes of longevity and recall shall mean accrued time in service as
defined in Article 2:8 in the District.

All accruals of time in service shall be based on the following:

1. In the event of authorized unpaid leave or suspension the teacher shall retain such
seniority as was accrued on the date of the authorized unpaid leave or suspension but
shall commence further accrual only upon return and shall not accrue seniority during
such leave or suspension period.

2. In the event of layoff the teacher shall retain such seniority as was accrued on the date of
layoff but shall commence further accrual only upon return and shall not accrue seniority
during such layoff. If the teacher exhausts his/her recall rights, the teacher shall lose all
accrued seniority. Unit members who transfer out of the unit into another District position
shall lose all accrued seniority after two years in such position.

3. In all cases of permanent termination of employment with the District, the teacher shall
lose all accrued seniority.

For the purpose of accruing seniority, the percentage of the teacher's regular work schedule in
relation to the work year of a full-time teacher will determine the yearly credit or proportion thereof.

In the case of Title | and Part-time teachers, the ratio of the teacher's total annual duty time to the
total annual duty time of a full-time teacher will determine the yearly credit or proportion thereof.

Continuing Substitutes do not accrue seniority except that a Continuing Substitute who teaches
one or more semesters in a designated area and who is then appointed with no break in service
following a continuing substitute assignment to a full-time position in the same designated area
shall retain all time in service as a continuing substitute for purposes of determining seniority.

Should two or more teachers be equal in terms of seniority as defined for layoff, seniority as
defined for recall shall prevail in determining seniority. In the event two or more teachers are equal
in terms of both definitions of seniority, the date of BOARD action on the hiring of the teachers
shall prevail in determining seniority. If all of the aforementioned are equal, seniority shall be
determined by District discretion.

Reduction in Staff

The provisions of this Article 7:8 shall apply only on occasions when the total number of permanent
positions in a designated area is reduced. On those occasions when there is such a reduction in the total
number of permanent positions, the following procedures will be used:

A.

B.

Staff reductions will first be accomplished through attrition of staff.

Teachers who are not on a continuing contract with the District will be terminated prior to teachers
who are on a continuing contract with the District. The District reserves the sole discretion to
choose the order in which teachers who are not on a continuing contract with the District will be
terminated.

Should staff reductions extend to teachers who are on a continuing contract with the District, all
teachers who are currently teaching in the designated area being reduced, excluding Part-time,
Title | and Continuing Substitute teachers; and seniority of teachers shall be considered in
reaching a decision.

The teacher with the least seniority shall be laid off first unless a more senior teacher's level of
performance, in ascending order of seniority, is significantly inferior to the junior teacher. The first
more senior teacher whose level of performance is determined to be significantly inferior to that of
the least senior teacher shall be the teacher laid off. If more than one teacher is to be laid off in a
designated area, the District shall first compare in ascending order of seniority, the least senior
teacher with the more senior teachers. Once a determination is made with respect to that teacher,
the next most junior teacher shall be compared to the remaining more senior teachers in
ascending order of seniority. This process shall continue until all teachers who are to be laid off
are determined.

In instances where a more senior teacher is significantly less qualified solely because of the
teacher's experience and training related to the remaining available positions in the designated

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area, the District shall make a good faith effort to reassign teachers in said designated area being
reduced in accordance with the teacher's qualifications so that the senior teachers may be
retained. In reassigning teachers in order to insure, as much as possible, that a junior teacher(s)
does not displace a senior teacher(s) the District shall reassign teachers in such a manner that if it
is necessary for the junior teacher(s) to displace a senior teacher(s), as much as possible, the
more senior teacher(s) is retained.

If after such reassignments the junior teacher(s) is still significantly more qualified than a senior
teacher, the senior teacher may be laid off first. Qualifications shall be determined by experience
and training related to the remaining available positions in the designated area.

D. Part-time teachers shall be placed in a pool for the purpose of layoffs in part-time positions. The
same procedure as that contained in Section C above shall be followed.

E. Title | teachers shall be placed in a pool for the purpose of layoffs in Title | positions. The same
procedure as that contained in Section C above shall be followed.

F. Should a teacher who has seniority in more than one designated area be laid off in a given
designated area, that teacher shall be considered in the pool of teachers in the alternate
designated area(s) for the purpose of reduction in staff under the same provisions as contained in
Article 7:8C.

G. A teacher employed in a position that does not require a specific certification area or designated
area in Appendix H, will be considered to be in the designated area in which the teacher holds
certification (last taught). The teacher will accrue seniority in both his/her current position and in
his/her area of certification.

Recall

Laid-off teachers shall be placed on one of the three separate recall lists, one for teachers including
contract and Federally-funded Special Education teachers, one for Title | teachers, and one for Part-Time
teachers. Recall rights will be implemented for each category separately. The teacher with the greatest
seniority shall be recalled first for a position for which the teacher is both qualified and certified, and which
falls in the recall pool category in which the teacher is placed. Teachers including Contract and Federally
Funded Special Education teachers also shall have recall rights within the Part-Time teacher pool if the
teacher so chooses and if there are no Part-Time teachers in the pool. However, a teacher including a
contract or Federally Funded Special Education teacher electing recall to a part-time position shall lose all
recall rights in the teacher including contract and Federally Funded Special Education recall pool until the
conclusion of the school year in which they assume the position or until the position is discontinued,
whichever occurs first. Laid-off teachers shall be retained on a recall list for three years, exclusive of any
time spent filling a temporary vacancy, or, in the case of a teacher including a contract or Federally
Funded Special Education teacher, a part-time position. A teacher who is on a recall list shall be entitled
to take a temporary position for which the teacher is qualified and certified and which falls within the recall
pool category in which the teacher is placed, provided that if a teacher elects to take a temporary position,
the teacher shall be obliged to fulfill the term of service called for by the temporary vacancy, and shall be
returned to the recall list only after completion of that service.

Any teacher who accepts any permanent position with the District, or who is offered a permanent position
with the District for which the teacher is certified and qualified and who refuses the offer, shall be taken off
the recall list, except that if a Part-Time teacher is offered a permanent position of lesser hours than the
teacher normally worked at the time of layoff and refuses the position, the teacher shall retain the recall
rights contained in this section.

Notice of recall shall be made in writing by certified mail return receipt requested to the last address which
has been placed on file by the employee in the Human Resources Office. A simultaneous notice of recall
shall be provided the UNION.

A teacher who is recalled shall in writing within 15 calendar days of the receipt of the notice or 30 calendar
days from the date the notice is mailed, whichever is sooner, give notice of intent to accept the position. If
the teacher does not respond within the aforementioned time period, the teacher will be considered as
declining the position and will be removed from the recall list. The next eligible teacher, if any, then shall
be given notice of recall.

Discrimination

There shall be no discrimination against any teacher because of the teacher's UNION activities or because
of the teacher's membership in the UNION, or because of the filing of any grievance under this contract.

Tuberculosis Screening

21

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8:1

Consistent with the current advisory of the State of New Hampshire, Department of Health and Welfare,
Division of Public Health Services, teachers who have met the requirement of the BOARD'S pre-
employment or prior post-employment tuberculosis screening will not be required to have further screening
while in the continuous employ of the District. All teachers shall comply with future advisories on
tuberculosis screening issued by the Division of Public Health Services. The BOARD will provide screening
services required after employment but not before employment through the BOARD'S own agents.

ARTICLE VIII

Terms and Conditions of Employment

School Year - School Calendar

A. The school year shall be developed from the following criteria:

1.

2.

180 pupil days

Four days for teachers and nurses new to Nashua School District, and one day for
teachers and nurses experienced in the Nashua School District. These days shall be
immediately preceding the opening of the pupil school year to be used as pre-school
planning and organizing days, and for orientation.

Two (2) days during the school year may be used as parent and/or teacher conference
days for teaching personnel to schedule conferences with parents and/or other teachers
for the purpose of examining and discussing individual pupil progress; and/or may be
used for in-service work; and/or may be used as training days for the purpose of updating
and improving the professional skills of all teaching personnel. One of these days may be
used by first grade teachers for conferences required in lieu of report cards. If one of
these days is scheduled for parent conferences, the BOARD may at its discretion,
determine the time of day the conferences will be held except that in no instance shall the
hours so scheduled exceed the total hours required of a teacher on a-regular school day.
None of these days will be scheduled during the established school vacation periods.
Prior to the holding of such days, the Superintendent shall furnish the teachers with a
written schedule of proposed activities.

In general, the in-school work year for teaching personnel will not exceed 184 work days.

The total number of days referred to in Section A is exclusive of days on which school is
closed as a result of weather or other emergency conditions.

Title | teachers may be obliged to make-up school days lost due to weather or other
emergency conditions. If schools are on a delayed opening or early closing, Title |
teachers, except for Title | nursery school teachers, shall work the same schedule as they
usually work and be paid for their normal work day except that they shall report to work
and/or leave work on the modified schedule.

A secondary guidance counselor(s) may be required to work up to an additional five days
at the discretion of the respective assistant superintendent. Such additional work days
shall be scheduled within ten week days immediately preceding the first day of the
teacher work year. Guidance counselor(s) from within the building where such additional
work is required who volunteer for such work will be assigned first, and then involuntary
assignments will be made as necessary. If involuntary assignments are necessary,
where possible, such assignments will be rotated from year to year among a building's
guidance personnel. Secondary guidance counselors will be paid at a per diem rate of
1/184th of their base annual salary for each additional day scheduled, or in the case of an
elementary guidance counselor, a portion thereof for work done with a minimum of three
hours pay.

School psychologists and speech language pathologists may be required to work ten
additional days, and will be paid at a per diem rate of 1/184th of their base annual salary
for each additional day worked.

B. School Calendar

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