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8:5

G.

3. A “period of class instruction” and a “class preparation” do not include a period of up to
twenty (20) minutes to provide students with opportunities for advisory, co-curricular,
make-up, enrichment or extra help, with time provided for preparation during the school
day. A joint labor-management committee will be formed to assess the effectiveness of
how this time is used.

1. Recognizing that class size is an important factor in providing quality education the
BOARD will make reasonable efforts to meet the minimum standards established by the
New Hampshire State Department of Education.

2. At the elementary level, class sizes shall not exceed the following:
Kindergarten 23
Readiness 18
Grades | & Il 27
Grades III-V 30

3. At the secondary level teachers shall be limited to a maximum of thirty-one (31) pupils per
subject class (forty (40) pupils for physical education) except for (1) study halls, band,
chorus, and similar activities and (2) programs of team teaching, large group instruction,
educational television, film instruction, group lectures and similar instructional methods.

Class size will be determined on the first school day in October of each school year. The
overage formula provided in Article 8.4.D.6 shall be paid for any overage experienced
between the first day of school in September and October 1, provided that the overage(s)
during that period continue beyond October 1.

5. No secondary school counselor shall have more than a total of 325 students. School
counselors at Nashua High School shall have no more than a total of 300 students. The
BOARD agrees to implement the state standards for elementary school counselor
student loads.

6. In the event a class size with the exception of Kindergarten and Readiness classes as set
forth in this Article 8:4D is exceeded after the first school day in October, the teacher of
said class shall receive additional compensation for each excess pupil for the time such
excess exists computed according to the following formula: For the first two excess
pupils, Elementary -- Three times (number of school days the excess pupil is enrolled in
the class) times [(the District average teacher base annual salary divided by 184 days)
divided by the maximum class size as set forth in this Article 8:4D)]; Secondary -- Three
times (number of school days the excess pupil is enrolled in the class divided by 5) times
[(the District average teacher base annual salary divided by 184 days) divided by the
maximum class size as set forth in this article 8:4D)]. For the third and fourth excess
pupil, two times the formula set forth in the first sentence of this section. For the fifth and
sixth excess pupil, three times said formula. For the seventh and eighth pupil, four times
said formula.

Average teacher base annual salary shall be determined by the combined salaries paid in
accordance with the Teacher Salary Schedule to all full-time Annual and Continuing
Contract, Federally Funded Special Education, and Continuing Substitute teachers, other
than school psychologists and school nurses, in active service with the District on the first
day of the school year divided by the number of said teachers. The payment for excess
pupils shall be made in a lump sum within thirty (30) days of the conclusion of each
semester of each school year.

At the secondary level with the exception of physical education and those exceptions noted under
8:4D.3 above, no teacher shall have a teaching load in excess of 150 per grading cycle. Load will
be determined on the first school day in October of each school year.

The BOARD will limit assignments in computer, secondary science, business, FACS (family and
consumer science), industrial arts and Career and Technical Education (CTE) courses so that the
number of students will, within a 10% margin, not exceed the number of students who can be
accommodated by the number of student work stations. Load will be determined on the first school
day in October of each school year.

A six-hour per day aide for each four sections of kindergarten will be provided.

Student Health

A.

Eye testing shall be done by professionally trained personnel.

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8:8

9:1

9:2

9:3

B. A full time nurse shall be assigned to each large school to care for children who become ill and to
carry out a program of health education through lecture and demonstration.

C. Weighing and measuring of children shall be done, or supervised, by the school nurse.

Scholarship and Standards

Teachers shall maintain the right and responsibility to grade pupils based upon records maintained by the
teacher with respect to each pupil.

Job Descriptions

All employees under Article 1:1 shall have a job description. IfAwhen the District updates its job descriptions,
it will seek input from the Union. The final determination of all job descriptions will, however, remain a
management right, reserved solely to the Board of Education.

Parent-Teacher Conferences

Parent-teacher conferences are to be held as deemed necessary by the teacher, a parent, or in individual
cases, the principal.

ARTICLE IX

Transfers, Vacancies and Promotions

Definitions

A. A promotional opportunity shall be defined as the positions within the collective bargaining unit of
head teacher or department chairperson, and positions outside the collective bargaining unit
which require greater supervisory responsibility, authority, and leadership skills.

B. A transfer shall be defined as a geographical change from one school to another to non-
promotional positions within the bargaining unit, or a change from the designated area in which the
teacher spends the greatest portion of the teacher's regular work schedule to another designated
area.

C. An intrabuilding reassignment shall be defined as a change in assignment within a designated
area within a school.

D. A permanent vacancy is a vacancy in a position which is not eliminated by the District, and which
occurs by reason of retirement, resignation, death, or other permanent termination of employment;
or a new position.

Postings

A. Promotional opportunities and other District teaching opportunities because of vacancies and new
positions which the BOARD wishes to fill on a temporary or permanent basis shall, except in an
emergency, be posted for ten (10) calendar days prior to the positions being filled. All notices shall
be posted in the administrative office, and shall also be sent to the UNION by email and included
in email communication such as iNews or other school newsletters when posted. All posting
notices referred to herein shall delineate the duties, rate of compensation, and qualifications for
the position. All applicants not selected for promotional positions will be notified of the BOARD'S
decision in writing.

B. A list of known permanent vacancies for the following school year will be posted annually in each
school by April 15 and again by the last day of the pupil school year. Teachers desiring to be
considered for such vacancies will submit a letter to the Human Resources Director by May 5 for
the April 15 posting, or by June 30 for the last day of the pupil school year posting.

Transfer Requests

Teachers who desire a change in teaching or building assignment may file a written request with the District
Human Resources Office not later than May 31 of the school year preceding the school year for which the
change is desired. Such request shall be considered valid for one (1) year as a bona fide request for
change.

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9:5

9:6

9:7

9:8

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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9:10

9:12

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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Board of Aldermen Page 5
September 27, 2016

to learn that there was some belief that the Welcoming America Initiative was bringing in a political
agenda. | know that not to be the case. | encourage you all tonight to do the right thing and bring
forward the resolution in either the Mayor’s newly amended form or the original form that he presented a
couple of weeks ago to put Nashua on the map as not only the state’s most diverse city but to really
support the efforts that many people in this community have been making for a very long time and to say
we welcome, we support and we applaud the risks that are taken for people that weren’t born here to
come here and pave a new way and show us all something different and enhance all of our lives as a
result.

Ms. Lauren Osowski, 14A Artillery Lane

| am also here representing the Adult Learning Center. We are asking you to support the Welcoming
America Initiative presented by the Mayor. Not only will it reinforce Nashua as a Welcoming City for our
1,110 students representing 74 different countries, it will open doors for the Adult Learning Center as an
organization. By joining the Welcoming America Initiative network non-profits such as the Adult Learning
Center will be eligible for additional resources, grants and networking opportunities. Please support the
original resolution to make Nashua a Welcoming City and join the Welcoming America Initiative to open
doors for our city.

Ms. Tracy Hatch, 31 Pennichuck Street

| am here representing not just my own personal opinion but that of the Greater Nashua Chamber of
Commerce in strong support of R-16-068. | got an e-mail this evening from Alderman Moriarty asking
me...telling me that he hoped that | had made mistake in sending in the letter of support from the
Chamber of Commerce the first time around and wondering if | truly knew what | was getting involved
with and whether the Chamber knew and | want to say emphatically that yes, we did. We and my Board
have taken a position in strong support of being a Welcoming City. Not because it’s a social service or a
social issue, although we do think that’s important, but because of the economic imperative for our
community. The Welcoming America Initiative, to clarify, is a non-partisan organization. Their goal, if
you look at their website and | have spent an extensive amount of time this evening doing that, not for
the first time, fosters opportunity for all to become a more prosperous community by making everyone
who lives in the community feel like they belong. Transforming communities into vibrant places where
people respect each other and everyone’s talents are valued and cultivated. That is not partisan and
that’s not left wing. This was the first time in my life anyone’s even come close to telling me that | am left
wing. | didn’t know whether to laugh or cry at that one. It doesn’t say anything about illegal immigrants
and amnesty. A few rhetorical questions...does anyone here think our current immigration policy is
working? Does anyone here think that conversations about that issue would be better if we had more
and not fewer people involved in that conversation? Does anyone here really think that adopting this
resolution as introduced means that Nashua is expected to solve that issue or even to take a position on
it because | don’t? This resolution is about being welcoming and opening the doors for economic
opportunity and development in our community. Our Chamber right now is involved in conversations
both with India and with Israel about bringing economic development and opportunities here to our city.
How much more difficult will it be for me to talk to them about that if our Board of Aldermen says we are
sorry, because we think there is some hidden something somewhere on a website of some national
organization we are going to say that we are not welcoming. That’s not what | think you all believe. |
hope that’s not what you all believe and | hope that you will also support the resolution as originally
introduced by our Mayor.

Rev. Tom Woodward, 36 Hampton Drive

| come to you because | kind of reacted very strongly to an e-mail that | got last Tuesday but | see the
Mayor’s motion as being emerging out of what we are as a community and I’ve seen Welcoming America
influence many different things in the community from the Adult Learning Center to the United Way and
the work of the Granite State Organizing Project, all directed towards welcoming and shaping our

EQUIPMENT SPECIFICATIONS

Rooms 231 & 204
¢« Room 23]
* (4) sections 48Wx36Dx/6H for Rolled Maps
* (A) sections 48Wx24Dx/6H for file folders
* (6) sections 48Wx32Dx/6H for boxed storage
* (30) Draws for flat files
« Room 204
* (4) sections 48Wx16Dx76H for Rolled Maps
* (A) sections 48Wx24Dx/6H for file folders
« (4) sections 48Wx32Dx/6H for boxed storage

12:3

12:4

12:5

12:6

12:7

12:8

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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12:10

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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13:1

13:2

13:3

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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