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annual accrual. The employee will then be allowed to accrue vacation for that month and the
following months up to the “anniversary date.”

REQUESTING USE OF VACATION TIME:

A. Block Weeks: In written form, from up to one year and at least three (3) weeks prior to the date of
use (unless waived by the Chief of Police or designee), requests for the use of vacation shall be in
5-day blocks of an employee’s normal schedule. Less senior employees, as outlined under
Paragraph “D" below, shail check with senior personnel (if available) at least one week before
submitting vacation requests to their appropriate supervisor for approval. The senior personnel
have one week to notify the less senior employee that a conflict exists. The less senior employees
shall document this process on the request from, including not receiving a response back from the
senior employees within the one-week time frame if applicable.

B. Individual, Half-Day or Hourly Leave: Employees are allowed to use vacation in one- or half-day
or one hour increments of vacation leave at a time only upon approval of their Bureau Commander
or designee. In written form, employees are to request individual vacation days at least 3 days
prior to their use; however, supervisors may waive this time restriction.

C. Responsibilities of Supervisors: Potential workloads, manpower requirements, or any possibility
of an emergency situation are considerations of a supervisor before approving usage, as well as
the circumstances explained in Paragraphs “D” and “E” below.

1. Block Weeks: Upon receipt of the vacation request, supervisors will respond as soon as
possible, but within two (2) weeks of receipt of the block week vacation request.

2. Individual Vacation Days: Due to the limited time frame of individual vacation days,
supervisors will respond to the vacation request prior to the date of the requested use.

D. Hierarchy to Resolve Conflicts: If a conflict arises in the use of vacation time among personnel
in the Bureau/Division, the Bureau Commander or designee will use the following hierarchy in order
to resolve it:

Supervisors (Sworn & Civilian — As it relates under Paragraph “E” below.)

Assistant Supervisors
Senior Full-Time Employees
Junior Full-Time Employees

Part-Time Employees

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G.

H.

Number Allowed on Vacation at One Time/Availability of Police Officers: The number of
employees and police officers allowed on vacation within a Bureau or Division at one time shall be
determined by the Chief or designee based on the positions held. The approval of employees on
vacation within a Bureau or Division is normally not affected by the availability of police officers,
except when certain conditions exist. The below are examples, but the conditions are not limited
to the specific examples below.

Superviser-(pelice

21. Performing the Same Job: In the cases where employees perform the same duties as police
officers, and there is a minimum staffing requirement necessary to perform the essential duties
that could not otherwise be performed by others outside of the Bureau/Division, the employee’s
vacation may or may not be approved if certain manpower conditions exist. An example is the
Police Attorneys (employees) and Police Prosecutors (police officers) who perform the same
prosecution duties in court. In this situation, minimum staffing requirements allow only two
prosecutors to be on a block week vacation at any one time in any combination, and up to three
which allows the approval of an individual vacation day under special circumstances as
authorized by the applicable authority.

Partial Vacation Leave — Family Medical Leave: Employees may use partial vacation days in
any increment for payment of time used for valid FMLA incidents.

Approval of Vacation Leave Beyond Two Consecutive Work Weeks: Except as approved by
the Chief of Police or designee, employees cannot take more than two (2) consecutive work weeks
of vacation at any one time.

Final Approval:

1. Verification by Financial Services Division: Before final approval by the employee's
supervisor, the accrual of the necessary vacation time needed must be verified by the
appropriate personnel in the Financial Services Division.

2. The appropriate form will be completed by the supervisor or employee, and forwarded to the
appropriate Financial Services Division personnel.

a. Completion of Probationary Period: Employees must complete six (6) months of
continuous service before taking any accrued vacation time unless otherwise designated
in this Article.

4. Implementation and operational costs associated with each measure are then determined.
Estimated construction costs are compiled by the Energy Engineer and Operations Manager.

5. Feasibility of ECM’s (cost vs. savings) is then examined by the Energy Engineer. A draft list of
feasible ECM’s are developed based on the financials.

6. A joint meeting between Siemens and City staff will then be scheduled for mutual development
of the final list of ECM’s for proposed implementation. All stakeholders will be invited to this
meeting(s). This step may include the installation of test fixtures.

7. Based on the results of the meeting, an audit report is submitted to the City for approval to
reflect the mutually agreed upon final list of ECM’s to be funded.

Final audit reports generally include the following:
1. Description of Existing System (Baseline);
Description of Proposed System;
Calculations of Energy Savings, Cost, and Resulting Simple Payback;
Description of Scope of Work;
Commissioning Plan; and
Measurement and Verification Plan (applicable only to performance contracts).

ee

The Siemens-CDM Smith

team believes that GIS : : Foe. 8
mapping is a critical oo pat $
element of the audit phase \e

in order to 1) reconcile the *e

utility billing inventory : Pot

which does not contain any ye 4

X/Y coordinate data, 2) 4610 dig iy

create a tool for tracking
the audit, 3) to expedite :

installations by clearly °
displaying fixtures 1 T ee
converted/not converted,

and 4) to provide the :
customer with a future —_
asset management tool at the end of the project. We have used GIS mapping in all of our most recent
projects and the City of Manchester, for example, would report that GIS mapping has been a critical
component to the successful execution of the project. As a result of these experiences and positive
customer feedback, we have proposed a GIS audit for this project.

dl

The Siemens-CDM Smith team will staff our audit teams accordingly to accurately complete the work in
the timeframe that the City requires. To provide a range from comparable large LED retrofit projects we
have completed, the City of New Bedford GIS audit (9,000 fixtures) was audited in less than one month
and the Cape Light Compact GIS audit (16,000+ fixtures) took approximately four months. Each project
utilized a different number of audit teams to meet our customer-specified deadline.

9225 Bee Cave Rd www. siemens.usa.com

Building B, Ste 101 512-837-8000
Austin, TX 78733 Page 16

b. Time Available Before Use: Employees will have the appropriate time accrued before
use of vacation time is approved. Under special circumstances, an employee may be
allowed to take vacation time if it has not yet been accrued if authorized by the Chief of
Police or designee.

3. After approval, the form will be sent back to the employee’s Bureau Commander or designee,
and the employee will be notified.

|. Changed/Canceled Approved Vacation: Once a vacation is approved and the dates are to be
changed or canceled by the employee, the employee must reapply. The employee must complete
the appropriate form canceling the vacation and the entire process began again.

J. Recall of Vacation: Any approved vacation is subject to recall by the Chief of Police or designee
due to workloads, manpower requiremenis, and any emergencies that arise.

1. Non-Exempt Employees: Non-exempt employees shall be paid time and half of their regular
rate of pay for a callback when on vacation and granted an equivalent amouni off vacation time,
but no less than one day, which may be banked for future use.

2. Exempt Employees: Exempt employees do not receive overtime for a callback when on
vacation, but are granted an equivalent amount off vacation time, but no less than one day,
which may be banked for future use.

ARTICLE 14

HOLIDAYS

GENERAL POLICIES:

There are elever-twelve (4412) paid holidays per calendar year, plus Presidential Election Day, every fourth year.

A. Standard Holidays: The following are standard holidays:

NEW YEAR'S DAY INDEPENDENCE DAY THANKSGIVING DAY

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CIVIL RIGHTS DAY

LABOR DAY

CHRISTMAS DAY

MEMORIAL DAY

VETERANS' DAY

BB. Floating Holidays: The remaining three-four (34) days are determined by the-Board of
Police-GCommissioners-or- the Chief of Police in JanuaryDecember of each year. Fhese+replace

SB.

C. When Holidays are Celebrated: Holidays that fall on Saturday are celebrated on Friday, and ones
that fall on Sunday are celebrated on Monday.

D. Scheduled Day Off: If a scheduled holiday falls on an employee’s normal day off, the employee
may choose to take the holiday on_a different day in the same week that the holiday falls in, the
week prior to the holiday, or the week immediately following the holiday.

E. Qualifying for Holiday Pay: In order to qualify for holiday pay, full-time and part-time employees
who are off-duty on the day of the holiday, must have worked their last scheduled duty day prior to
the holiday and the first scheduled duty day after the holiday, or been absent on authorized leave

on either or both of these days.

"Authorized leave" is defined as an occupational injury,

bereavement leave, vacation or sick leave, jury duty, military reserve or National Guard duty, court
appearance by subpoena, or other compensatory time off, determined by the member's supervisor.

FULL-TIME EMPLOYEES:

After completing the first thirty (30) calendar days of employment, full-time employees will receive a normal
day's pay at their regular straight time rate for the above holidays. The 30-day period is waived for new
employees who were previously employed full-time by the City for a period longer than 30 days and
transferred to the Department without any break in service.

PART-TIME EMPLOYEES:

After completing the first thirty (30) calendar days of employment, part-time employees will receive a normal
day's pay at their regular straight time rate for the above holidays. However, part-time employees who are
not scheduled to work on the holiday are not eligible for holiday pay. The 30-day period is waived for new
employees who were previously employed full-time by the City for a period longer than 30 days and
transferred into the Department without any break in service.

ARTICLE 15

UNIFORMS & DRESS CODE

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GENERAL POLICIES:

It is the policy of the Nashua Police Department to provide certain guidelines to insure a professional image
in the grooming and dress of its employees. Due to tours and visits from official representatives and public
contacts, police headquarters is often open to outsiders. It is the policy of the Nashua Police Department
that its employees project a professional image with their grooming and dress.

UNIFORMS/SPECIALIZED APPAREL:

A, Requirements/Specifications: Certain employees are designated by the Chief of Police or
designee to wear uniforms or specialized apparel. They shall conform to the uniform requirements
and specifications as listed under the Nashua Police Department Rules and Regulations Manual.

B. Initial Issue: Upon employment with the Nashua Police Department, designated employees will
receive an initial issue of uniforms or as determined by the Chief of Police or designee.

C. Replacements: Within budgetary allotments, needed replacement will be issued as authorized by
the Chief of Police or designee.

CIVILIAN CLOTHING:

Employees permitted to wear civilian clothing shall conform to standards normally worn by office personnel
in professional, private business firms unless otherwise directed by a supervisor. It will be at the discretion
of the Chief of Police or designee to make a determination of acceptable or nonacceptable attire.

ARTICLE 16
INSURANCES & LONG _&SHORT-TERM DISABILITY:

MEDICAL & HEALTH INSURANCE

A. Minimum Hours Restrict: Health insurance is offered to all full-time employees or regular part-
time employees, who work a minimum of twenty (20) hours per week.

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B.

Part-Time Employees: The cost for health insurance for part-time employees is pro-rated.

C. Available Plans: Except as otherwise provided in this Article 16, upon the request of an eligible

E.

member of the bargaining unit, the City shall provide the amount of the premium specified below
for an individual, two-person or family plan, under one of the following plans offered by the City, if
available, or a comparable plan if the following plan(s) are not available:

(a) Health Maintenance Organization (HMO)

(b) The City may make additional plans available to members with benefit levels and
premium cost sharing determined by the City in its sole discretion, including, but not
limited to, carving out prescription benefits from a health insurance company to be
managed by a Pharmacy Benefits Manager.

The option of the health care plan is at the sole discretion of the City. [t is agreed by all parties
concerned that the City reserves and shall have the right to change insurance carriers. It is agreed
by all parties concerned that the city reserves and shall have the right to change insurance carriers
provided the benefits to participants are comparable and the city elects the least expensive plan
available to provide such benefits.

Should the City determine that it is in the best interests of the City to offer a “comparable” plan to
option “a”, it shall provide at least one hundred twenty (120) days prior written notice to the Union
and documentation of the cost to members and the benefits that will be provided under the
comparable plan. Should the Union determine that the proposed plan is not comparable, the
grievance shall not be subject to the grievance procedure (Article 12), and shall be submitted
directly for arbitration no later than thirty (30) days after the Union is notified of the proposed change
to the comparable plan. The grievance shall be heard in an expedited manner. The decision of
the arbitrator shall be binding on both parties.

Restrictions for Newly Hired Employees: Afterthe-signing ofthe Contract:

Newly hired employees must sign up for a minimum of one (1) year with plans “a” or “b” and may
change to another plan during the normal group re-opening period.

Comparable Plan Definition: For the purposes of this Article, a comparable plan means no
additional out-of-pocket increases to employees and no reduction in current benefits. In addition,
the plan must provide reasonable access to health services and physicians, including specialists
and hospitals

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F. Birthday Rule: Employees who are married to another employee of the city who also subscribes
to a plan will be subject to the birthday rule. The birthday rule states, whichever spouse’s birthday
falls first in a calendar year, is designated as the subscriber to any health plan.

JOINT LABOR/MANAGEMENT COMMITTEE: For the duration of this Agreement, either party to the
Agreement may request that a joint Labor/Management Committee be convened to consider the
performance of the aforementioned plans, any changes thereto.

CITY CONTRIBUTIONS:

A. For eligible members, effective upon signing of this agreement and thereafter the City shall
contribute 80% of the premium of option (a). All plans offered by the City under option (a) Health
Maintenance Organizations (HMO), shall have the following minimum co-pays:

a) Twenty Dollars ($20.00) per medical visit;
b) One Hundred Dollars ($100.00) per emergency room visit;

c) Two Hundred Fifty Dollars ($250.00) per person, Five Hundred Dollars ($500.00) per two-
person/Family Inpatient/Outpatient Facility Deductible;

d) Three (3) Tier Pharmacy Benefit of $5/15/35 ($5/30/70 mail order).

ENROLLMENT: New employees who wish to enroll in a health insurance program must enroll in one within
the first thirty (30) days of employment. Current employees who want to change their carrier or to subscribe
to another program can only do so during an annual “open enrollment” period or as otherwise provided.

ANNUAL AUDIT: The City of Nashua hereby agrees to conduct a yearly loss ratio analysis of all Health
Insurance plans offered to employees and return all employee overpayments in the form of a Health
Insurance Premium Holiday at the completion of the analysis.

LIFE INSURANCE

GENERAL POLICIES: Employees who work at least thirty (30) hours per week may participate in the term
life insurance program. The benefit is equal to one and a half (1.5) times an employee’s annual base pay
with the City paying one hundred (100%) percent of the premium.

OPTIONAL TERM LIFE: Optional term life is available at full cost to the employee.

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WHOLE LIFE: Whole life is available at full cost to employees who work twenty (20) hours or more per
week.

DENTAL INSURANCE

CONTRIBUTIONS: The City will pay one hundred (100%) percent of the premium for a one- or two-person
dental plan such as Delta Dental. Employees electing to participate in a family plan will pay the difference
between the cost of a two-person and a family plan.

PART-TIME EMPLOYEES: Regular part-time employees working a minimum of twenty (20) hours per
week are eligible to enroll on a pro rata basis.

HIGH OPTION PLAN: Those employees covered by Dental Insurance under this article may elect to
participate in the High Option Plan available through Delta Dental. The employee shall be responsible for
paying the full additional premium cost for the High Option Plan.

OPEN ENROLLMENT: Employees who wish to change carriers may do so during open enrollment.

LONG TERM DISABILITY (LTD)

Employees who are covered by this Agreement may be eligible for Long-Term Disability under the City’s
Long-Term Disability Plan in accordance with the provisions thereof as the same may be amended from
time to time. There shall be no cost to the employee for this benefit.

SHORT TERM DISABILITY

The City of Nashua will offer Short Term Disability coverage to all employees covered under this CBA.
Participation in this program will be completely optional and funded entirely at the employee's expense.

SICK-LEAVE & SICK LEAVE BANK

TRANSFERS FROM ANOTHER OUTSIDE BARGAINING _UNITOR-OTHER-CI-YDEPARTMENT:

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Eullti me-omp ford ther! . . ide-of-the D
from-anether City Deparmentwithout any breaks in Gity semice wil be permitted to retain their sick loave
accrual-balances.-Hewever-_iheywill net be_permited te-use_themtas_sick_ days under this-_articie untit
completion of sh16} menths_of continuous Deparmentemployment

FULL-TIME EMPLOYEES:

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