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2. Part-Time-Employees-hired-on-or-after September 16,-2003:—For empleyees hired on_or
ynused-sick-leave-balance accrued up te the date of retirementideath.

ARTICLE 17
SICK LEAVE & SICK LEAVE BANK

TRANSFERS FROM ANOTHER OUTSIDE BARGAINING UNIT OR OTHER CITY DEPARTMENT:

Full-time and part-time employees who transfer from another bargaining unit outside of the Department or
from another City Department without any breaks in City service will be permitted to retain their sick leave
accrual balances. However, they will not be permitted to use them as sick days under this article until
completion of six (6) months of continuous Department employment.

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FULL-TIME & PART-TIME EMPLOYEES:
A._ Accruals per Month & Year:

1. Sick leave is accumulated at +25 (10 hours}-days per month for the full time employee as
defined in Article 3Q 40-houra-weel_empleyes provided the employee has been employed
pHerto-and-ineludingon -the 15' of the month. Total accumulation per year is 15 days (120)
hours for the 49-hour-a. full-time employee.

2. Part-Time Eemployees, as defined in Article 3P-vhe-werktess than 40 hours per week shall
receive prorated sick day accruals based on hours in a normal work day and will reach

maximum accrual caps based on full-time accruals for employees.

B. Sick Leave Deductions: For the purposes of this article, a one-day sick leave deduction shall be
the employee’s normal work day hours.

C. Maximum Accruals:

® Employees Hired Prior to 9/16/03:
® Employees can accrue up to a maximum of 1080 sick leave hours.

° Employees hired on or after 9/16/03:
@ Employees can accrue unlimited sick leave hours.

D. Death Payments _For Full-Time_& Rart-Time-EmpleyeesPayment on Death, Retirement, or
Resignation {after 15 years of service for resignations):

Employees Hired Prior to 9/16/03:

e Anemployee will receive 100% of the employees’ sick leave accrued balance; however, the
total payout will not exceed a total of 720 hours. (Payable to the beneficiary in case of

death.)

Employees hired on or after 9/16/03:

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e Anemployee will receive 20% of the employees’ sick leave accrued balance; however, the
total payout will not exceed a total of 720 hours. (Payable to the beneficiary in case of death.)

In the event of the death of an employee, the employee’s beneficiary (as specified in writing by the

employee on an approved form — Appendix B “Designation of Beneficiary Form”) will be entitled to

the payout as outlined above (accrued up to the date of death, calculated at the current rate of pay).

100S--of the-employee’s_sick leave balance {subject to the_madmum_acerual of 726 hours}

accrued. upte the date of death_calculated-atthe-currentrate-of- pay.—If a deceased employee has
not designated a beneficiary, the accrued sick leave will be paid the employee's estate.

In the event of retirement-or resignation (after 15 years of service for resignations) the employee
will be entitled to the payout as outlined above (100% ef the employee's siclteave balance (subject
to the- maximum-_accrual of 720 hours) (accrued up to the date of retirement or resignation,

calculated at the current rate of pay).

GENERAL SICK LEAVE POLICIES:

A.

B.

C,

Completion of Probationary Period: A newly hired Department employee is not entitled to
payment for sick leave until completion of a six-month probationary period, and such payments
may not be applied retroactively.

Payment for Accrued Sick Time: Employees must have the appropriate time accrued before use
of paid sick time is approved. At no time shall an employee be paid sick time if it has not yet been
accrued,

Unpaid Leave of Absence: During an unpaid leave of absence, an employee does not accrue
any sick time.

USE OF SICK LEAVE:

Employees taking sick leave are required to follow the procedures as specified in the Department's Rules
and Regulations Manual.

LOSS & REINSTATEMENT OF SICK LEAVE:

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SIEMENS

Fixture Selection/Energy Savings Analysis

Fixture Selection

Siemens is familiar with both the quantitative and the
qualitative benefits of converting from an HID street
lighting system to an LED street lighting system. The
improvements to the quality of light are founded on the
fact that the system operates in a Mesopic
environment’, and that each lamp type (HPS, MH, MV,
and LED) provides light that is perceived differently by
the human eye. Under the conditions present in a
roadway lighting system, the LED solution can have an
initial lumen output from the fixture that is less than that
of its HID counterpart, and still produce the same
perceived environment depending on the
Scotopic/Photopic (S/P) ratio, which is a correction factor determined by the spectrum of the light
source, as recognized by the industry.

The Siemens’ fixture selection approach is based on the perceived lumen methods, created by the
Lawrence Berkley National Laboratory in July 1995*. This approach has allowed Siemens to maximize
energy savings for customers without sacrificing the quality of the lit environment. While energy
savings is a driving factor for a system conversion, Siemens believes that a properly lit environment is as
equally important as the energy & cost savings LED brings to the customer.

Siemens prefers to use new fixtures over retrofit kits when converting from HID to LED. However, in
some instances using an Original Equipment Manufacturer (OEM) retrofit kit that has been designed for
the existing fixture does make sense. Typically this is done only in the decorative styles, which usually
account for 5% or less of the entire project scope.

All fixtures selected by Siemens are DLC listed, which is the base requirement set forth by Eversource in
order for the customer to get rebates for installing more efficient fixtures. Past projects in New
Hampshire have shown that Siemens is able to install fixtures that get the customer the maximum
amount of energy efficiency rebates.

Siemens’ design philosophy is to assist our customers in determining the appropriate balance between
lighting levels and energy savings. This is a collaborative process which utilizes relevant design
guidelines such as the Illuminating Engineering Society of North America (IESNA) RP-8 guidelines. RP-8
recommends wattages based on route classification and level of pedestrian conflict. Some roads may
transition from commercial to residential and the lighting levels adjust accordingly. Additionally, the
community’s goals and site-specific variations would be taken into account, such as school areas,
crosswalks, or public safety/crime issues. Siemens will provide various options and the financial
considerations associated with each to aid in the decision making process. The end product should be
relatively uniform lighting levels based on street classification and pedestrian activity.

* Luminance Levels ranging from 0.005 cd/m? —5 cd/m*
2 Reengineering of Lighting Photometry, $.M. Berman, LBNL-42327-L-213

9225 Bee Cave Rd www. siemens.usa.com
Building B, Ste 101 $12-837-8000
Austin, TX 78733 Page 17

Loss of Sick Leave: Except in the case of death, accrued sick leave shall be lost if the employee
resigns, is discharged, released, or laid off.

Reinsiatement of Sick Leave: An employee who resigns but returns to employment within three
(3) years will have his or her sick leave balance reinstated.

. Personal Yearly Sick Bank: -—Employees-Hired-Prior-to-September-16,-2003:—Employees
fired prietie September 16,2003, who are subject to a sick leave accrual cap as outlined under
this Article, shall be allowed to accrue beyond the cap during a calendar year.

1. At the start of every new year, the sick leave accrual balance will be brought back to the
employee’s maximum accrual amount as outlined under this Article. Beginning in January of
every year, employees will be able to again accrue sick days as outlined in this Article over and
above their cap during the applicable calendar year, and the process will begin again.

2. Said accrued sick leave days over the specified cap shall at no time be allowed to carry into
the ensuing calendar year.

. Abuse of Sick Leave — First Offense: Full-time employees, who abuse sick leave, shall forfeit
80 hours (for 40-hour-a-week employees), 75 hours (for 37 1/2 hour-a-week employees), or 70
hours (for 35-hour-a-week employees) of accrued sick leave for a first offense. (if the entire 80,
75, or 70 hours as specified previously cannot be deducted from the accumulated total due to the
accrual amount, the negative balance will be carried over until the entire 80, 75, or 70 hours can
be deducted.) Part-time employees, who abuse sick leave, shall forfeit accrued sick leave for a
first offense prorated based on full-time forfeitures contained within this paragraph.

Abuse of Sick Leave - Second Offense: For the second offense, full-time employees shall forfeit
96 hours (for 40-hour-a-week employees), or 90 hours (for 37 1/2-hour-a-week employees), or 84
hours (for 35-hour-a-week employees) of accrued sick leave. (If the entire 96, 90, or 84 hours as
specified previously cannot be deducted from the accumulated total due to the accrual amount, the
negative balance will be carried over until the entire 96, 90, or 84 hours can be deducted.) Part-
time employees, who abuse sick leave, shall forfeit accrued sick leave for a second offense
prorated based on full-time forfeitures contained within this paragraph.

DEATH REHREMENT RAYMENTS FOR-FULL-HME- EMPLOYEES:

Upon-retirementtrem-the City orin the event ofthe death of an-employee,-the-empleyee-orthe-ompleyee’s
beneficiaryas_specified in writing by the employee-on-an-approvedtonn—Appendix-C—Designation-_of
Beneficiary Form} will be entitled to a percsentage-as_specified below of the unused balance of sick leave,

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SICK LEAVE BANK:

All non-probationary full-time and part-time employees covered under this Agreement shall maintain and
contribute to a Sick Leave Bank on a voluntary basis from their unused sick leave accrual balance
(Appendix BC — “Sick Bank Transfer Form”). A Sick Leave Bank Committee appointed by the Union shall
establish the rules, standards, and procedures of the Sick Leave Bank.

Said rules, standards, and procedures shall be provided to and approved by the Chief of Police before
implementation and operation of the sick Leave Bank by the Union. Once the rules, standards, and
procedures have been approved, the Sick Leave Bank usage shall not be subject to the grievance
procedure.

Employees shall hold harmless the Commission, the Department, and the City for any decisions made by
the Sick Leave Bank Committee once installed.

ARTICLE 18
BEREAVEMENT LEAVE

DEFINFHONS:

B.—_Tthe Ghiefs “Designee"is-a Deputy-Chief orthe Bureau-Commander_tn the absence of a Deputy
Ghietorthe Bureau -Gommander the Ghiefs_designee-maybethe-Divisional Superser_tn the
absence-of the-Divisional-Supemiser,the-Chiefs-designee may be the First Line Supervisor.

b.—_Who-wasivinginthe-same household asthe-employee- atthe time of death-and

sd attor the notiontion af tro death, por econroree shall be pommived to a tenulac ulti omployoc and
areguiar part-time employee fora death of a member othe immediais family of an employes.

Empleyees-are_ alowed one 4} Bereavement Dayjorthe death ofan-empleyed's-ortheispeuse's-auak
uncle cousin, niece_and nephew—_Sueh day weuld be coded as _ Bereavement Sick_and deducted trom
empleyee's-siek time_tHhe ompleyee- dees_net have available sick-time,tne-employeeis-netentitedio
Bereavement Sick Bereavement sick will not-have-a-negative impacten-annual-evaluations:

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A--Suchteave shall nommalycommence_tpenthe day folowing the -death-_ef ihe immediaietanily

BW—Empleyees-mayutiize sickleave forthe hours missed whenticsi noted of deaths unless itis-at
the beginning oHthelr normaltourotduty

6 tHerreasens-wHieh weuld require outef state +ravelte the funeral semices_orduete the actual

date—of-the—funeral-services,_the—Ghief-ef Pelice_or_designee_mayaliow_adelay_inthe
commencement of-the-three-consecutive-business-bereavemenHeave days for fulttime/par-ime
empleyees-

D.-Atthe- discretion of the Chiat of Police ora Deputy Chief, the three-consecutive-days-maybe-breken
up-between-the-initial-netification-andthe-actual day-cHhe funeral semices.

DISPUTES:

which-point-the-decision-shail-be final and binding_upen the patties.

Definitions: For the purposes of this Article:

A. The term "bereavement leave" means "a leave of absence granted to an employee upon a
death occurring in the employee's immediate Family.”

B. The Chief's "designee" is the Deputy Chief of Operations or the Bureau Commander. In

the absence of the Deputy Chief of Operations or the Bureau Commander, the Chief's
designee may be the Divisional Supervisor.

C. “Domestic Partner” is defined in Article 3:

1. Who had a long-term intimate relationship with an employee,

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2. Who was living in the same household as the employee at the time of death, and

3. With whom the employee had an intent to remain in a long-term relationship.

Purpose of Bereavement Leave: The purpose of Bereavement Leave is to give the necessary time to
employees to handle personal affairs or to attend a funeral due a death in the immediate family. An
employee has consecutive days available to him; and, depending upon the relationship, may elect to take
one day, two days, the three days, or four days for each occurrence. An employee should not automatically
take the maximum bereavement days available as listed in the table below for each incident. An employee
also has other leave available if the time period needs to be extended. The employee should work with his

supervisor for the time needed.

Bereavement Leave Policies:

Beginning the day after the notification of the death, per occurrence, an employee shall be permitted the
following bereavement days:

One (1) Day Leave (from Sick time) In the event of the death of an uncle, aunt, niece,
or nephew of the employee

Three (3) Days Bereavement Leave in the event of the death of an immediate family
member as defined below

Four (4) Days Bereavement Leave In the event of a parent, step-parent, spouse,
child, or step-child.

Defined: The immediate family includes the employee's spouse / domestic partner and
the following relatives of the employee or the employee's spouse / domestic partner:

Children, Step Children Brother, Step Brother Sister, Step Sister
Parents, Step Parents Grandparents, Grandchildren
Step Grandparents Step Grandchildren
Dauanter-in-law, Son-in-law Ward/Relative living in the
home

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If for reasons which would require out-of-state travel to the funeral services or due to the actual date of the
funeral services, the Chief of Police or desianee may allow_a delay in the commencement of the their
consecutive bereavement leave days. At the discretion of the Chief of Police or Deputy Chief of Operations,

the consecutive days may be broken up between the initial notification and the actual day of the funeral
services.

Disputes: Disputes concerning Bereavement Leave shall be subject to the Grievance Procedure through
STEP 4 (Chief's level), at which point, the decision shall be final and binding upon the parties.

ARTICLE 19
LEAVES OF ABSENCE

MILITARY LEAVES OF ABSENCE:

An employee who voluntarily or involuntarily enters into the Armed Forces is entitled to a leave of absence
for the anticipated length of enlistment. The employee upon discharge is entitled to reinstatement to his or
her previous position or a position of like status. Employees called to serve in the National Guard or Armed
Forces Reserve are entitled to seventeen (17) days of paid leave of absence per Federal fiscal year
(October 1* through September 30"). The employee will be required to submit verification of leave orders
as evidence of the amount of pay received. Reservists called into active duty will be eligible for benefits in
accordance to the Mayoral Memo dated October 5, 2001. A decision was made io treat all reservists
equally, and any reservist called into active duty will be eligible for the following benefits:

A. Ejirst Month’s Wages: The City will pay 100 % of the employee’s first month’s salary to ensure
that family members not endure any financial hardship during this initial phase.

B. Compensation Guidelines: The City will pay the difference of whatever military compensation is
paid to each reservist, provided it does not exceed 100% of one's monthly employment
compensation, during all succeeding months up to five years that the employee may be on active
duty.

C. Health & Dental Insurance Premiums: The City and the employee will continue to pay their
respective share of health and dental insurance premiums associated with their respective plans
up to five years, if requested.

D. Seniority Rights: The employee will maintain seniority rights up to a maximum of five years.

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