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NH Retirement System: The City and the employee will continue to pay their respective share to
the employee’s retirement plan.

Accrual of Vacation Leave: Employees may accrue vacation leave for the first six months of
active duty.

Reporting Back to Work/Discharges: Employees will be required to report back to work in
accordance with USERRA: Section 4312 (e). Anyone discharged under the provisions of USERRA:
Section 4304 will be disqualified from receiving all the above stated benefits.

Re-Employment Benefits: Employees will be entitled to re-employment benefits in accordance
with the provisions of USERRA: Section 4312 and 4313.

LEAVES OF ABSENCE (NON-FAMILY MEDICAL LEAVE REASONS):

A.

D.

Requests for Paid or Unpaid Leaves: With prior approval and at the sole discretion of the Chief
of Police, an employee will submit to the Chief of Police through the chain of command a written
request for a leave of absence for personal illness prior to the initial date of leave indicating the
reason for the leave of absence and the duration of the leave. An employee may request to use
available vacation and/or personal time.

Benefits: Employees on an unpaid leave of absence will not accrue benefit leave (vacation/sick).

Leave Periods: Employees with one (1) or more years of continuous service may be granted a
leave up to one year. An employee with less than one year may be granted a leave up to thirty
(30) days.

Health, Dental & Life Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved leave of absence. The City will continue to pay
its share of health and dental insurances up to six (6) months for an emplayee who is on an
approved unpaid leave of absence.

1. Health & Dental Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved paid leave of absence. The City will
continue to pay its share of health and dental insurance up to six (6) months for an employee
who is on an approved unpaid leave of absence.

2. Life Insurance: The City will continue to pay its share of life insurances up to six (6) months
for an employee who is on an approved paid or unpaid leave of absence.

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FAMILY MEDICAL LEAVE ACT (FMLA):

An employee, who is employed for at least twelve (12) months or has worked at least 1,250 hours during
the prior twelve (12) month period, is eligible to take up to twelve (12) weeks leave of absence over a twelve
(12) month period of time. FMLA leave is granted for the serious illness of the employee, spouse, the care
of a minor child, the placement of a foster/adoptive child, the birth of a child, personal illness or the care of
a parent, child or disabled child, who has a serious health condition. (Cite the General Order in the
Department’s Rules & Regulations Manual for additional language.)

TEMPORARY/REGULAR REPLACEMENT:

A.

B.

Length of Unpaid Leave: Unless otherwise designated by law, if the Department's operations are
affected due to the length of an unpaid leave of absence for personal illness and a medical authority
cannot determine when the employee is able to work, it shall be the Chief's of Police discretion to
hire a temporary or regular replacement.

Recovery: If an employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satisfied with the recovery, he/she will have
preference over applicants outside the City to apply for any position within the City that he/she is
qualified for.

Termination: If the employee cannot recover during the limitation period as described above, the
employee shall be terminated.

ARTICLE 20
PERSONAL DAYS

GENERAL POLICIES:

A.

For the purpose of this Article the words “personal day" means a normal workday, when an
employee is excused from active duty for personal reasons.

The receipt and use of personal days pursuantie this-anicle will change from atisealyearte-be on
a calendar year basis. Ferthe-purpeses-of making thistransition, offective July +, 2000,-employees
en-payroll or employees hired before-Osteber4, 2009 wil be entitled te two {2} personal dayste

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D.

E.

December 34, 2009.-

Effective January-1,2010, Employees on payroll effective January 1° or hired before July 18 are
entitled to three (3) personal days per year_(not deducted from accrued sick leave). In addition,
employees are entitled to four4}iwo (2) additional personal davsa-fourth and a fith (effective July
41,2042} persenal day; however, said days shall be deducted from the employee’s accrued sick
leave. If there is no accrued sick time available, the employee may elect to take an accrued
vacation day. lf there is no accrued vacation time available, the employee is not eligible for a

personal day. (This change will be effective beginning January 1, 2020.)

Effective January4, 2646--eln the first year of employment, Eemployees hired after July 15! are
entitled to two (2) personal days (not deducted from sick)s and twe-one (1}2} personal days
(deducted from sick) and those hired on between October 18! and December 481* are entitled to
one (1) personal day_(not deducted from sick).

Personal days cannot be carried over from one calendar year to another.

APPROVAL OF PERSONAL LEAVE:

Personal Leave must be approved by your supervisor not more than fifteen (15) days, nor less than five (5)
days prior, to the date of such personal day, except in an emergency. A supervisor may waive the notice
period for requesting personal leave. If approved, the appropriate form will be completed by the supervisor
or employee. The form will be forwarded to the Department’s Financial Services Division. Except in cases
of emergency, the form will be approved/disapproved (pending the availability of personal days), and the
employee will be notified by the Bureau Commander or designee of its approval or disapproval.

PROVISIONS:

A.

C.

A personal day's approval is subject to potential workloads, manpower requirements, and any
possibility of an emergency situation as determined by the Chief of Police or designee.

Once a personal day is approved and the date is to be changed or canceled by the employee, the
employee must reapply.

The approved personal day is subject to recall by the Chief or designee due to potential workloads,
Manpower requirements, and any emergencies that may arise.

D. Personal days shall not be taken more than two at a time unless approved by the Chief of Police
or designee.

DISPUTES:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3, at which point,
the decision shall be final and binding upon the parties.

ARTICLE 21
EMERGENCY LEAVE & PERSONAL TIME

EMERGENCY LEAVE

GENERAL PROCEDURES:

A. Designation of Leave: Emergency Leave is designated as an unforeseen situation that arises that
is not considered as any other type of leave contained within this bargaining agreement such as
sick leave, family medical leave, etc.

B._Deiinition: For the purpose of this Article, the words “emergency leave" means time when an
employee is excused from active duty for emergency reasons.

C. Deduction from Sick Leave: Said time is deducted from the employee's accumulated sick leave.

D. When Sick Leave is Not Available: If no sick leave is available, the emplovee is not eligible to
receive an emergency leave day, unless the employee opts to take an available accrued vacation
day.

E. Part-Time Employees: Only upon the discretion of the Chief of Police (or a Deputy Chief in the
Chief's absence) will a part-time employee be allowed io take a day off for emergency leave without
pay.

APPROVAL OF LEAVE:

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We specialize in maintenance, so we gravitate toward lighting fixtures that are well-designed and
provide the longest proven maintenance-free service. We have extensive experience in assisting in the
selection of appropriate fixtures, performing test installations, light level studies, and helping our
customers promote the financial and environmental benefits of the initiative. Our objective is to
provide both vendor neutral and objective information to the City, enabling informed decisions at each
project phase.

Energy Savings Analysis

The baseline for the project will be calculated using the current energy consumption based upon the
existing Eversource inventory and utility bills, adjusted as necessary based on the field audit. The
change in energy consumption as a result of the streetlight conversion is the difference between the
baseline and the “light-by-light” recommended LED replacement fixture. The energy savings will be
calculated using the approved LM79 test results for the proposed fixtures to identify the new wattages
and energy consumption of each proposed unit.

The baseline calculation for unmetered streetlights is simple and straightforward: fixture watts x
number of fixtures at that wattage x assumed Eversource operating hours = fixture class kilowatt hours.
This calculation is repeated for all fixture classes (wattages) and summed to equal the total energy use.
The same method is used to compute energy use associated with new LED fixtures and the energy
savings is the difference between the two. Energy savings in Year 1 is based on the customer’s existing
distribution and supply rates as confirmed by recent electric bills. Energy savings over a longer period
generally assumes an annual escalation rate.

Operational savings is a customer-driven estimate as only the customer has the most accurate
information regarding existing labor and materials costs if the streetlights were municipal-owned prior
to the conversion. Also, the customer must determine if labor + benefit/pension costs should be
assumed due to staff reduction or assumed as zero if current staff levels are to be maintained.

Based on our preliminary energy analysis from the vendor quotes received to date, Siemens
anticipates that the City’s energy saving, as measured in kilowatt-hours, will range from 60-65%. This
represents an approximate 60-65% reduction in operating costs on both potions of the City’s monthly
charge: 1) charges are kWh-based and 2) reduction in fixed charges.

Procurement
For the purposes of this response to quantify the cost/benefit of various manufacturer options,
Siemens explored the following options:

LED streetlight fixture pricing was sourced from the following 3 manufacturers:

* Leotek
* Philips
* Acuity

Wireless controls pricing was sourced from the following 3 manufacturers:

* Cimcon
* Philips CityTouch
* Acuity/ROAM

9225 Bee Cave Rd www.siemens.usa.com
Building B, Ste 101 §12-837-8000
Austin, TX 78733 Page 18

With prior approval and at the discretion of the Chief of Police or his designee, Emergency Leave may be
granted to employees. The appropriate form will be completed by the supervisor or employee. The form
will be forwarded to the Financial Services Division for deduction purposes.

EXTENSIONS OF EMERGENCY LEAVE:

An employee may be granted an extension beyond 8-hours of emergency leave up to two (2) weeks at the
sole discretion of the Chief of Police. Any requests for extensions shall be in writing on the appropriate
form and shall set forth in detail the reasons therefor.

DISPUTES:

Disputes concerning emergency leave shall not be subject to the Grievance Procedure.

PERSONAL TIME

DEFINITION:

‘Personal time’ is defined as a special situation that arises that is not considered as any other type of leave
contained within this bargaining agreement such as a Personal Day, Family Medical Leave, etc.

FULL-TIME NON-EXEMPT EMPLOYEES:

At.any one time the minimum time allowed will be (30) minutes, and the maximum time allowed is two (2)
hours. Such time shall not exceed (16) hours in any calendar year, and shall be deducted from the

employee's accumulated sick leave. If no sick leave is available, the employee is not eligible to receive
Personal Time.

REGULAR PART-TIME EMPLOYEES:

At any one time the minimum time allowed will be thirty (30) minutes, and the maximum time allowed is two

(2) hours. Such time shall not exceed four (4) hours in a calendar year and shall be deducted from the
employee’s accumulated sick leave. If no sick leave is available, the employee is not eligible to receive

Personal Time.

REQUESTING PERSONAL TIME:

in writing on the appropriate Department form, employees will be allowed to formally request Personal Time
off during their workday. On the form, the employee is required to specify the reason(s) for the Personal
Time.

APPROVAL OF PERSONAL TIME:

With prior approval and at the discretion of the Chief of Police or his desiqnee, Personal Time may be
granted to employees. The form will be forwarded to the Department's Financial Services Bureau for
deduction purposes.

DISPUTES:

Disputes concerning Personal Time shall not be subject to the Grievance Procedure.

ARTICLE 2422
WAGES

WAGE COMPENSATION-HIRING / PROMOTIONAL RANGES:

A. Wage Gompensation-Hiring / Promotional Ranges: The grade and status as exempt or non-
exempt employees is set forth in this article. Schedule A. The sempensation-rangeHiring /
Promotional range for each employee by grade and position range is set forth in this Article.
Schedule B.

B. Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the Hitiag-Hiring / Promotional ranges set forth
in Schedule B based upon labor grade assignment, pertinent years of experience that can be
directly related to the new position’s duties, as well as the wages of other Department employees
in the same labor grade. Management reserves the right to determine the number of years of
directly related experience based on the information supplied by the employee and verified by
Management. Management reserves the right to exceed the Hirnag-Hiring / Promotional ranges set
forth in Schedule B should it determine, in its discretion, that an individual's qualifications and level
of experience warrant such a departure.

PAY INCREMENT INCREASES:

A. New Hires: The salary for new hires will remain in effect until such time as the individuals are
eligible for pay increases. There will be no adjustment to the salary after the probationary period.

B—Premotions: Any newh fired employee_or any employee promated-_on-or-before-December34*
obany calendaryearwillbe eligible for pay-inereases-as-provided for in-this-aricle.

G—-RaytIncereases:

41.—f-pay-increases-are_granted, empleyeeswhe_are hired between-duly-+*-and-December-di#
shallbe cligible-for-pay-increasesthe following duly +t Employees hired baiweer dantary—1
and _dune3o*_shall not be_sligible-fer-pay-increases_tuntil the January 4° of the follewing
calendaryear

2-1.-In the event that an employee has not completed a satisfactory evaluation during the current
fiscal year, the supervisor may, at his or her discretion, extend the employee's evaluation period
for a period not to exceed three (3) months. After the completion of that period, the supervisor
will conduct an evaluation to determine if the employee has completed the goals for which he
or she is being evaluated. If the employee then receives a satisfactory evaluation, he or she
will be eligible to receive the pay increase effective on the date of the reevaluation.

Nashua.

BB. Contract Pay lncreases — Refer to Schedule B — UFPO Hiring / Promotional Range:

e Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%
¢ Fiscal Year 2020 (7/1/19 — 6/30/20): 3.0%
Fiscal Year 2021 (7/1/20 — 6/30/21): 3.0%

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e Fiscal Year 2022 (7/1/21 — 6/30/22): 3.0%
° Fiscal Year 2023 (7/1/22-6/30/23): 3.0%

PROMOTIONS:

The Chief of Police may at his/her discretion set the compensation for the selected employee at a higher
amount than is set forth in Schedule B based upon the employee's new grade assignment (if any), years
of relevant experience and employee’s current wage level. The probation period is six (6) months unless
otherwise specified in this Agreement.

DEMOTIONS:

Demotions may be voluntary or by administrative directive. Compensation shall be determined by crediting
the employee with the number of years spent at the higher grade and the new grade assignment (if any),
and considering the wages of other Department employees in the same labor grade.

CROSS-TRAINING, CAREER DEVELOPMENT PROGRAM, SCHOOLS, & TEMPORARY
ASSIGNMENTS:

A. Cross-Training/Temporary Assignments: An employee may be transferred to assume the
duties and responsibilities of a position classified higher or lower than his/her current position due
to cross-training, the department's Career Development Program, or to temporary assignmenis to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

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B.

C.

Permanent Assignments: An employee may be assigned to assume the duties and
responsibilities of a position in addition to his/her own due to lay-offs or reorganization, and this
article does not apply to this situation. This situation shall follow the reclassification system if
applicable.

Temporary Assignments Beyond 120 Days:

1. Under normal conditions, the cross-training or temporary assignment will not exceed 120
continuous days unless otherwise authorized by the Chief of Police.

2. Higher Labor Grade: If the cross-training/temporary assignment continues beyond the 120
continuous days and the employee continues to work in a higher classified position, he/she will
be paid a wage difference equal to not less than five percent (5%) of his/her annual
compensation (pro-rated).

School Attendance: Employees on a5 & 2 System may be assigned to attend special schooling
away from the workplace during hours not normally worked by the employee. Employees ona 5 &
2 System shall receive not less than their regular rate of pay during such attendance.

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