A--Rurpose-—Fiadime—o+texdele_tours_program_+eters_te the _replacement-ot-txedanivat and
Bopariafe Ree BY Seneeue OF working hours” chosen by ornployeos wilhie the paramelere
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2_Exempt:tssentiatexempt personnel shall-report to work during time offand-may-be-allowed
perdiem and/ertextime as-cutlined underthis Article.
B— Emergency Situations: During special-times—such—as—omergency_operaticns—or_dunag
snowstorms, ner-essential-_cuilians_maybe seat home early trom wer.—For these special
situations, those civilians who continue-te-worcthe normmalwerkday will net receive additional pay,
and+those-civilians-whe-are-allewed er asked te leave the workday early will net be-deducted-any -
amounttremtheit-nermalweekly pay
ARTICLE 2527
EXEMPT EMPLOYEES:
Exem nnel receiv ming. tort work nd their normal work hours: however
hey m liowed flextime a iin rth im i
GENERAL POLICIES:
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Deductions: The time will be deducted from the employee's time coming accrual and. from the
i or other automated system i in! version to tim
oming has been used completely, the slip will be marked as so and may be kept for record
purposes.
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ARTICLE 2428
LUNCH TIME & COFFEE BREAKS
LUNCH PERIODS:
A. Lunch periods shall be paid according to any of the following ways as dictated by the Chief of Police
or his/her designee:
{. An hour (1) lunch (without pay);
2. A 1/2 hour lunch (without pay); or
3. A 20-minute lunch break (with pay).
B. An employee may be called back from a lunch break due to emergencies.
C. The Bureau Commander or designee will allow an additional lunch break to be taken if conditions
allow this to occur.
BREAKS:
A. Employees may be allowed up to two (2) 15-minute breaks if conditions allow.
B. One break may be taken before and one may be taken after the lunch break period as the work
schedule allows.
C. All employees may be called back from a break due to emergencies.
D. The Bureau Commander or designee will allow an additional break to be taken if conditions allow.
E. The availability of breaks will not change an employee's normal workday schedule.
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ARTICLE 2926
WORKERS COMPENSATION
AL CITY POLICIES
GENER
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can make an informed decision about whether to further pursue this option. Regardless of the
community's choice, Siemens recommends the incorporation of a 7-pin photocell receptacle so that at a
minimum, the LED fixtures installed via this project are “controls ready” so that wireless controls could
be incorporated at a later date following Eversource tariff acceptance and if the future project
cost/benefits are deemed acceptable by the City/Town.
Construction
Siemens Project Manager will staff work crews as necessary to adhere to schedule requirements to
ensure that any delays related to fixture delivery or weather events are minimized. Again, a critical
component of this effort is te communicate project status on a weekly basis. All LED installation work
shall be performed by IBEW Licensed Electricians with IMSA Roadway Lighting Level | certification (or
other certifications as required), and all installation work shall be paid at prevailing wage rates. All LED
installation work shall be performed in accordance with the NEC, NESC, and OSHA provisions, and
exclusively by individuals certified by OHSA as a “Qualified Electrical Worker.” Siemens will also use this
as an opportunity to use local union members.
Customer Acceptance/Project Commissioning/Rebate
Commissioning for outdoor lighting involves 1) a nighttime drive-by of streets with City
representative(s), 2) submittals for billing adjustments, and 3) confirmation upon receipt of the next
month’s bill(s) that billing adjustments are accurate. We have found that one of the most important
phases of any project is to visually confirm the post-project environment with the customer. We will
conduct a nighttime “drive-by” with City officials to ensure that lighting levels are satisfactory. Common
adjustments include: fixture shielding or rotating/tilting, lumen output adjustment, recommended tree
trimming by City staff or their contractor, removal of closely spaced lights, or the addition of light(s)
where fixture spacing is much greater than typical, resulting in unacceptable lighting levels.
Once the project is complete, the application form described previously is signed, indicating the work is
complete and the final inventory file is submitted along with copies of all invoices. The final inventory
file becomes the basis of the billing adjustments. Adjusting the billing frequently takes approximately 2
billing cycles on the utility side. During project close-out, we will request bill copies from the City to
track and ensure the adjustments are correctly made.
During calendar 2015, Siemens assisted New England communities in securing over $1.5M in utility
rebates for LED streetlight retrofits, including $400,000 for the City of Manchester. Our experience
and understanding of how utility tariffs and incentive programs are structured allows us te maximize
these incentives on the customer's behalf.
Warranty
Once the project is accepted by the City as “substantially complete,” the contract will transition from
“project” to “service” status. Siemens’ Service Account Manager will take over the project to dispatch
repair crews, respond to customer requests, and issue invoices. Siemens’ pricing includes a 12 month
workmanship warranty on all labor and materials, post-substantial completion. After the one-year
workmanship warranty expires, Siemens will pass through to the City (or Eversource, as appropriate) all
manufacturers’ warranties. All manufacturers Siemens quoted for this project offer a ten (10) year
product warranty on all LED light fixtures.
9225 Bee Cave Rd www. siemens.usa.com
Building B, Ste 101 512-837-8000
Austin, TX 78733 Page 20
State RSA/City’s Worker’s Compensation Insurance: Employees shall be covered by the
provisions of the New Hampshire Worker's Compensation Act, as may be amended from time to
time, and by related City policies. All employees are covered by the City’s worker's compensation
insurance. The cost of this coverage shall be paid entirely by the City.
Notification to Supervisor/Completion of Paperwork: In the event an employee is injured on
the job, he or she must give immediate notice to their supervisor and complete the required
Paperwork.
Supplementing Worker’s Compensation Payments: The employee may choose to supplement
his or her worker's compensation payment utilizing available benefit leave balances. The use of
accrued leave shail be limited to the difference between the amount the employee is paid under
Worker Compensation and the amount of the employee's pay for their regularly scheduled work
week as in effect at the time of the injury.
Accruing Benefits: Employees will continue to accrue full benefits while receiving worker's
compensation benefits.
VOCATIONAL REHABILITATION (RSA 281-A:25):
The City of Nashua shall follow the State Law under RSA 281-A:25.
ALTERNATIVE WORK OPPORTUNITIES (RSA 281-A:23-b):
The Department shall follow the State Law under RSA 281-A:23-b regarding the development of temporary
alternative work opportunities for injured employees.
REINSTATEMENT OF EMPLOYEE SUSTAINING COMPENSABLE INJURIES/ REPLACEMENTS (RSA
281-A:25-a):
For employees who have sustained an on-duty injury, the Department shall follow the State Law under RSA
281-A:25-a entitled, “Reinstatement of Employee Sustaining Compensable Injuries.”
A.
Temporary Replacement: Unless otherwise designated by State or Federal law, during the time
an employee is disabled from performing the duties of his/her position due to an on-duty injury, the
Department reserves the right to temporarily fill the position as needed up to an 18-month period
from the date of the injury.
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B,
Permanent Replacement: Unless otherwise designated by State or Federal law, after the 18-
month period if the person is still unable to return to his/her position, he/she shall be deemed to be
unable to return to work. The person will be released, and the position may be filled permanently.
if the employee becomes employable after the 18-month period, he/she may apply for any vacant
position within the Department for which he/she is qualified for.
ARTICLE 3027
VACANCIES
GENERAL POLICY:
It is a policy of the Nashua Police Department to employ the best candidates possible through positive
recruitment and selection to ensure a lower rate of personnel turnover, fewer disciplinary problems, higher
moral, better community relations, and more efficient and effective services. The recruitment process will
be consistent with City and Department procedures and Federal and State laws.
FILLING VACANCIES WITH CURRENT EMPLOYEES:
A,
D.
Opportunity to Apply: When filling vacancies for positions covered by this Agreement, current
employees will be given the opportunity to apply for the position through a City Posting, to be
evaluated for consideration purposes, and to participate in testing procedures if applicable.
Promotions: (Cite Article 21 — Wages for policies.)
Demotions: Employees may apply for vacant positions lower than their current grade, which would
be considered a demotion. (Cite Article 21 — Wages for policies.)
Unsatisfactory Performance: Should the employee's performance be unsatisfactory any time
during the six-month period, the Chief of Police may:
Extend the probationary period for an additional 6 months;
Permit the employee to bid on another vacancy for which he/she is qualified, or,
Return the employee to the position which he/she left if still vacant, or,
« To terminate the employee from employment with the Nashua Police Department.
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ARTICLE 3128
WORK POLICIES & REGULATIONS
GUIDELINES FOR DEPARTMENT OPERATIONS:
It is the policy of the Nashua Police Department to provide certain guidelines to insure efficient Department
operations. Civilian employees must comply with all applicable chapters or sections within the Nashua
Police Department Rules & Regulations Manual or other written or unwritten procedures/policies.
STANDARDS OF CONDUCT:
Civilian employees are subject to the Nashua Police Department's Disciplinary System and Internal
Affairs Investigations for any complaints/allegations relating to a criminal offense; neglect of duty; a
violation of Department/City policies, rules, procedures or ordinances; or conduct, either on or off duty,
which may tend to reflect unfavorably upon the employee, City or Department.
ARTICLE 3229
RETIREMENT SYSTEM
Employees who work thirty-five (35) hours or more per week are mandated to join the NH Retirement
System (NHRS).
ARTICLE 3339
SENIORITY
DEFINITIONS:
A. City Seniority: “City seniority” is defined as continuous service either from the date of hire or
rehire and is used for accrual purpose only.
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