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Proposed quantity | Proposed Wattage Manufacturer Proposed Fixture Ordering Information (1) | Per Fixture (3) Unit Cost Per Four . | Cost Per . (mA) Dr
(tH) (4) (or) | Fixture (5) (D*L) een ATM
3906 i 24 Leotek GOJ1-206-MV-NW-2-GY-270 $ 130.35 | $ 509,147.10 | $ 43.97 55 171,746.82 § 53.06 | $ 207,252.36 ' $ 227.3855 888,146.28 | 270
367 ~ 38 e GCJ1-20G-MV-NW-2-GY-480 $ 130.35 1 § 47,838.45 1 s 43.9755 16,136.99 | $s 53.06: $ 19,473.02 '$ 227.38 : $ he 83,448.46 | 480
508 48 Leotek GCJ1-20G-MV-NW-2-GY-620 $ 130.35 ' § 66,217.80 1 $ 43.9755 22,336.76 i$ : 53.06: $ 26,954.48 | $ 227.38 :$ 115,509.04 | 620
190 74 Leotek GCJ2-20G-MV-NW-2-GY-1A $ 158.60: $ 30,134.00 | $ 43.975 8,354.30 55 53.06 $ 10,081.40 :$ 255.63 :$ 48,569.70 | 1000
229 138 Leotek GCM2-40F-MV-NW-2-GY-1A S 230.90 :$ 52,876.10 | $ 43.9755 10,069.13 § 53.06: $ 12,150.74 :$ 327.93 1S 75,095.97 | 1000
29° 200 Leatek GC2-120F-MV-NW-2-GY-530-PCR5-WL S 378.50 '$ 10,976.50 | 5 43.97 : 5 1,275.13 | $ 53.06 | 1,538.74 | $ 475.53 55 13,790.37 | 530
38 62 Lumecon LF LG-60. S$ 441.60 | $ 16,780.80 | 5 60.46 i$ 2,297.48 | $. 53.06 1 $ 2,016.28 1s 555.12 5 21,094.56 | 105
8 62 Lumecon LF LG-60 5 441.60) $ 3,532.80 5 60.46 = $ 483.68 ° $ 53.06 1 $ 424.4855 555.12 5 4,440.96 | 105
12 124 Lumecon LF LG-120 § 570.50 | $ 6,846.00 | $ 60.46 | $ 725.52 $ 53.06 $ 636.72 | $ 684.02 -$ 8,208.24 | 105
2 124 Lumecon LF LG-120 5 570.50: $ 1,141.00 | 5 60.46 $ 120.92 i $ "53.06 | $ 106.12 '$ 684.02 5 1,368.04 : 105
108 18 Leatek 247L 2CLEDE70 MVOLT 4K R3 AY S 469.80 55 50,738.40 | $ 60.46 $ 6,529.68 | $ 53.06. $ 5,730.48 S$ 583.325 62,998.56 | 700
15 18 Leotek 247L 20LEDE70 MVOLT 4K R3 AY 5 469.80 $ 7,047.00! $ 60.46 § $ 906.90» $ 53.06 | $ 795.90 1$ 583.32 | 5 8,749.80 i 700
78 45 Leotek 247L 20LEDE70 MVOLT 4K R3 AY S 469.80 55 36,644.40 | $ 60.46 | $ 4,715.88 -S 53.06 $ 4,138.68 5 583.32 55 45,498.96 |
18 45 Leotek 2471 201 EDE70 MVOLT 4k R3 AY $ 469.80 | $ 456.40 | $ 60.45 | $ 1,088.28 | $ 53.06 $ 955.08 | $ 583.32 5
§ - § =| i$ : § is -_$ Fick
' L§ = $ “ i$ = § : $ -_ 15 r
5,508 5 848,376.75 is 246,787.47 $ 292,254.48 _$ 1,387,418.70
i GENERAL NOTES:
! COMMENTS (1) Provide only complete New Fixtures for Base Proposal. No Retrofits.
Per Officer, Per Hour Non-supervisor :(2) Provide information on any alternate fixtures your firm has proposed.
Per Flagger, Per Hour (not to exceed $25/hour for straight time work and $37.50/hour for overtime work} NETC (3) Material Unit Cost shall include the base fixture per spec including 20 year Photocell per original spec, and i
! | : existing brackets and existing mounting arms. Include any material related markup here. |
' Material Unit Cost installation Unit Cost (4) Provide only Labor cost associated with the installation, including related markup (Installer & Equipment Ci
Wood Pole Bracket & Hardware $ 64.00 | $ 142.00 |Per Bracket (5) Provide All Costs associated with Audit, Shipping, Project Management, required bonds/permits, and any a
Wood Pole Bracket & Hardware $ 80.00 | $ 174,00 | Per Bracket (6) Total Unit Cost will be the Unit pricing used for the schedule of values. Total Unit Cost is the sum of [Materi
Wood Pole Bracket & Hardware $ 110.00 | $ 275.00 |Per Bracket (7) All Fixtures Must BE DLC Certified. i
| (8) A minimum ten year Manufacturer Warranty per RFP is required.
i (9) The City reserves the right to select fixture colors similar to existing fixtures and poles.
Per Fixture Assumes delivering complete fixtures to Eversource. Colors will be selected from the manufacturer's option color chart (only applies to decorative fixtures).

YES/NO _ COMMENTS IF NO

irranty?

YES '

YES

March 11, 2016

848,377

246,787

292,254

68,275.00

WA] | 4 | tn

1,455,694.

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.

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 !nsurance 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.

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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.

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.

FULL-TIME & PART-TIME EMPLOYEES:

A. Accruals per Month & Year:

1. Sick leave is accumulated at 10 hours per month for the full time employee as defined in Article
3Q provided the employee has been employed on the 15" of the month. Total accumulation
per year is 15 days (120) hours for the full-time employee.

2. Part-Time employees, as defined in Article 3P 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:

All full-time and part-time employees can accrue up to a maximum of 1,080 hours. As noted above,
part-time employee’s accrual rates are prorated.

e 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:
e Employees can accrue unlimited sick leave hours.

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D, Payment on Death, Retirement, or Resignation (after 15 years of service for resignations):

Employees Hired Prior to 9/16/03:
© 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:

® An employee 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). Ifa
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 ((accrued up to the date of retirement or resignation,
calculated at the current rate of pay).

GENERAL SICK LEAVE POLICIES:

A. 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.

B. 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.

C. Unpaid Leave of Absence: During an unpaid leave of absence, an employee does nat 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:

A.

C.

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.

Reinstatement 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, 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.

22

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 ouilined 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.

D. 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.

E. 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.

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 C — "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

Definitions: For the purposes of this Anicle:

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, Jn
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:

23

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

immediate Family 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
Daughter-in-law, Son-in-law Ward/Relative living in the
home

lf 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 designee 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.

24

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 15! 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. First 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 monihs 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.

im

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

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

G,. 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.

H. 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. Reguests 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.

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

25

Cc.

D.

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 employee 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.

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 Chiefs 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 will be on a calendar year basis.

Employees on payroll effective January 1* or hired before July 1°! are entitled to three (3) personal

days per year (not deducted from accrued sick leave). In addition, employees are entitled to two

(2) additional personal days; however, said days shall be deducted from the employee’s accrued

26

sick leave. If there is no accrued sick time available, the employee may elect to take an accrued
vacation day. If there is no accrued vacation time available, the employee is not eligible for a
personal day.

D. In the first year of employment, employees hired after July 1° are entitled to two (2) personal days
(not deducted from sick) and one (1) personal day (deducted from sick) and those hired on between
October 1° and December 31*' are entitled to one (1) personal day (not deducted from sick).

E. 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. lf 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. 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.

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

C. 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. Definition: 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.

27

D. When Sick Leave is Not Available: If no sick teave is available, the employee 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 to take a day off for emergency !eave without
pay.

APPROVAL OF LEAVE:

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 ather 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. !f 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.