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APPROVAL OF PERSONAL TIME:

With prior approval and at the discretion of the Chief of Police or his designee, 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 22: WAGES

WAGE HIRING / PROMOTIONAL RANGES:

A.

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

Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the Hiring / Promotional range 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 Hiring / Promotional range 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 Increase Eligibility: Only employees who are active employees on or after the date of signing
of this collective bargaining agreement are eligible to receive pay increases.

PAY INCREMENT INCREASES:

A.

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

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.

Contract Pay Increases — Refer to Schedule B — UFPO Hiring / Promotional Range:
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%
Fiscal Year 2022 (7/1/21 — 6/30/22): 3.0%
Fiscal Year 2023 (7/1/22 — 6/30/23): 3.0%

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Proposed quantity | Proposed Wattage shanieaetie Proposed Fixture Ordering Information (1) eee ani oy ters! Unit Cost Per a noel i we MEE ATER DS
| anufacturer Per Fixture (3) Fixture (4) (0*)) | Cost Per (a* Mm) (mA) I
(D* H) |_Fixture {5) (D*L) (H+J+L)
3906 24 Leotek GCJ1-20G-MV-NW-2-GY-270 $ 130.35 | $ 509,147.10 | 5 43.97 $ 171,746.82 | $ 53.06 | $ 207,252.36 $ 227.3815 888,146.28 270
367 38 _ Leotek GCJ1-20G-MV-NW-2-GY-: $ 130.35 | $ 47,838.45 | $ 43.97 § 16,136.99 | $ 53.06 |$ 19,473.02 $ 227.38 | $ 83,448.46 480
508 48 Leotek GCJ1-20G-MV-NW-2-GY-620 $ 130.351 $ 66,217.80 | $ 43.97|$ 22,336.76 | $ 53.06/$ 26,954.48 | $ 227.385 115,509.04 620
190 74 Leotek GCj2-20G-MV-NW-2-GY-1A $ 158.60: 5 30,134.00 | $ 43.975 8,354.30 |$ 53.06|$ 10,081.40 | $ 255.635 48,569.70 1000
229 138 Leotek GCM2-40F-MV-NW-2-GY-1A $_ 230.90/$ 52,876.10 | $ 43.97 | $ 10,069.13'$ 53.06 |$ 12,150.74 § 327.93'$ 75,095.97 1000
29 200 Leotek GC2-120F-MV-NW-2-GY-530-PCR5-WL $s 378.50 | $ 10,976.50 | $ 43.97 $ 1,275.13 i$ 53.06 | $ 1,538. 74 5 475.5315 13,790.37 530
38 62 Lumecon LF LG-60 $ 441.60 | $ 16,780.80 | $ 60.46 | $ 2,297.48 |S 53.06 | $ 2,016.28: $ 555.12 :$ 21,094.56 105
8 62 Lumecon LF LG-60 5 441.60 | $ 3,532.80 $ 60.46 | S 483.68 | S 53.06 | $ 424.485 555.12 55 4,440.96 105
22 124 Lumecon LF LG-120 $ 570.50 | § 6,846.00 | 5 60.46 | $ 725.52 |$ 53.06 | $ 636.72 5S 684.02 5 8,208.24 | 105
2 124 Lumeacon LF LG-120 5 570.50 | $ 1,141.00! $ 60.46 S 120.92 | $ 53.06 | $ 106.121 $ 684.02 5 1,368.04 105
108 18 Leotek 247L 20LEDE70 MVOQLT 4K R3 AY S 469.80 | $ 50,738.40 | $ 60.46 $ 6,529.68 | $ 53.06 | 5 5,730.48 $ 583.32 55 62,998.56 700
15 18 Leotek 2471 20LEDE70 MVOLT 4K R3 AY $ 469.80 | $ 7,047.00 | $ 60.46 | $ 906.90 | $ 53.06 | $ 795.90 $ 583.325 8,749.80 700
78 45 Leotek 2471 20LEDE70 MVOLT 4K R3 AY $ 469.80 $ 36,644.40 | $ 60.46 | $ 4,715.68 |$ 53.06|$ 4,138.68 $ 583.32 $ 45,498.96 700
18 45 Leotek 2471 20LEDE70 MVOLT 4K R3 AY $ 469.80 | § 8,456.40 | $ 60.46 | $ 1,088.28|$ 53.06 | $ 955.08 : $ 583.32 $ 10,499.76 700
$ : $ z $ ° 5 5 $ $
$ -_|s _ $ : $ - is - is :
5,508 $ 848,376.75 5 246,787.47 $ 292,254.48 $ 1,387,418.70
| |
GENERAL NOTES: i
COMMENTS (1) Provide only complete New Fixtures for Base Ter 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, an:
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

Wood Pole Bracket & Hardware 3 64.00 | $ 142.00 |Per Bracket (5) Provide All Costs associated with Audit, Shipping, Project Management, required bonds/permits, and any
Wood Pole Bracket & Hardware 5 80.00 | $ 174.00 |Per Bracket |(6) Total Unit Cost will be the Unit pachg used for the schedule of values. Total Unit Cost is the sum of [Matt
Wood Pole Bracket & Hardware $ 110.00 | § 275.00 |Per Bracket (7) All Fixtures Must BE DLC Certified.

(8) A minimum ten year Manufacturer nny per RFP is required,

'(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 deco!

rative fixtures).

Price per Node

$ 628,242.28 | $ 114.06
$ 108.00
$ 2,350.00
YES/NO COMMENTS IF NO
darranty? YES
)yr. warranty? YES

March 11, 2016

| 848,377

246,787
628,242

292,254

68,275.00

AAR UU

2,083,936

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 assignments to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

B. 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.

C. Temporary Assiqnmenis 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 (prorated).

D. 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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SCHEDULE A

JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status

Domestic Violence Victim Advocate 11 Non-Exempt
Administrative Supervisor 11 Exempt
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 12 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt

IT Programs Administrator & Instructor 13 Exempt
Fleet Maintenance Supervisor 14 Non-Exempt
Co-Emergency Manager/Community Policing 15 Exempt
Coordinator

it Network Administrator 15 Exempt
Communications System Engineer/Technician 15 Non-Exempt
Records & Communications Manager 16 Exempt
Police Attorney / Full-Time 16 Exempt
Police Attorney / Part-Time 16 Exempt

It Manager / Software Specialist 17 Exempt
Radio Systems Manager / Part-Time 17 Exempt

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Schedule B

UFPO Hiring / Promotional Range

FY2019: 2.25%

Labor Grade | Minimum Maximum
10 $40,990.00 | $58,637.67
11 $45,739.00 | $65,555.81
12 $49,407.00 | $70,900.81
13 $53,747.00 | $77,223.38
14 $58,690.00 | $84,424.17
15 $63,385.00 | $91,177.92
16 $68,456.00 | $99,888.00
17 $73,932.00 | $110,816.00

FY2021: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $62,208.70
11 $45,739.00 | $69,548.16
12 $49,407.00 | $75,218.67
13 $53,747.00 | $81,926.28
14 $58,690.00 | $89,565.60
15 $63,385.00 | $96,730.66
16 $68,456.00 | $105,971.18
17 $73,932.00 } $117,564.69

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FY2020: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $60,396.80
11 $45,739.00 | $67,522.48
12 $49,407.00 | $73,027.83
13 $53,747.00 | $79,540.08
14 $58,690.00 | $86,956.90
15 $63,385.00 | $93,913.26
16 $68,456.00 | $102,884.64
17 $73,932.00 | $114,140.48
FY2022: 3.0%
Labor Grade Minimum Maximum
10 $40,990.00 | $64,074.97
11 $45,739.00 | $71,634.60
12 $49,407.00 | $77,475.23
13 $53,747.00 | $84,384.07
14 $58,690.00 | $92,252.57
15 $63,385.00 | $99,632.57
16 $68,456.00 | $109,150.31
17 $73,932.00 | $121,091.64

SCHEDULE B cont:

FY2023: 3.0%

Labor Grade Minimum Maximum

10 $40,990.00 | $65,997.21
14 $45,739.00 | $73,783.64
12 $49,407.00 | $79,799.49
13 $53,747.00 | $86,915.59
14 $58,690.00 | $95,020.15
15 $63,385.00 | $102,621.55
16 $68,456.00 | $112,424.82
17 $73,932.00 | $124,724.38

For purposes of this article, the full-time, continuous date of hire with the City of Nashua will be used for

ARTICLE 23: LONGEVITY

computing length of service.

Full-time and Part-time regular employees, who have been employed by the Nashua Police Department
for five or more years on an uninterrupted basis (except by reason of layoff or an approved leave of
absence), are eligible for a longevity payment on a normal payday following their anniversary date of hire
with the department in accordance with the schedule below. Part-time employees are eligible for prorated

longevity payments based upon the employees’ amount of hours worked.

5th through Sth anniversaries $ 300.00
10th through 14th anniversaries $ 500.00
15th through 19th anniversaries $ 700.00
20th and longer anniversaries $1,000.00

An employee is not eligible for this benefit if the following conditions apply:

1.
2.

3.

If the employee is in layoff status;
If the employee is not currently employed by the Nashua Police Department;
if the employee is on long term disability;

If the employee is on an unpaid leave of absence.

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Longevity payments received by employees shall be added to their total annual wages for computation of
overtime rates and paid in accordance with the regulations of the Fair Labor Standards Act.

if employees retire, longevity payments will be prorated by month based on the actual length of service.
Employees must work at least 15 calendar days in any month to receive credit for that month.

Two weeks prior to the employee's anniversary date, the employee can request that this longevity payment
be deposited into a 457 Retirement Plan provided that the employee has a 457 Retirement Plan set up
through the City.

ARTICLE 24: WORK SCHEDULES

ATTENDANCE:

The effectiveness and efficiency of the Nashua Police Department require that employees report promptly
for duty. Employees shall report to work at the appropriate starting time and shalt devote their entire
efforts to Department business during scheduled working hours. Unapproved or unexcused absences or
tardiness is unacceptable and will result in appropriate disciplinary action.

WORK SCHEDULE:

A. Anemployee’s work schedule is determined by the Chief of Police or designee based on the
operational needs of the City/Department. The Department has the right to make changes in
work schedules and assignments, as it deems necessary.

B. The Department shall make every attempt to notify affected employees in advance whenever
possible.

C. This Articles does not limit employees requesting any changes to their work schedules, based on
temporary or permanent person needs, to their appropriate Bureau Commander or designee;

however, the Department reserves the management right and authority to determine employees’
schedules based on operational needs of the City/Department.

TIME WORKED:

The following types of leave are all considered time worked for the purpose of calculating overtime.

| Admin Leave w/Pay | Bereavement = | WC Pending =| Holiday

“Jury Duty) “Be eavement Sick Day Owned | Bersonal Day NOT from Sick
“Personal time : Military Leave | Personal Day from Sick (Sick EmergencyLeave __
“Sick Family Member | Regular Duty” "Sick Excused "Special Assignment a
Special Personal Day Sick Time = Sick — Sick Bank | Swap Off Self

‘Time Coming Taken, Suspended w/Pay “Swap off - Training Instructor |

! Training Order Not OT : Train Off | Trainee | Vacation emergency Leave _
WC Light Duty Vacation — | Training Order traveling | |

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ARTICLE 25A: EXCHANGE OF WORKDAYS

For the purposes of this Article, the words "Exchange of Workdays” means one normal workday and such
exchange shall be for each other's position's duties, unless otherwise approved by the Chief of Police or
his designee.

A.

Exchanges of workdays are limited to individuals who have been cross-trained to adequately cover
the other position as determined and approved by their bureau commanders or supervisor.

The number of swaps allowed per individual shall be limited to ten per quarter if approved in
advance by his supervisor/pbureau commander and it does not interfere with normal operations,
training conducted by the department, cause the need to hire overtime, and if paid back within six
(6) months,

An employee is allowed to swap with himself. Limited to ten per quarter, if approved in advance by
his supervisor/bureau commander and it does not interfere with normal operations, training
conducted by the department, cause the need to hire overtime, and if paid back within six (6)
months.

Written advanced notice signed by both employees involved in the exchange is given to the Chief
or his designee two (2) days prior to each exchange of workday desired; (The two (2) day notice
period may be waived at the discretion of the Chief or his designee.)

The swap of either employee involved does not result in an employee working more than 16 hours
in one work day;

The swaps do not result in interference with scheduled training or otherwise interferes with other
duties or assignments or the operations of the department;

lf an employee involved in such exchange calls in sick on the exchange day, that employee shall
lose one normal work day of sick leave;

No additional swaps will be allowed for the original swap date; and
An employee paying back a swap will be eligible to receive a personal day or vacation day for the

original swap date. However, approval of a personal day or vacation day shall not supersede a
request for personal day or vacation leave by permanently scheduled personnel on that shift.

ARTICLE 26; OVERTIME & FLEX TIME

Overtime will be compensated in accordance with the Fair Labor Standards Act (FLSA). Employees
classified as exempt shall not be entitled to the overtime provisions set forth in FLSA. However, exempt
employees may be entitled to per-diem or flex-time as set forth in this Article.

WHEN OVERTIME IS ALLOWED:
A. Non-Exempt Employees Full & Part Time: Non-exempt, full- and part-time employees will

receive time and one-half their regular rate of pay for all approved time worked in excess of 40

35

hours during a pay week, Sunday through Saturday. In lieu of overtime, the non-exempt employee
may choose to exchange this overtime to compensation time as set forth in Article 25.

B. Non-Exempt Employees Called In From Home: !f a non-exempt employee gets called in from
home to work, he/she shall receive at least a 3-hour minimum in overtime pay if over 40 hours ina
week or a 3-hour minimum in regular pay if under 40 hours in a week. If the 3-hour minimum
overlaps with regular duty time, additional pay shall be only for hours worked in excess of the
regular duty schedule.

C. SUBMISSION OF OVERTIME SLIPS:
Overtime will be submitted on the appropriate form either during the week it was worked or no more
than one (1) week after the date worked. All overtime slips submitted will be paid according to the
iotal number of hours worked in the week it was worked, not the week the slip was received.

FLEX TIME & PER DIEM:

A. Purpose: Flextime or flexible hours program refers to the replacement of fixed work hours with
flexible hours chosen by an employee within the parameters established by the Chief of Police or his/her
designee. Flextime is the option of working a shorter tour of duty on one day to offset a longer tour of
duty on another day in the same work week due to unusual Department assignments or job
responsibilities.

B. Exempt Employees (Flex Time & Per Diem):
a, Only employees who are exempied from the provisions of the Fair Labor Standards Act
(FLSA) shall be eligible for per diem or flex time. Exempt positions are not eligible for
overtime. However, exempt personnel may be allowed flextime off by their appropriate
supervisor within thirty (30) days of the overtime worked in exchange based on each
situation.

b. When exempt employees are required to report to work on a weekend (from Friday at 8:00
p.m. until Sunday at midnight), holiday, or vacation day in emergency or non-emergency
situations to assist any City/Department, agency, or specialty unit, the exempt employee
shall be compensated at a per diem rate of one and one-half (1 %) times their base hourly
rate from the time they report to work until such time as they are released from work by
their supervisor.

C. Approval of Flextime: Flextime must be approved by the appropriate supervisor or designee before
the employee is allowed to change his/her duty hours.

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

E. Emergency Situations: During special times such as emergency operations or during snowstorms,
non-essential civilians may be sent home early from work. For these special situations, those civilians
who continue to work the normal work day will not receive additional pay, and those civilians who are
allowed or asked to leave the work day early, will not be deducted any amount from their normal weekly

Pay.

SPECIAL PROJECT STIPENDS:

Employees, who are normally ineligible for overtime, may receive a stipend based on special projects which
fall outside of their normal areas of responsibility. The rate will be based on 1.5 times the hourly rate of
pay. The amount of the stipend allowed per week will be determined in advance by the Chief or Deputy
Chief of Police.

36

ARTICLE 27: COMPENSATORY TIME (TIME COMING)

NON-EXEMPT EMPLOYEES:

Non-exempt employees may convert overtime worked, but not less than one hour of overtime at a time,
into a maximum amount of 16 time coming hours.

EXEMPT EMPLOYEES:

Exempt personnel do not receive time coming for time worked beyond their normal work hours; however,
they may be allowed flextime as outlined under the Overtime Article.

GENERAL POLICIES:
Compensatory time is allowed for non-exempt employees only under the following conditions:

A. Calculating Conversion; Compensatory time is computed at an hour and a half (1 % hours) for
every hour of straight time worked over 40 hours in a week.

1. Overtime Form: Employees will make out a Department Overtime form and mark their
intention to have the time converted to time coming.

2. Approval: Said form shall be submitted to the appropriate Bureau Commander or applicable
supervisor for approval.

3. Responsibility of Supervisors: As designated by the appropriate Commander or applicable
supervisor, each Bureau or other organizational component will maintain the slips and make
the necessary additions and subtractions as necessary to maintain a current total to the
maximum amount as specified below.

4, Use: Requests for use of compensatory time (time coming) shall be subject to the needs of
the Department including potential workloads and/or manpower requirements. The decision of
the supervisor shall be final and not subject to the grievance procedure.

B. Maximum Balance: Full-time employees may only have a maximum amount of 24 time coming
accumulated hours at any one time. Any overtime slips submitted for accrual purposes which bring
the total accrued amount beyond the 24 hours will be submitted by the appropriate supervisor or
designee through the normal process for overtime payment to the employee. For each Department
Overtime Form, there will be no splitting of the overtime between time coming and overtime
payment when submitted by the employee for conversion to time coming.

C. Time/Date Limits: Said time must be used within 3 months of the accrual date, but may not be
carried over from one calendar year into the next.

D. Responsibility of Supervisors — Expired Time Coming: If a slip becomes outdated, but the
employee has taken partial time coming hours, the time taken will be deducted by the member's

appropriate supervisor or designee and the remaining time will be converted back ta narmal
overtime for payment.

37