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Holidays

Change 11 paid holidays to 12 paid holidays per calendar year (to be
assigned by the Chief)

Add:

If a schedule holiday falls on an employee’s normal day off, the employee
may choose to take the holiday on a different day in the same week, the
previous week, or the following week.

Article 16:
Insurance & Long-Term
Disability

Add;
Short-Term Disability at the expense of the employee and as available.

Article 17:
Sick Leave & Sick Leave
Bank

** Revised proposal

Maximum Accrual:

Emplovees hired prior to 9/16/03:
Employees can accrue up to a maximum of 1080 hours.

Payment on Death, Retirement, or Resignation (after 15 years of service
for resignations): 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:
Employees can accrue unlimited hours.

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

Adjust language. Accrued for any month in which the individual has been
employed on the 15" of the month.

Article 18:
Bereavement Leave

Language housekeeping
1 additional bereavement day for parent, step-parent, spouse, child, step-
child.

Article 22: FY2019: 2.25%
Wages FY2020: 3.0%
FY2021: 3.0%
FY2022: 3.0%
FY2023: 3.0%
Article 23: Add approved sidebar from 7/1/17 (Language housekeeping)
Longevity
Article 26: Housekeeping (rearranged for clarity)

Overtime & Flex Time

New: R-19-125 (Sidebar approved by BOA)

Employees who are normally ineligible for OT may receive a stipend
based on special projects which fall outside 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 ahead of
time by the Chief or his designee.

Article 37:

Available Funding:

Educational
Reimbursement

$20,000 cap for all NPD department members.
Removed: Only one class will be reimbursed per school term.

New: Educational Incentive:
Associate’s Degree: $500
Bachelor’s Degree: $1,000
Master’s Degree: $1,250

Article 40:
Duration of Agreement

Five years:
7/1/18 — 6/30/23

Schedule A: Adjusted job titles per modification petition certification
Job Titles
Schedule B: Update and included additional contract years at the approved percentage

Hiring/Promotion Range

increase for the maximum range. (Article 22)

Appendix A: Replaced with UFPO form
Dues
Appendix B: Replaced with UFPO language

Beneficiary Form

Appendix C:
Sick Bank Transfer Form

Replaced with UFPO language

COLLECTIVE BARGAINING AGREEMENT
BETWEEN
NASHUA BOARD OF POLICE COMMISSIONERS
AND
DAML PROBESSIOBML EMPLOYEES OF MAS HHA RPOL.CE DEPARTMENT

UFPO Local 645 Professional Employees of the Nashua Police Department

Jab, 2015 —haine 30, 2018

July 1, 2018 — June 30, 20232023

Table of Contents

ARTICLE 1: PREAMBLE/AGREEMENT ....cscsssssssssssssssssessssssessssssssnsercessssssssuseenssssvssecsensesssnssetecesesessnssess 555
ARTICLE 2: RECOGNITION ..ccsssssssssssscscscssssssssensssesssssessssecssctsssessensasssesescesssnetersasusessestovesssssnesectesssssesees 555
ARTICLE 3: DEFINITIONS. wccsssscsssssssesscscsssssssssssssscsssossssscsesessensenssvsesssssssosesecsessessssnsuecescesssusssereseersenseeses 555
ARTICLE 4: STABILITY OF AGREEMENT. .sssscssssssssssssscsscsccssscssssssesessessoussssereenessenssscesseesssusertersesseenaeses 666
ARTICLE 5: UNION MEMBERSHIP “ = 666
ARTICLE 6: UNION DUES ..scesssscscsssseesscssssscsssssesssscsscusssscssssscesssnsveceeseesenssssneessesssstvaseeseserssnuseeteseseneeanseess 722
ARTICLE 7: EMPLOYEE RIGHTS ..ccssscscsssssssssssscccsssonssssssscsesseessssvssssssessesssnusseeeesecessnneeseesesteat 997
ARTICLE 8: MANAGEMENT RIGHTS .......ssssssses000 .998
ARTICLE 9: UNFAIR LABOR PRACTICES & STRIKES PROHIBITED .....sssssssssscsssssssessssnetesseressers 10199
ARTICLE 10: COLLECTIVE BARGAINING MEETINGS AND CONTRACTS usssscsssscsssssssescsseesesssse 124210
DISTRIBUTION OF AGREEMENT TO EMPLOYEES::.....sssssssssssssssssessseccssssssunsetesesseonsseeseneeseunesess 124244
MEDICAL & HEALTH INSURANCE .......cssssessssescsseessossssessesssessssssssessesesesssueteeeeeesenes 262625
SHORT TERM DISABILITY .....ccssssssssscscsscesesssesseess sessssseees 292927
EMERGENCY LEAVE .u...-.sosessssscssossssssssscsnsonssssssceseccessesnssusessesssssssvassecesssssanesrescesncceeeeeeceensmueseste 434337
PERSONAL TIME.n.csssssscscccsssssesscsssssssssssscssstessssnesesecsensensssssvserseseesensnssesssesersnssusseeseessesseserceeessseuasess 444438
AVAILABILITYS -cccoscsessccccssssssssssssssssssessssesscsssveseesersevssnvssserscssssssssseessesesssusssesesseseanssereeseseeanstetenesens 727260
RESTRICTIONS? ccccsssesccscsssscssssscscsscsssussssossessssssssscsssscsssessseessecsssssssssceccensssnsnsserseressaseecersessseuiestess 727264

A regular meeting of the Board of Aldermen was held Tuesday, May 10, 2016, at 7:30 p.m. in the Aldermanic
Chamber.

President Brian S. McCarthy presided; City Clerk Patricia D. Piecuch recorded.

Prayer was offered by City Clerk Patricia D. Piecuch; Alderman Clemons led in the Pledge to the Flag.
The roll call was taken with 15 members of the Board of Aldermen present.

Mayor James W. Donchess and Corporation Counsel Steven A. Bolton were also present.

REMARKS BY THE MAYOR

Mayor Donchess

The first item I'd like to address is the budget which is on your desks tonight. | would like to thank everyone
who helped in the preparation of the budget, including all of the division directors and department heads who
submitted their budgets but also in particular, John Griffin, our CFO, David Fredette, the Treasurer, Kim Kleiner
from my office and Rose Evans. In an overview, the budget is for the general fund budget and it is
$247,900,000 which is up $3.1 million from last year. The spending cap is 1.3% as a result of the gross
domestic product implicit price deflator for state and local governments. This budget is $100,000 below the
spending cap. | think the priorities that are inherent in the budget, the priorities that | adopted were first
education, and the school budget is up 2.25% which enables us to maintain at least a current level of service.
This is the superintendent's budget that was proposed by Mark Conrad to the School Board. It is a reduction
from the budget that the School Board passed in the amount of a little over $400,000 but again, it does
maintain the current level of service in another tight budget year. Secondly, the police department, the
proposal is to provide a 2.5% increase; this again maintains a current level of service in the face of many law
enforcement issues related to the opioid and heroin epidemic. In prior years we have seen reductions in police
services as a result of various budget pressures. This year | am proposing that we maintain the current level of
service. | think there is also a focus on capital projects, particularly in the area of parks. | think that we have a
fantastic park system and it’s a strength upon which we can build. To mention a few of those projects, there is
money for an irrigation system which will enable the Parks Department to remotely irrigate all of the city’s
rectangular fields. This will result in better irrigation and less money being spent for water and it will result in
more time available for employees. The city is limited in its ability to offer fields, there are only 11 rectangular
fields in the city and we need more than that so the fields can be given the proper rest and can be in the
condition that they should be for all of our soccer, lacrosse and cricket leagues. In the budget is money for the
establishment of at least one new field off of Groton Road in an area that the city owns and at one time had
been planned for a large park. There is also money for the Rail Trail lighting; the remainder of that money for
the carousel at Labine Park and two parks employees are added; these are the only employees added in the
budget to be hired at % year. The Park’s Department is struggling with a growing workload with a shrinking
workforce so this would increase the number of employees that they have from 21 to 23. There are some
areas where we were able to save money. David Fredette in his efforts was able to reduce the bonded debt
budget from $18 million to $17.3 million. We are also saving money as a result of the proposed LED project
which will save $200,000. Revenues in general are strong. We expect vehicle registration to be good again
next year but as the custom has been for a long, long time I’ve conservatively estimated those revenues.
There is a revenues loss in that the school adequacy grant is being reduced by $477,000 and this is
unfortunate and it is part of a plan to continue to reduce the adequacy grant, particularly which is tied to free
and reduced lunch for economically disadvantaged children; something that is just a raise in property taxes by
the state legislature. Again, a high point was that the city has been able to very capably manage the health
benefits as a result of the number of the changes that have been made. My goal here is to make sure that the
tax rate, if this budget is adopted, does not go up any more than 2.5%. Again, it is a budget that is under the
spending cap of 1.3%. In terms of the future, the State Retirement Board today reduced the expected rate of
return so that means that we will probably get hit with another pension increase next year. | think the pension
cost transfer legislation is still a good idea; one believe that | think is tax neutral and has been referred back to
the committee for further consideration. In closing, | think in a tight budget year, which is typical these days,

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Appendix c—Desi i
Appendix D-Sick Bank Franstor Por 4

ARTICLE 1: PREAMBLE/AGREEMENT

Pursuant to New Hampshire RSA 273-A, and other applicable laws and statutes, this Agreement has been
entered into by the Nashua Board of Police Commissioners (hereinafter the "Commission"), and the VAW
Professional Employees-ofihe- NashuaPolice Deparment Localt2e22 UFPO Local 645 Professional
Employees of the Nashua Police Department, —the full and part-time professional, technical, and
supervisory civilians of the Nashua Police Department, as listed under the current PELRB Certification of
Representative, (hereinafter the "Union"), but excluding MeritCity of Nashua Unaffiliated Employees. Both
parties agree to be bound by the provisions of this Agreement.

ARTICLE 2: RECOGNITION

As defined in Article 1 above, the Commission recognizes, in accordance with RSA 273-A only, the Union
as the sole and exclusive representative for the included civilian employees of the Nashua Police
Department, excluding employees serving their initial probationary period as defined in Article 3 of this
contract, for the purposes of collective bargaining with respect to terms and conditions of employment as
defined under RSA 273-A:1, XI.

ARTICLE 3: DEFINITIONS

A. COMMISSION: The Nashua Board of Police Commissioners.
B. CHIEF: Chief of Police of ihe Nashua, New Hampshire, Police Department.

C. BOARD OF ALDERMEN: The legislative body of the City of Nashua that approves cost items (any
benefit acquired through collective bargaining).

D. DEPARTMENT: The Nashua, New Hampshire, Police Department.
E. CITY OF NASHUA: The City of Nashua, New Hampshire.

F. EMPLOYEE: As identified on State of NH, Public Employees Labor Relations Board's Certification
of Representative form in accordance with RSA 273-A, excluding -Mert-Employees Unaffiliated
Employees .

G. GRIEVANCE: A written complaint signed by one or more employees and the Union, or the
Commission or Department which alleges a violation, misinterpretation or misapplication of any
grievable provision of this Agreement.

H. GRIEVANT: The person or party filing and signing the grievance.

I]. MANAGEMENT: The Nashua Board of Police Commissioners, the Chief of Police, a Deputy Chief,
Bureau Commanders, or their designee.

J. PARTIES: The Commission; the Union.

K. RESPONDING AUTHORITY: The person or party to whom the grievance is presented.
UNION: UAW Professional Employees-ofihe Nashua Police Departmenttocal2232-UFPO Local

645 Professional Employees of Nashua Police Department

M. PROBATIONARY EMPLOYEE: An employee who has been hired, recently promoted, or
transferred and serving a six (6) month probationary period. The probationary period may be

ei)

extended another six months (one-year total probationary period) due to the performance of the
employee.

N. ESSENTIAL EMPLOYEE/PERSONNEL: An employee that is considered essential at all times to
maintain the critical 24-hour operations of the Nashua Police Department as determined by the
Chief of Police or designee.

O. NON-ESSENTIAL EMPLOYEE/PERSONNEL: An employee that is not normally essential to
maintain the 24-hour operations of the Nashua Police Department as determined by the Chief of
Police or designee; however, this condition may change due to emergencies that could occur.

P. PART-TIME EMPLOYEE: An employee whose normal work schedule is less than 35 hours per
week.

Q. FULL-TIME EMPLOYEE: An employee whose normal work schedule is 35 hours or more per
week.

R. FINANCIAL SERVICES DIVISION: A Division within the Nashua Police Department responsible
for the compensation of Department employees.

S. MERE-CITY OF NASHUA UNAFFILIATED EMPLOYEE: A Nashua Police Department civilian
employee who is not covered under this Agreement or any other collective bargaining agreements.

T. DOMESTIC PARTNER: An individual: 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. (This definition only
pertains to Article 18 — “Bereavement Leave.”)

U. EXECUTION DATE: Is defined as the date when cost items contained within the tentative
Collective Bargaining Agreement are approved by the Board of Aldermen, and the Collective
Bargaining Agreement is signed by the parties.

V. GENDER: All references herein the Agreement referring to the masculine gender shall be
considered to include the feminine.

W. WORK DAY: In the case of paid leave, “work day” means the number of hours an employee works
on a reqularly scheduled work day.

ARTICLE 4: STABILITY OF AGREEMENT

No amendment to, modification of, or change in, the terms or provision of this Agreement shall bind the
Commission or the Union unless made and executed in writing and signed by an authorized representative
of each party.

ARTICLE 5: UNION MEMBERSHIP

A. According to RSA 275:1, “Union Membership,” no person shall coerce or compel, or attempt to
coerce or compel, any person into an Agreement, either written or verbal, not to join or become a
member of any labor organization, as a condition or securing or continuing in any employment.
Membership in the Union is not compulsory. Employees may join or not, maintain, or resign
membership in the Union at their sole discretion. Nothing in this Agreement shall be construed to

6

require that any employee of the Department join the Union as a condition of being hired or retained
in employment.

B. Employees who are not members of the Union shall not be required to pay dues to the Union.
Neither the Union nor the Commission shall discriminate in favor of, or against, any employee by
reason of membership or non-membership in the Union.

C. The wages and benefits provided under this Agreement shall apply to all employees.

administration_and-grievance-_adjustment—The City agrees te-collact-agency-tees in the same-method and
Ppannerasthe collection of Union dues.

ARTICLE 6: UNION DUES

A. Written authorization: An employee, who is covered by this Agreement, may execute a written
authorization providing that a portion of their basic monthly wages be withheld weekly and
forwarded to the Union. Upon receipt of a properly executed Authorization and Assignment Form
from an employee, the Commission or appropriate designee shall notify the City of Nashua’s Chief
Financial Officer or appropriate designee to deduct from wages due, the amount authorized. A
copy of said form is attached as Appendix A.

B. Check for Dues Deducted: Each month, a check for the amount of all dues deducted, along with
a current list of bargaining unit members from whose wages dues deductions have been made,
shall be transmitted to the Treasurer of the Union. The Union will be responsible for providing a
current name and address to the City to whom the dues deductions should be transmitted.

C. Revocation of Authorization: An employee who executes such authorization form shall continue
to have such deductions made from his/her wages during the term of the Agreement or until he/she
notifies the Commission or designee in writing, with a copy to the Union, that the Authorization and
Assessment Form is being revoked, and the employee thus withdraws the authority for the
deduction of dues.

D. Dues Deductions: Dues deductions shall be subordinate to deductions required by law. No
deductions shall be made if an employee has insufficient wages in any pay period. Neither the
Commission, nor the City of Nashua, shall be responsible for deducting any arrearage in dues
owed to the Union by a member.

E. Termination of Deductions: Deductions shall automatically terminate upon the occurrence of any
of the following events:

1. Termination of employment;
2. Transfer out of the bargaining unit;
3. Lay-off or reduction in force;

4, Revocation by the employee of Dues Deduction Authorization,