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GENERAL POLICIES:

It is the policy of the Nashua Police Department to provide certain guidelines to insure a professional image
in the grooming and dress of its employees. Due to tours and visits from official representatives and public
contacts, police headquarters is often open to outsiders. It is the policy of the Nashua Police Department
that its employees project a professional image with their grooming and dress.

UNIFORMS/SPECIALIZED APPAREL:

A. Requirements/Specifications: Certain employees are designated by the Chief of Police or
designee to wear uniforms or specialized apparel. They shall conform to the uniform requirements
and specifications as listed under the Nashua Police Department Rules and Regulations Manual.

B. Initial Issue: Upon employment with the Nashua Police Department, designated employees will
receive an initial issue of uniforms or as determined by the Chief of Police or designee.

C. Replacements: Within budgetary allotments, needed replacement will be issued as authorized by
the Chief of Police or designee.

CIVILIAN CLOTHING:

Employees permitted to wear civilian clothing shall conform to standards normally worn by office personnel
in professional, private business firms unless otherwise directed by a supervisor. It will be at the discretion
of the Chief of Police or designee to make a determination of acceptable or nonacceptable attire.

ARTICLE 16
INSURANCES & LONG_&SHORT-TERM DISABILITY:

MEDICAL & HEALTH INSURANCE

A. Minimum Hours Restrict: Health insurance is offered to all full-time employees or regular part-
time employees, who work a minimum of twenty (20) hours per week.

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B. Part-Time Employees: The cost for health insurance for part-time employees is pro-rated.

C. Available Plans: Except as otherwise provided in this Article 16, upon the request of an eligible
member of the bargaining unit, the City shall provide the amount of the premium specified below
for an individual, two-person or family plan, under one of the following plans offered by the City, if
available, or a comparable plan if the following plan(s) are not available:

(a) Health Maintenance Organization (HMO)

(b) The City may make additional plans available to members with benefit levels and
premium cost sharing determined by the City in its sole discretion, including, but not
limited to, carving out prescription benefits from a health insurance company to be
managed by a Pharmacy Benefits Manager.

The option of the health care plan is at the sole discretion of the City. It is agreed by all parties
concerned that the City reserves and shall have the right to change insurance carriers. It is agreed
by all parties concerned that the city reserves and shall have the right to change insurance carriers
provided the benefits to participants are comparable and the city elects the least expensive plan
available to provide such benefits.

Should the City determine that it is in the best interests of the City to offer a “comparable” plan to
option “a”, it shall provide at least one hundred twenty (120) days prior written notice to the Union
and documentation of the cost to members and the benefits that will be provided under the
comparable plan. Should the Union determine that the proposed plan is not comparable, the
grievance shall not be subject to the grievance procedure (Article 12), and shall be submitted
directly for arbitration no later than thirty (30) days after the Union is notified of the proposed change
to the comparable plan. The grievance shall be heard in an expedited manner. The decision of
the arbitrator shall be binding on both parties.

D. Restrictions for Newly Hired Employees: Aterthe signing of the Contract

Newly hired employees must sign up for a minimum of one (1) year with plans “a” or “b” and may
change to another plan during the normal group re-opening period.

—. Comparable Plan Definition: For the purposes of this Article, a comparable plan means no
additional out-of-pocket increases to employees and no reduction in current benefits. In addition,
the plan must provide reasonable access to health services and physicians, including specialists
and hospitals

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F. Birthday Rule: Employees who are married to another employee of the city who also subscribes
to a plan will be subject to the birthday rule. The birthday rule states, whichever spouse's birthday
falls first in a calendar year, is designated as the subscriber to any health plan.

JOINT LABOR/MANAGEMENT COMMITTEE: For the duration of this Agreement, either party to the
Agreement may request that a joint Labor/Management Committee be convened to consider the
performance of the aforementioned plans, any changes thereto.

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.

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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 Insurance 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.

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.

ARHGLE+7

TRANSFERS FROM-ANOTHER-OUTSIDE BARGAINING-UNF-OR-OTHER-CITFY DEPARTMENT:

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Full-time and par-time-empleyees_-whe- transfer frem another bargaining unit outside of the Denartment or
from-_another City Department withoutany breakstn City semice wil be permitted to retain-their-sick-leave
accrual palances—However trey wit rot be_permitted te use ihem_as_csick_days_uaderthis_aticleiinil

cerpletion of sh{6} menths-ef continueus Deparmentemployment

FULL-TIME EMPLOYEES:

Forful-tme employees whe wor 36 -hours-and overand-up-te-40 hours-a-week, they shall receive
pro-rated-sick leave benefits.

BW¥_Sick-Leave-Deductions:-Forthe-purpeses_oHthis_article,_a one-day-sick leave deduction shall he-8
hours-forthe-40-heura-week_eightheurs-a-dayemployeeForfull-time-empleyees whe werk 36 hours
and overand-upte-40-heurs-a week, shall have their normal work day.daduscted:te, 74 heurs ford Hie
-heuraweekemployees_and 7 hours-for35-heu-aweekempleyees-

eT aE Ey eo Nene fTaa HetiS) fer the. 40 hour work
employees.

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D.—Maximum Accrual Employees hired prior to September 46,2003-Part Hime employees hired
Fae te ON OIRS Can SSGRIO UP MO a: RIGIIHMEY OF PFORaIOE sie loavo-days-oquivalonto-ninoty {99}

H.Death Payments For Part-Time Employees: in the-eveni_of the -death_of an_employee,-the
empleyeo-orthe-employee-s-benoticiary {(as_specified in writing by the-employee_on_an-_appreved
ferm-—-Appendix-C—Designation-of Beneficiary Form" will be entited ean ameuntor percentage
as-specitied below-eHthe taused balance of sick leave,caleutlated atthe current rate of pay tha
deseased-empleyee-has—not-designated-a—beneticiary, the accrued sick leave will be paid the
empleyee's-estaic.

(cubjoct to the maximum accrual rate ae outlined undor-thie-Aricio) accrued. up-to-the date-of

fotirementideath-

unused sick loave-balance-acerued-up-te the date-of retirementideath.

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.

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FULL-TIME & PART-TIME EMPLOYEES:

A. Accruais per Month & Year:

1. Sick leave is accumulated at 4.25 £10 hours}-days per month for the full time employee as
defined in Article 3Q 40-houra-week-omployes provided the employee has been employed
prorte-andinsiudingon -the 15! of the month. Total accumulation per year is 15 days (120)

hours for the 40-hour-a-week employeefull-time employee.

2. Part-Time Eemployees, as defined in Article 3P-whe-werkiess- than 40 hours ber week 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:

® Employees Hired Prior to 9/16/03:
@ Employees can accrue up to a maximum of 1080 sick leave hours.

e Employees hired on or after 9/16/03:
© Employees can accrue unlimited sick leave hours.

D. Death_Payments_For Full Time—& Part-Time _EmployeesPayment on Death, Retirement, or
Resignation (after 15 years of service for resiqnations):

Employees Hired Prior to 9/16/03:

@ _Anemplovee 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:

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Board of Aldermen Page 4
May 10, 2016

in mediation and we came up with the final deal. As Commissioner Garant stated, in an attempt the city with
their financial needs they took a 0% in one of the years. We are always talking about the heroin issue in the
city; these guys are out there doing their best to help people stay alive. Over the last two years this group of
individuals has supplied over 500 winter coats to children in need within the city. They were distributed
through the elementary schools, the Children’s Home and the Boys and Girls Club. Over the last 25 years this
same group of people, out of their own pocket have supplied an average of 60 meals per year at
Christmastime for families in need. This past winter on one of our coldest weekends we had an elderly
resident of the city that had an issue with the furnace in her house. The oil company would not come out. This
group, out-of-pocket, came up with the cash to secure funding for the oil company to come out and help this
woman. They are vested within the community on duty and off duty and | truly urge you to support their labor
agreement.

Mr. Michael Gallagher, 9 Old Coach Road

| am the chairman of the Conservation Commission and | was asked to be here this evening knowing that Mr.
Parker's nomination was on your agenda. | did not know that Mayor Donchess was going to ask for it to be
tabled. | would like to point out that we have had three members in the past few years who have attended
meetings, agreed to serve the Commission and have since left prior to their term being over. Attending a
meeting doesn’t necessarily mean they are honor their full term. Every Board, including this one is a Board of
volunteers. | completely understand wanting people to understand what they are signing up for and | agree
that there are efforts that the Mayor's office can do but | think if somebody is here willing to do then it’s our job
as a Conservation Commission; we are simply a land/use Advisory Board to teach the folks that come onto our
Commission what is expected of them and what to do. | am encouraged that Mr. Parker will be at our next
meeting and we will do our best to make sure that he understands fully what our requirements are. | hope he
is willing to join. | will also say that | hope there is some discussion of the Southwest Trails Dedication that is
happening this weekend at the end of the meeting.

PETITIONS — None

NOMINATIONS, APPOINTMENTS AND ELECTIONS

Appointment by the Mayor
The following Appointment by the Mayor was read into the record:
Cultural Connections Committee
Jessica Ayala (New Appointment) For a Term to Expire: January 5, 2020
31 Kinsley Street
Nashua, NH 03060
MOTION BY ALDERMAN CLEMONS TO ACCEPT THE APPOINTMENT BY THE MAYOR AS READ AND
REFER IT TO THE PERSONNEL/ADMINISTRATIVE AFFAIRS COMMITTEE
MOTION CARRIED
REPORTS OF COMMITTEE
Budget Review Committee 0.0.0.0... cceeeeeeeeeeeeeeeeetsseteeetseseeeeeeeeeeeeeeee 04/25/16

There being no objection, President McCarthy declared the report of the April 25, 2016
Budget Review Committee accepted and placed on file.

e An employee will receive 20% of the emplovees’ 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 — Anpendix 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).
400% _of the -omployee’s_sick leave _balance {subject-to-the-maximum accrual of 720 hours)
accruedup-iethe-date-of-death_calculated at the current rate of pay —If a deceased employee has
not designated a beneficiary, the accrued sick leave will be paid the employee’s estaie.

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 9 *5-Si ject
to-the_maximunraccrual accrued up to the date of_retirement_or_resiqnation

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 not 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:

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A. 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.

B. 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.

C. Personal Yearly Sick Bank: —Empleoyees-Hired-Prior_to-September-16,2003;—Employees
hired -srierie September 16,2603, 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.

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 outlined 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.

DEATH RETIREMENT PAYMENTS FOR FULL-TIME EMPLOYEES:

Upon retirement from the City or in-the-eventot the death of an employee, the employee oF the-omployee's

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