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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 other type of leave
contained within this baraaining 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:

Atany 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. If 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.

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 2422
WAGES

WAGE COMPENSATION-HIRING / PROMOTIONAL RANGES:

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

B. Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the hiring-Hiring / Promotional ranges 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 hidag-Hiring / Promotional ranges set
forth in Schedule B should it determine, in its discretion, that an individual's qualifications and level
of experience warrant such a departure.

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PAY INCREMENT INCREASES:

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

4._tLpayascreases-_are-_granted-employeesiwho_are hired between July +" and December-3t4
shallbe eligible for pay increases-the-fallewing July 45+ _Employees_hired between Janvanit*
and _ dune 30 shalt net be eligible for pay-_increases-until_ the January 4% of the following
ealendaryear

21.-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.

Nashua.

BB. Contract Pay Increases ~ Refer to Schedule B — UFPO Hiring / Promotional Range:

oe Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%
¢ Fiscal Year 2020 (7/1/19 — 6/30/20): 3.0%
e Fiscal Year 2021 (7/1/20 — 6/30/21): 3.0%

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e Fiscal Year 2022 (7/1/21 — 6/30/22): 3.0%
se Fiscal Year 2023 (7/1/22-6/30/23): 3.0%

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.

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B.

C.

Permanent _Assiqnmenits: 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.

Temporary Assignments 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 (pro-rated).

School Attendance: Employees on a 5 & 2 System may be assigned to attend special schooling
away from the workplace during hours not normally worked by the employee. Employees on a5 &
2 System shall receive not less than their regular rate of pay during such attendance.

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DAW-—JOB-TIFLES
SCHEDULE A
JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status
Domestic Violence Victim Advocate 11 Non-Exempt
Secretarial Superiser— 11 Exempt
DetectivesAdministrative Supervisor
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 12 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt
System-Supper SpeciaistilT Programs 4313 Nea-
Administrator & Instructor ExemptExempt
Fleet Maintenance Supervisor 14 Non-Exempt
Co-Emergency Manager/Community Policing 15 Exempt
Coordinator
[t 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

NPD-UAW Hiring/R tion R EY16—FV48
Schedule B

UFPO Hiring / Promotional Range

Wage Increases:

Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%

e Fiscal Year 2020 (7/1/19 — 6/30/20): 2.50%

Fiscal Year 2021 (7/1/20 — 6/30/21):

2.25%

e__ Fiscal Year 2022 (7/1/21 — 6/30/22): 2.50%

Fiscal Year 2023 (7/1/19

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

50

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

FY2021: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $62,208.70
14 $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

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

ARTICLE 3823

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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

h | * amount of worked.

10th through 14th anniversaries $500.00
15th through 19th anniversaries $ 700.00
20th lon nniversar' $1,000.00

4. ifthe empl i n id leave of n

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

lf emplovees retire, longevity payments will be prorated by month based on the actual lenath 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 rae the emolouse has a 457 Retirement Plan set up

52

AMENDED
O-16-025

ORDINANCE

AMENDING THE ZONING MAP BY REZONING 472 AMHERST STREET FROM
AIRPORT INDUSTRIAL (AI) TO HIGHWAY BUSINESS (HB)

CITY OF NASHUA

In the Year Two Thousand and Sixteen

The City of Nashua ordains that Chapter 190 “Land Use”, Part 2 “Zoning Districts and
Supplemental Use Regulations”, Article 2 “Generally”, Section 190-12 “Zoning map”, is hereby
amended by changing the zoning designation of the following described parcel on Amherst
Street from airport industrial (AD) to highway business (HB):

A certain parcel of land situated on the southwesterly side of Amherst Street, in the City of
Nashua, County of Hillsborough, State of New Hampshire, and being more particularly
described as follows:

Beginning at a point at the intersection of the centerline of said Amherst Street and the
extension of the common property line between Map H, Lot 136 and Map H, Lot 651; thence

Southwesterly along the said extension of the common property line between Lot 136 and
Lot 651 and continuing along said Lot 651, a total distance of 166 feet, more or less, to the
southwesterly corner of Lot 651 at Map H, Lot 293; thence

Southwesterly along the said common property line between Lot 136 and Lot 293 a distance
of 704 feet, more or less, to the southerly corner of Lot 136 at Map H, Lot 297; thence

Northwesterly along said Lot 297, a distance of 510 feet, more or less, to the westerly corner
of said Lot 136, being the northerly corner of said Lot 297 and the southerly corner of Map
H, Lot 116; thence

Northeasterly along said Lot 116 and continuing on the extension of the common property
line between said Lot 136 and Lot 116, a total distance of 854 feet, more or less, to the said
centerline of Amherst Street; thence

Southeasterly along the said centerline of Amherst Street a distance of 392 feet, more or less,
to the point of beginning.