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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
11 $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 ‘eave of
absence), are eligible for a fongevity 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 9th 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 shail 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 shali 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 |, WG Pending THoliday = = =—i(iti‘s:S
Jury Duty Bereavement Sick |DayOwned | Personal Day NOT from Sick
“Personaltime = —~——sMilitaryLeave —S*| Personal Day from Sick | ‘Sick Emergency! Leave
“Sick Family Member | Regular Duty | Sick Excused _ ys Special Assignment
Special Personal Day | Sick Time ——«S.- 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 C Ught Duty | Vacation ~~ Training Order =r traveling !

i

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ARTICLE 254: 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/oureau 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/obureau 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 reqular rate of pay for all approved time worked in excess of 40

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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-Exempi Employees Called In From Home: If 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
total 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 Depariment assignments or job
responsibilities.

B. Exempt Employees (Flex Time & Per Diem):
a. Only employees who are exempted 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 ¥2) 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.

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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 wil] 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 to normal
overtime for payment.

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UTILIZING COMPENSATORY TIME:

When employees utilize compensatory time:

A,

C.

Depariment Form: The employee will complete the appropriate Department form when utilizing
any compensatory time (time coming}. The same procedures will be following as vacations, etc.

Deductions: The time will be deducted from the employee's time coming accrual and from the
actual overtime forms or other automated system. Once an overtime slip's conversion to time
coming has been used completely, the slip will be marked as so and may be kept for record
purposes.

Termination of Employmeni: If an employee leaves employment for any reason, any accrued
time will be converted back to overtime hours and will be submitted for payment.

ARTICLE 28: LUNCH TIME & COFFEE BREAKS

LUNCH PERIODS:

A.

Lunch periods shall be paid according to any of the following ways as dictated by the Chief of Police
or his/her designee:

1. An hour (1) lunch (without pay);

2. A 1/2 hour lunch (without pay); or

3. A 20-minute lunch break (with pay).

An employee may be called back from a lunch break due to emergencies.

The Bureau Commander or designee will allow an additional lunch break to be taken if conditions
allow this to occur,

BREAKS:

A.
B.

Employees may be allowed up to two (2) 15-minute breaks if conditions allow.

One break may be taken before and one may be taken after the lunch break period as the work
schedule allows.

All employees may be called back from a break due to emergencies.
The Bureau Commander or designee will allow an additional break to be taken if conditions allow.

The availability of breaks will not change an emplayee's normal workday schedule.

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Board of Aldermen Page 13
May 10, 2016

Alderman LeBrun

| would like to point out to Alderman Clemons that people who send their children to charter schools also pay
taxes to the traditional public schools.

Alderman Schoneman

| would also add that there is no tuition. These are kids that are going to these schools who perhaps cannot
afford a private school but need something a little bit different. As far as what the city contributes, we are
looking at an education budget for the city that is over $100 million. | can tell you that the Academy for Science
& Design pays $80,000 in property taxes in FY ’16.

Alderman Siegel

| would also like to point out that a very popular metric is classroom size in the public schools. To the extent
that we provide alternatives we end up reducing that size. These schools are not set up for some elite class. |
would encourage more charter schools. It’s more school capacity that we are getting at a low cost and
providing an incentive to do so which is a very low cost of entry with a high return on investment.

Alderman Dowd
| was just shown an estimate of the tax burden to the city if we pass this and it was approximately $145,000.

Right now we have the Mayor’s budget that’s $100,000 under the spending cap, to me that doesn’t add up. We
are going to start in the hole.

Alderman Siegel

Very quickly, that number that you gave is 1/10" of 1% of the school budget approximately. Look at the value
add, it looks like a good investment.

Alderman Dowd

| think you are mixing apples and oranges. You are talking about 13,000 students in 18+ school buildings and
millions of dollars in infrastructure in the public school system against these charter schools. | don’t see that
$145,000 If we lose that tax revenue coming off of the school budget. | can’t support this with the discrepancy
right now, maybe later if next year is a better tax year but not this year.

Alderman Clemons

The basic thing for me is that we have public schools and the charter schools that we have. My question is do
they do a great job at the detriment to everyone else? If 200 kids apply and only 100 get in, where the other
100 goes, it’s an unfair system. | don’t want to create a market place that favors charter schools.

Alderman Schoneman

The charter schools do an excellent and there are waiting lists to get in these schools. | would point out that
the waiting list is for kids who want options that they can’t find in the public schools. If we had more charter
schools the size of the waiting list would probably diminish. The Academy for Science & Design is limited to
500 students. The state limits that.

Alderman LeBrun

To Alderman Clemons, if you really want more bang for your buck you would support charter schools.

ARTICLE 29: WORKERS COMPENSATION

GENERAL CITY POLICIES:

A. State RSA/City’s Worker’s Compensation Insurance: Employees shall be covered by the
provisions of the New Hampshire Worker's Compensation Act, as may be amended from time to
time, and by related City policies. All employees are covered by the City's worker's compensation
insurance. The cost of this coverage shall be paid entirely by the City.

B. Notification to Supervisor/Completion of Paperwork: In the event an employee is injured on
the job, he or she must give immediate notice to their supervisor and complete the required
paperwork.

C. Supplementing Worker’s Compensation Payments: The employee may choose to supplement
his or her worker’s compensation payment utilizing available benefit leave balances. The use of
accrued leave shall be limited to the difference between the amount the employee is paid under
Worker Compensation and the amount of the employee's pay for their regularly scheduled work
week as in effect at the time of the injury.

D. Accruing Benefits: Employees will continue to accrue full benefits while receiving worker's
compensation benefits.

VOCATIONAL REHABILITATION (RSA 281-A:;25):
The City of Nashua shall follow the State Law under RSA 281-A:25.

ALTERNATIVE WORK OPPORTUNITIES (RSA 281-A:23-b):

The Department shall follow the State Law under RSA 281-A:23-b regarding the development of temporary
alternative work opportunities for injured employees.

REINSTATEMENT OF EMPLOYEE SUSTAINING COMPENSABLE INJURIES/ REPLACEMENTS (RSA
281-A:25-a):

For employees who have sustained an on-duty injury, the Department shall follow the State Law under RSA
281-A:25-an entitled, “Reinstatement of Employee Sustaining Compensable Injuries."

A. Temporary Replacement: Unless otherwise designated by State or Federal law, during the time
an employee is disabled from performing the duties of his/her position due to an on-duty injury, the
Department reserves the right to temporarily fill the position as needed up to an 18-month period
from the date of the injury.

B. Permanent Replacement: Unless otherwise designated by State or Federal taw, after the 18-
month period if the person is still unable to return to his/her position, he/she shall be deemed to be
unable to return to work. The person will be released, and the position may be filled permanently.
If the employee becomes employable after the 18-month period, he/she may apply for any vacant
position within the Department for which he/she is qualified for.

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ARTICLE 30: VACANCIES

GENERAL POLICY:

It is a policy of the Nashua Police Department to employ the best candidates possible through positive
recruitment and selection to ensure a lower rate of personnel turnover, fewer disciplinary problems, higher
moral, better community relations, and more efficient and effective services. The recruitment process will
be consistent with City and Department procedures and Federal and State laws.

FILLING VACANCIES WITH CURRENT EMPLOYEES:

A. Opportunity to Apply: When filling vacancies for positions covered by this Agreement, current
employees will be given the opportunity to apply for the position through a City Posting, to be
evaluated for consideration purposes, and to participate in testing procedures if applicable.

B. Promotions: (Cite Article 21 — Wages for policies.)

C. Demotions: Employees may apply for vacant positions lower than their current grade, which would
be considered a demotion. (Cite Article 21 ~ Wages for policies.)

D. Unsatisfactory Performance: Should the employee's performance be unsatisfactory any time
during the six-month period, the Chief of Police may:

« Extend the probationary period for an additional 6 months;

¢ Permit the employee to bid on another vacancy for which he/she is qualified, or,

« Return the employee to the position which he/she left if still vacant, or,

« To terminate the employee from employment with the Nashua Police Department.

ARTICLE 31: WORK POLICIES & REGULATIONS

GUIDELINES FOR DEPARTMENT OPERATIONS:

it is the policy of the Nashua Police Department to provide certain guidelines to insure efficient Department
operations. Civilian employees must comply with all applicable chapters or sections within the Nashua
Police Department Rules & Regulations Manual or other written or unwritten procedures/policies.

STANDARDS OF CONDUCT:

Civilian employees are subject to the Nashua Police Department's Disciplinary System and Internal
Affairs Investigations for any complaints/allegations relating to a criminal offense; neglect of duty; a
violation of Department/City policies, rules, procedures or ordinances; or conduct, either on or off duty,
which may tend to reflect unfavorably upon the employee, City or Department.

ARTICLE 32: RETIREMENT SYSTEM

Employees who work thirty-five (35) hours or more per week are mandated to join the NH Retirement
System (NHRS).

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