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1- pay the employee each week, the pay ment will include the difference between the amount
they are paid under Worker's Compensation and the amount of the employee's pay for
their regularly scheduled work week as in effect at the time of the injury .

2- make such supplemental pay ments for as long as the employee is disabled, but in no case
longer than six (6) months from the date of injury .

3- continue to accumulate all benefits [earned time] during the period in which the employ ce
is out on Workers' Compensation, up to six (6) months from the date of injury .

An employee injured while on the job and absent because of such injury shall be paid by the City
for the full day which the injury occurred.

Article 20
Tuition Reimbursement

The City shall contime to maintain the existing "tuition account" as a combined account for
Professional and Clerical/Technical employees covered under their respective collective
bargaining agreements with UAW Local 2322. Funds that are not used in any year will remain
available in subsequent years until spent. Tuition reimbursement will be available to employees
who are laid-off but have received approval for and commenced taking a course prior to their
lay off. The tuition monies will be administered by the Human Resource Department. Funds will
be disbursed on a first come, first served basis.

On July 1, , July I, ; July 1, , the City shall
contribute the sum of ten thousand dollars ($10,000.00) to the above-described "tuition account".

In addition, if on June 30, ; , there are no remaining
funds in the tuition account and there are Professional or Clerical/Technical employees who have
not received any funding from the tuition account in that fiscal year, and who are eligible for
reimbursement for work-related courses, degrees, or certificate programs, then cach fiscal year
the City shall pay up to three thousand dollars ($3,000.00) for said reimbursement.

Reimbursement is as follows:

Seventy five percent (75%) for courses taken in a work related degree or certificate program,
Seventy five percent (75%) for work related courses, and

Fifty percent (50%) for courses taken in a non-work related degree or certificate program, and
Fifty percent (50%) for "other" courses, non-work related, non-degree provisions pursuant to the
following.

Forms for the "other" courses must be submitted to the Human Resource Department by June
1" of each year. Monies will be disbursed on a first come first served basis and as funds permit.
No monies for "other" courses will be disbursed prior to June 1* of each year.

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Reimbursement eligibility is in the order set forth above to the limit of available funds. All
courses must be approved in advance by the Human Resources Department in order to be
eligible for reimbursement. Any single individual employee may utilize up to fifteen percent of
the total tuition account per fiscal year. However, if such an employee would be entitled to
additional reimbursement but for this limit, and there is any money remaining in the tuition
account at the end of the fiscal year, said employee can request additional reimbursement. The
Human Resources Department will develop such administrative policies and forms as may be
needed from time to time to efficiently administer this program.

Reimbursement is subject to the following:

Students enrolled in a bachelors degree, associates degree or certificate programs and students
taking non work related courses must achieve a"C" or better in the course to be reimbursed.

Students enrolled in graduate studies must achieve a "B" or better in the course to be reimbursed.

Students enrolled in "other" courses, including courses without grades, must show
documentation of completion of the course.

Mandatory Courses

Courses required to be taken by the City of Nashua, shall be reimbursed at one hundred percent
of all tuition, lab, registration and related expenses. The City shall fund all expenses separate of
the "tuition account" described above.

As part of the resolution to approve the cost items of this Agreement JJuly_1, 2020 — June 30
2024), the parties agree that $37,871 shall be deducted from the tuition account and used for a
one-time agreed_upon set of grade and step adjustments in the Clerical / Technical unit.

Article 21
Alternative Schedules

Employees shall ordinarily work five (5) eight (8) hour days per week as scheduled during
normal city business hours by management. Employees may request alternative schedules. In the
event that City operations warrant, management may establish alternative schedules. If
alternative schedules are not established for all employees performing the same duties, those
employees concerned may select the schedule they prefer on the basis of seniority up to the
number of employ ces to be assigned the alternative schedule.

Article 22
Long Term Disability (LTD)

Full time employees and part time employees working twenty (20) or more hours per week who
are covered by this agreement and who have been employed by the City for one (1) year on an
uninterrupted basis except by reason of layoff, on the job injury or approved leave of absence,
shall be covered for long term disability under a policy of insurance, the premium for which is to
be fully paid by the City, subject to such eligibility requirements and other terms and conditions

19

as the carrier may establish. The City reserves the right to change long term disability insurers to
another commercially available program having overall comparability of coverage to that
currently in effect on the date of execution hereof, or to self insure said coverage. Employ ces are
encouraged to maintain adequate earned time balances to cover the elimination period for the
long term disability benefit in the event a claim is made.

Article 22A
Short Term Disability (STD)

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
emp loy ee’s expense.

The City of Nashua will provide administrative support in maintaining this program, similar to
what is currently offered to DP W employ ees.

Article 23
Health Insurance
The City shall provide, subject to the provisions of this article, upon request of an eligible member
of the bargaining unit, the amount of the premium specified below for an individual, two person,

or family plan, of one of the following.

(a) Point-of-Service-Plan (“POS”) with benefits comp arable to those currents—p rovided;

(b) Health Maintenance Organization (SHMO”) Plan with benefits comparable to those¢--~~ [ Formatted: Justified, Indent: Left: 0.5', riot
currenth provided; er 0

(c) High Deductible Health Plan with Health Savings Account (“HDHP_w/HSA") with ol Formatted: Font: 12 pt )
benefits comparable tothose provided: or, men { Formatted: Font: 12 pt )

(ed) The city may make additional plans available to members with benefit levels and
premium cost sharing determined by the city in its sole discretion.

Se [ Formatted: Justified, Indent: First line: 0.5",
The option of the health care plan is at the sole discretion of the City. It is agreed by all Right: _0"

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 either option “a”, -o=“b”, or “c”. 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

20

comparable, the grievance shall not be subject to the grievance procedure 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.

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.

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 and any changes thereto.

City Contributions and Employee Enrollment:

For eligible members, the City shall contribute 70% of the premium for option (a) and 80% of
the premium for option (b) or (c).

Any eligible member of the bargaining unit requesting initial membership in a plan may enter
during a specified enrollment period. Any eligible member desiring to select a different plan
may make such a change only during the annual enrollment period. Eligible members moving
into or out of a HMO or Point-of-Service Plan service area may change plans within a specified
period after such move to the extent permitted by the plans.

ANNUAL AUDIT: The City of Nashua hereby agrees to conduct a yearly loss ratio analy sis of
all Health Insurance plans offered to employ ces and return all employ ce overpay ments in the form
of a monetary pay ment at the completion of the analy sis.

Regular part time employees working a minimum of 20 hours per week are covered by
the provisions of this article 23 on a pro rata basis. The proration is based on the ratio the
employee’s regular weekly work hours are to 40 hours. The proration applies to the City’s
premium contribution.

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_-~~-{ Formatted: Font: Bold

POS Co-pays and Deductibles,
The POS Plan shall have the following co-pays and deductibles:

(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 2 Person/Family Inpatient/Outpatient Facility Deductible, and

(d) Three Tier Pharmacy Benefit of $5/$15/$35 ($5/$30/$70 Mail Order).

HMO Co-pays_ and Deductibles:

The HMO Plan shall have the following co-pays and deductibles:

(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 2 Person/Family Inpatient/Outpatient Facility Deductible, and

(d) Three Tier Pharmacy Benefit of $5/$15/$35 ($5/$30/$70 Mail Order).

Effective July_1, 2021, the HMO Plan shall have the following co-pays and deductibles:

(a) Twenty -Five Dollars ($25.00) per medical visit:

(b) One Hundred Dollars ($100.00) per emergency room visit:

(c) One Thousand Five Hundred Dollars ($1.500.00) Per Person, Three Thousand
Dollars ($3,000.00) Per 2 Person/Family Inpatient/Outpatient Facility Deductible:
and

(d) Three Tier Pharmacy Benefit of $10/$30/$50 ($20/$60/$100 Mail Order).

igh Deductible Health Plan with Health S avings Account (HDHP w/ HS A):

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The deductibles in the High Deductible Health Plan with Health Savings Account (HDHP w/

HSA) are $2,000 individual / $4,000 2-person or family. The City’s contribution to Health
Savings Accounts is $1,500 individual / $3,000 2-person or family .

The City HSA contribution will be distributed in 2 installments, one on or about July 1 and on +,_.---{ Formatted:

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one or about October_1, provided however that if an employee is required to pay more towards “~{ Formatted: Space After: 0 pt }
his / her deductible than the initial 50% contribution, upon presentation of suitable

documentation, the City will contribute the remaining 50% before October 1.

Emp loy ees who join the HDHP w/HSA. at any time other than July_1 will receive _a pro-rated (Formatted: Space After: 0 pt )
City contribution of $125 monthly for a single planand $250 monthly for 2-person or family = =39=~"~ { Formatted: Font: (Default) Times New Roman }

plan for each full month remaining in that fiscal y ear.

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Article 24
Dental Insurance

The City shall pay one hundred (100%) percent of the premium of a two person plan
dental insurance program such as Delta Dental, currently in effect on the date of execution
hereof. The

City reserves the right to change insurance carriers or plans, or to self insure the same. Such
new

plans shall offer benefits commercially available in the market and shall have overall
comparability of coverage to the above referenced plans to the extent said coverages are
commercially available.

Effective July_1, 2021, employees may elect to enroll in a “High Option” dental plan offered by
the City. The employee shall be responsible for pay ing the full additional premium cost for the
High Option Plan.

Regular part time employees working a minimum of 20 hours per week are covered by the
provisions of this article 24 on a pro rata basis. The proration is based on the ratio the
employ ee’s regular weekly work hours are to 40 hours. The proration applies to the City’s
premium contribution.

Article 25
Life Insurance

The City agrees to pay one hundred percent (100%) of the premium cost of a Basic Life
Insurance and AD&D for full time employees and part time employees working twenty (20) or
more hours per week only, in an amount equal to one and one half (1.5) the employee's annual
straight time wages, rounded to the nearest thousand dollars. Employees may purchase at their
expense optional life insurance in denominations of up to three times their basic amount to a
maximum of three hundred

thousand ($300,000) total, basic and optional combined, subject to any eligibility or other
tules prescribed by the insurer. The City reserves the right to change life insurance providers.

Article 26
Flexible Spending Accounts (FSA) & Dependent Care Assistance Spending Plans

The City shall make Flexible Spending Accounts (FSA) and Dependent Care Assistance
Spending Plans available to employees. Employees may opt to enroll and make pay roll deducted
contributions tothe plans. Employ ee contribution limits and plan rules shall be governed by IRS
regulations.

Article 27
Pay Period

The pay period will run from Sunday through Saturday, and all employees covered under
this agreement shall be paid on a weekly basis, Thursday of each week, unless a holiday falls on
such day, in which case pay day will be the day prior.

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Article 28
Retirement Sy stem

Employees covered under this agreement shall join the New Hampshire Retirement System, if
and when eligible to do so, in accordance with the rules of that sy stem, unless they are employ ces
of the Division of Public Works. Division of Public Works employ ees shall join the Division of
Public Works retirement system, if and when eligible to do so, in accordance with the rules of
that system. The City and the employees agree to comply with all rules and regulations of the
pertinent system, including contribution rates, as established from time to time. If entry
requirements for the DP W sy stemare lawfully modified this article will be modified to reflect such
a lawful change.

In the event that the city employees represented by AFSCME opt to change their pension plan
fornew hires to join the state plan, or if the current DPW system is changed [for new hires]
by ordinance, the Union agrees to meet with the City and discuss implementation of the said
changes.

Article 29
Military Service

Any full time employee covered under this Agreement who leaves to enter directly into
involuntary active service in the Armed Forces of the United States is granted a military leave of
absence for the anticipated length of service. A Military leave of absence entitles an employ ce to be
reinstated to the position held, or one similar in pay and status, so long as the employee provides
notice of his/her desire to resume such employ ment within thirty (30) days of discharge from the
armed forces and the employ ee accepts such discharge at the earliest possible date.

Article 30
Military Reserve and National Guard Pay

Any full time employee covered under this Agreement called to serve not more than a
seventeen (17) day annual training tour of duty with the National Guard or Armed Forces Reserves
will be paid the difference between his or her pay for such government service and the amount of
straight time earnings lost by the employee by reason of such service, based on the
employee's regularly scheduled straight time rate. Such payments are to be made following the
showing of satisfactory evidence of the amount of pay received for such service.

An employee covered under this Agreement called to serve duty with the National Guard or
Armed Forces Reserves in the time of war or national conflict will be paid the difference between
his or her pay for such government service and the amount of straight time earnings lost by the
emp loy ee by reason of such service, based on the employ ce's regularly scheduled straight time rate.
Such pay ments are to be made following the showing of satisfactory evidence of the amount of pay
received for such service.

24

Special Board of Aldermen Meeting Page 3
March 21, 2016

with the youth at the high schools during the summer and this is an opportunity where middle schools and high
schools are together and we had a great opportunity of exploring what leadership meant to them and how they
felt about their community. Many of them had projects for their own particular school. It’s amazing to see the
progress that these teens have been able to do for their school. Some were able to advocate for multi-
language dictionaries in their school in a very short period of time. Their schools probably have over $500.00
in dictionaries that they didn’t have at the beginning of the year. Moving forward | think we will continue with
the schools doing a welcoming nights for parents and also for the youth. Another thing is to reach out to the
afterschool programs in the Nashua area; we have all of the participants like the Boys and Girls Club, Girls,
Inc, YMCA, the Nashua Prevention Coalition; anyone who is identifying themselves as working with youth.

Ms. Fitzgerald

I'd like to talk to you about the navigator, Cultural Navigator is actually the title that this group started with and
this program is actually modelled after a program that the Hartford Public Library started four years ago to be a
partner in Hartford’s grappling with the growing immigrant population and how to make them feel more
integrated. In Hartford in particular the library has the American Place so it’s a little bit more than the Navigator
Program but we took that and we adopted it and made it more special to Nashua. The Navigators are a group
of community volunteers and they are trained to be friendly neighbors and mentors to immigrants and refugees
in our city. Their particular role is not to be a social worker but a friendly face to give them advice and help
them engage more fully in their community. The library and the Adult Learning Center have formed a
partnership and the Adult Learning Center is posting the coordinator position for our Navigators and the library
is hosting a series of welcome events that will be run by our Navigators. The first events topic is Emergency
Services so we are inviting folks from the fire department and the police department and talk a little bit about
when it is appropriate to call emergency services and what to expect to happen when you do that. We
recruited our first group of Navigators in September of last and we had over 30 people volunteer and 18 of
them were from another country and represented 14 other languages that were spoken. They were joined by
13 volunteers that were long-time Nashua residents. We had a Navigator who volunteered and she had only
been in the country for a few months, she didn’t drive and she didn’t have a job. One of the other Navigator
volunteers showed her how to use the bus and helped her find the courage to apply for a job at a place where
she had already applied once, she got a job and now she is employee of the month. It’s fantastic to see a
group of volunteers become friends and become a support for one another. We see this program as a way to
person by person change our city and make it a more welcoming place. Our Navigators are not trained to do
tasks for someone but to help them find the courage and the daring to help them figure out how to do it for
themselves. | like to think about it as our Navigators helping immigrants learn what the expectations and
possibilities of their new home are.

Ms. Tracy Hatch, President and CEO of the Greater Nashua Chamber of Commerce

| am not here tonight representing the Chamber, | am here as the co-chair, along with Galina Szakacs; we are
the two co-chairs of the Business and Civic Leadership Goal Group for One Greater Nashua. Most people the
Chamber is all about economic development and a skilled workforce and that’s true but what leads to that are
leaders, the people in our community who step forward like all of you have on the Board of Aldermen to take a
role in shaping our community. We need to make sure that when we look to leaders of the future that we are
not just looking to those of us who are traditional Nashuans. We want to look into some of the areas within
Nashua that aren't traditional Nashuans and we want to engage and support them. When you think about how
many of us got our start in leadership positions we followed some fairly traditional paths. We joined Rotary,
and exchange club or the Lion’s Club or became members of the Chamber of Commerce. Yet for the
newcomers or those who may have had several generations here in Nashua but don’t come from our white
bread background, that’s not necessarily the normal way that they connect and as we look for leaders in the
future, we need to be very cognizant of that. We need to not only open the doors to those more traditional
places like the Rotary and the Chamber of Commerce but we also need to see where are those leaders, that
18%, those youth leaders that Jared pointed to and Janeth pointed to, where are they connecting today?
Where are their parents connecting because it’s probably not where you and | connect today? We need to find

Article 31
Deferred Compensation

The City will continue to offer a deferred compensation plan to all employees covered under
this contract during the term hereof so long as it is authorized to do so in the present manner
under the Internal Revenue Code. Deferred compensation allows the employee to defer
income and the associated taxes from their paycheck, until they receive the money sometime
after retirement. Compliance with the Internal Revenue Code and any and all liability for
taxation are the sole responsibility of the employ ee.

Article 32
Mileage Reimbursement

Use of City owned vehicles

If you are assigned a City -owned vehicle and are allowed to take the vehicle home at night and
on weekends, the Internal Revenue Service has ruled that the personal use of the city owned
vehicle,

that is commuting back and forth to work and any other non-work use, is subject to
federal withholding and social security tax, where applicable. This rule does not apply to
emergency vehicles specifically police and fire vehicles.

The deductions therefore will be made weekly, based on an annual evaluation of the value of
the personal use of the vehicle. The personal use value shall be as required by the Internal
Revenue Code and Regulations.

The multiplier used to determine the employees deduction shall be the current Internal
Revenue Service mileage reimbursement rate.

Mileage reimbursement

If by nature of your job description you are required to use your privately owned vehicle
you shall be reimbursed at the current city mileage reimbursement rate or the current Internal
Revenue Service mileage reimbursement rate, whichever is higher. Requests for reimbursements
must be submitted within 30 days of the date the mileage was incurred. The City will provide
AFR10 mileage log books or a mutually agreeable substitute log book for recording mileage.

For the FY- through FY: contract cy cle, the City will add $.10 per hour to the hourly wage
rate of the building and utility inspectors, code enforcement officers, and engineering inspectors

to support the purchase of a business use
rating on their personal automobile insurance.

All employees who, at the date of the signing of this collective bargaining agreement,

currently use their privately owned vehicle, shall be allowed to continue to do so through the
remainder of this collective bargaining agreement.

25

After the arrival of FY21 police department replacement vehicles (anticipated delivery*---~ (Formatted: Justified, Indent: Left: 0"
approximately Spring of 2021), the City will make available to the UAW units four used vehicles
that_can be used for work purposes. As this is a trial program to assess usage and cost, the City is
not obligated _to replace these vehicles with other vehicles when they become too costly to maintain
in the sole determination of the City. In the event that sufficient vehicles are not provided for all
employees who clect_to utilize a city vehicle, seniority as outlined in Article 10 will be the

determining factor in allocating vehicles. The City_and the Union will work together to determine
vehicle assignment. When the City becomes aware of any upcoming changes to this vehicle

program, it will notify the Union with as much advance notice as possible and will meet with the
Union up on request.

Article 33
Travel

Occasionally employees travel as part of their duties. When the need for travel occurs the City
shall pay all cost related to the travel consistent with the City’s travel policy. Cost shall include,
but not be limited to: transportation cost [plane, train, automobile rental [if required],
automobile at the prescribed mileage rate, etc.], meals including tax and tip, lodging
[including all taxes and a five (5) minute phone call home each night] and other reasonably related
miscellaneous expenses.

Travel mileage payments shall be computed by the Financial Reporting Office in accordance
with the approved travel tables prepared by the New Hampshire Department of Transp ortation
and Rand McNally .

Article 34
Personnel File

Every employee covered under this Agreement shall be entitled to access to supervisory records
and reports of competence, personal character and efficiency, along with all other information
maintained in their official personnel file. The City shall allow the employ ce access to their file
within twenty four (24) hours notice. Upon request the City shall copy the file for the employ ce.
Subsequent copies will be made at cost.

Article 35
Protective Clothing

The City shall provide employees with all legally required protective clothing at City expense.
The City will, in its reasonable discretion, provide protective clothing and equipment to
employees performing operations in departments where it determines that such clothing and
equip ment will enhance employee safety or comfort.

In addition, the City will provide employees with a clothing allowance adequate to purchase four
(4) sets of uniforms per year in departments where uniforms are required.

26