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Article 36
Performance Evaluations

Performance evaluations shall be completed annually by the employees direct supervisor on or

about June 30" of each year. The employee will not be required to sign said evaluation until such
atime as all reviewing persons have had a chance to comment.

The City and the Union (both UAW units) shall form a four (4) person committee made up of
two (2) Union members (with one member from cach UAW unit) and two (2) City
(management) members. This committee shall review the existing employee evaluation forms,
which shall be used in the interim. Any recommendations by a majority of the committee on
changes to the evaluation form shall be implemented for the following evaluation y ear.

Article 37
Wages

Employees hired on or before August 31, 2014 in grades 5 and higher shall use the compensation
grids in Appendix D.

Employees hired after August 31, 2014 and all employees in grades 1-4 shall use the
compensation grids in Appendix D-1.

Ebsible-cEmployees wh A B asties-orchus
one step increase on July 1, 2472020, Only employ ee ees s who are active employ ees on the date
when cost items receive final approval are eligible to receive this increase.

Effective July 1, 20442020, remove the lowest step from all grades on the compensation grids
and add one additional step at the top of all grades on the compensation grids with a 2% increase
from the prior step.

Effective July_1, 2021, make grade _and step adjustments to lowest _grade employees in Clerical /

Technical unit_and eliminate Grade 2 on the compensation grids. The following job titles will be
adjusted _to the appropriate step on the new grade indicated based upon seniority :

Custodian I Grade 2 to Grade 4
Maintenance Specialist Grade 4 to Grade 6
Clerk, Vital Records Grade 6 to Grade 8
Licensed Scale Operator Grade 6 to Grade 8
Motor Vehicle Registration Clerk I Grade 6 to Grade 7
Permit Technician I Grade 6 to Grade 8
Motor Vehivle Registration Clerk IT Grade 7 to Grade &

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Parking Maintenance Grade 7 to Grade 8
Transit Utility Service Worker Grade 7 to Grade 8
Motor Vehicle Registration Clerk IT Grade 8 to Grade 9

After above-referenced grade and step adjustments are made, Ecligible employ ces who receive a
satisfactory job evaluation on June 30, 20482021 will receive a one step increase on July 1,

20482021.

After above-referenced grade _and step adjustments are made, Eeffective July 1, 20482021,
increase the compensation grids by 9+45%1.0%, with all employees on the grids receiving the
corresponding increase as of July 1, 20482021 or date of hire, whichever is later.

Effective July 1, 20482021, remove the lowest step from all grades on the compensation grids
and add one additional step at the top of all grades on the compensation grids with a 2% increase
from the prior step.

Eligible employ ees who receive a satisfactory job evaluation on June 30, 20492022 will receive
aone step increase on July 1, 26492022.

Effective July 1, 20492022, increase the compensation grids by 945%0.5%, with all employ ees
on the grids receiving the corresponding increase as of July 1, 29492022 or date of hire,
whichever is later.

Effective July 1, 20492022, remove the lowest step from all grades on the compensation grids
and add one additional step at the top of all grades on the compensation grids with a 2% increase
from the prior step.

Eligible employees who receive a satisfactory job evaluation on June 30, 2023 will receive a one
step increase on July 1, 2023.

Effective July 1, 2023, increase the compensation grids by 0.5%, with all employ ces on the grids
receiving the corresponding increase as of July 1, 2023 or date of hire, whichever is later.

Effective July_1, 2023, remove the lowest step from all grades on the compensation grids and add
one additional step at the top of all grades on the compensation grids with a 2% increase from the
putior step.

The parties agree that the increases to the grids are cost of living increases and that only the steps
on the resulting grids constitute part of apay plan under RSA 273-A:12, VI.

In the event that an employee has not completed a satisfactory evaluation on June 30 of a fiscal
year, the supervisor may, at his or her discretion, extend the employce’s evaluation period for a
period not to exceed 3 months. At 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 step raise.

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In the event that an employee is reclassified to a higher position within the bargaining unit, he or
she will be eligible to receive the step raise regardless of the effective date of the reclassification.

Any newly hired employee or any employee promoted on or before December 31 of any
calendar year will be cligible for a step raise provided that they receive a satisfactory
performance evaluation for that evaluation period.

A list of initial grade assignments is attached as Appendix E. It is agreed that, during the term of
this agreement, new positions may be created or grade assignments may change due to
reclassifications. The City will pay the employ ee based on the new grade assignment.

Article 37A
Compressed Natural Gas (CNG) Fuel Sy stem Inspection Certification

Employees _in the positions of Transit Fleet Facilities Supervisor, Transit Mechanic, or Fleet
Maintenance Foreman can voluntarily choose to become certified to accomplish CNG Fuel

System Inspections. The City will provide and pay for training for the employee's first CNG
Fuel System Inspection Certification, and the City will provide and pay for the employee's first
testing for the CNG Fuel Inspection Certification. If the employee fails, then the employ ee may
retake the test_at their own expense. The City will pay for the employee's annual maintenance
fee for the certification. When the employ ee has to be retested to retain the certification, the city
will provide and pay for retraining and for the employce's first test. If the employ ee fails, then
the employee may retake the test_at their own expense. If an employee does not pass the test for
the CNG Fuel Inspection Certification, one time per employee, the City will provide and pay for
an employ ee’s second testing if the second test_is taken within 6 months of their prior test.

Once the employ ee obtains the certification, and for as long as they hold a valid certification,
they shall receive an increase in their hourly wage of $0.50.

Emp loy ees with the Certification are required to perform CNG Fuel Sy stem Inspections when
assigned.
Article 38
Parking Garage

All employ ees covered under this Agreement shall be allowed to park at no cost to the employ ee in
any City owned or leased lot or garage while on city business.

The City will make parking passes available to all emp loy ees covered under this Agreement, to be
used for travel to City Hall and other City locations on City business.

City Hall parking will be allowed inthe Elm Street Parking Garage on the second level bey ond the
open gate or on the upper levels.

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Article 39
Bulletin Boards/Mail

Bulletin Boards

The City agrees to provide space for suitable bulletin boards in convenient places in each work
area, to be used by the Union. The Union shall limit its posting of notices and bulletins to each
bulletin board. Posted materials and notices shall pertain only to union business. The Union agrees to
maintain such bulletin boards in a neat and orderly condition.

Mail/Email
Officers or officials of the Union shall have the right to reasonable use of the City's in-house
mail/email service for correspondence related to grievances_or union membership notifications.

Article 40
Disciplinary Procedures

A. It is agreed that the City has the night to discipline or discharge employees for just
cause. Discipline shall be corrective in its nature and ordinarily utilized progressively .
Disciplinary actions shall normally follow the order below:

1. Verbal warnings

2. Written warnings

3. Suspensions without pay
4. Discharges

Demotion may be used for disciplinary purposes in appropriate instances. In the event
of suspension, demotion, or discharge, the reasons for the action taken will be given in
writing to the employ ce within 24 hours.

It is understood that the severity of any particular infraction may warrant deviation from
the aforementioned steps.

B. Any employee disciplined or discharged shall, be entitled to the provisions of the
Grievance Procedure, and will be allowed a representative of their choosing. If requested
in writing by the employee, a hearing must be held with the Union, Division
Director and the Human Resource Manager within seven (7) calendar days of the
disciplinary action or discharge.

C. Provided that the employee has not had recurrence of discipline within the specified
period, written warnings will be removed from the employee's personnel file after twelve
(12) months and all suspension shall be removed within two (2) years. The prior
unexpired discipline is carried during the period of any subsequent equal or greater
discipline.

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Article 41
Earned Time

Generally:

Earned Time is an alternative approach to the traditional manner of covering absence for
vacation, personal leave days, sick leave, and other types of leave. Instead of dividing benefits
into a specific number of days for each benefit, earned time amalgamates these days, into a
single benefit. Earned Time can be used for a variety of purposes including a pay ment in cash at
the time of termination, but only as provided in this Article. Earned Time is accrued for any
month in which an employee has been employed at least fifteen (15) calendar days, beginning
the first day of any month. Paid leave and absences for jury or military reserve duty are
considered time worked for Earned Time accrual purposes. While an employ ee will earn Earned
Time days during his or her probationary period, he or she cannot take Earned Time until they
have completed ninety (90) calendar days of employ ment with the City. If an employee leaves
City employment before they have worked ninety (90) days, they will not be paid for any
accrued Earned Time.

Coverage:

Employees who are employed in a position at least (20) hours per week are eligible to earn
Earned Time. Part time employees, those working less than 40 hours, accrue earned time on a
pro-rated basis. The accrual rates for full time employ ces are as follows:

Bargaining unit members employed by the city on June 30, 2009 shall continue to accrue Earned
Time on the following schedule:

Years of Service Days Accrued per Month Total Annual Days
less than 5 years 2.25 27.0
5 to less than 10 years 2.50 30.0
10 to less than 15 years 3.00 36.0
15 years to less than 20 y ears 3.25 39.0
20 or more years 3.50 42.0
30 or more y cars 3.75 45.0

Bargaining unit members hired after June 30, 2009 shall accrue Earned Time on the following
schedule:

Years of Service Days Accrued per Month Total Annual Days
less than 5 years 2.25 27.0
5 to less than 10 years 2.50 30.0
10 or more years 3.00 36.0

Years of service means continuous length of service with the City in accordance with Article 10,
Seniority .

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Breaks in Service:
In the event of reemploy ment after a break in service, as defined in Article 10, not exceeding 2
years, the employee shall accrue earned time as if that break in service had not occurred.

Usage:

All use of earned time shall be arranged in advance by the employee, and approved by his/her
supervisor prior to the date of absence, except as provided in this paragraph Earned Time
day s/hours may be used after being accrued. Earned Time is ordinarily used at the rate of one
day of Earned Time for cach day of absence. Employees presenting a request to use earned time
less than 18 hours before the earned time use is to begin shall use earned time at the rate of 1 1/4
days of earned time for each day of absence. This special rule will not apply to the first seven
(7) occurrences in any calendar year. Earned time shall be used in increments of hours under the
FLSA. An occurrence shall be defined as the use of two (2) or more hours of Earned Time
without the 18 hour prior notification. Notification may take place in person or via email or
voice mail. When an employee calls in sick and subsequently remains ill for additional days, the
employee shall only be charged 1 '4 day of Earned Time for the first day of the illness. Should
the illness extend for longer than a three-day period, the employee may be required to present a
doctor’s certificate or other evidence satisfactory to the city. Said certificate shall state that the
emp loy ee was unable to work due to illness.

Termination of Employment and/or Voluntary Quit:

In the event of termination of employment, 100% of the terminated employee's earned time
balance will be paid to him/her. In the event of termination due to layoff, 100% of the
terminated employee's earned time balance will be paid to him/her. The employee may elect to
defer pay ment for up to two years in anticipation of possible recall.

Retirement:

One hundred percent (100%) of any employee's unused Earned Time balance will be paid at
retirement. "Retirement" shall be defined by the New Hampshire Retirement System or
by Ordinance pertinent to the Board of Public Works Retirement Sy stem, as may be appropriate.

In the event_of death of an employee, 100% of any employees unused Earned Time balance shall

be_paid to his or her designated survivor or, if no survivor has been designated, to his or her
estate.

Maximum Accruals:

Earned Time accumulation shall not exceed sixty (60) days. For employees entitled to a balance
of up to ninety (90) days resulting from initial conversion pursuant to Article 42 (Individualized
Sick Leave Pools, Maximum Balances), total Earned Time days and Sick Leave Pool days
combined shall not exceed one hundred fifty (150) days in the aggregate. Balance in excess of
these accruals shall be lost.

Staffing Considerations:

The parties expressly agree that all leave usage shall be affected in a manner consistent with the
staffing and operational needs of the City so that services are efficiently provided to the Nashua
Community. The parties agree to work cooperatively to achieve this goal. Abuse of the
benefits conferred in these articles may be grounds for discipline.

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Article 42
Individualized Sick Leave Pools

Generally:

The sick leave pool is intended to provide security by allowing each employee to provide for
extended illness, or other disability of the employee, or for the care of a sick family member,
consisting of the following: employee's spouse, children, brother, sister, parents, or
grandparents. The term spouse shall include domestic partner. When acquiring Pool days,
employees convert Earned Time days on a one to one and one half (1 to 1 1/2) Sick Pool days
basis. The employee may pick a given number of Earned Time days to exchange for Sick Pool
days. This conversion is available annually in the employee's anniversary month. All Sick Pool
conversion and usages is governed by this Article.

Sick Pool days are available for use only under the conditions listed below:

1. Use of Sick Pool days must begin on or after the fifth consecutive work day
absence caused by illness, injury, or other disability certified in writingto the

City by ap hysician.

2. The employee may continue using Sick Pool days until Sick Pool balance is
zero at which point the employee may elect to use any remaining Earned
Time,

3. Care of chronically ill relative or friend, or maternity /paternity leave, but

only if the need for such leave is documented by a physician to the
satisfaction of the City .

4. Doctor's reports may be required by the City at any time. Sick Pool leave
may be denied by the City in the event that phy sician's certifications are not
provided by the employ ce in accordance with this Article.

Maximum Balances:

No employee's Sick Pool balance shall exceed forty (40) days. A balance of up to ninety (90)
days may result from initial conversion by employees of the City so employed on the date of
execution of this agreement. No additional Earned Time days may be added or converted to the
Individualized Sick Pool Leave until balance of that account is below 38.5 days.

Retirement:
Emp loy ees retiring from the City service shall be paid at their current straight time or salary rate
for their Sick Pool balances, but shall not be paid therefore in the event of termination or
resignation.__In the event_of death of an employee, 100% of any employees unused Sick Time
balance shall be paid to his or her designated survivor or, if no survivor has been designated, to his
or her estate.

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Article 43
Professional A ffiliations/Licensing

The City shall bear the cost of all licenses and/or certifications required by various
regulatory agencies [local, state and federal] to maintain the employ ees qualifications.

Article 44
Safety Committees

Two safety committees, each consisting of an equal number of union and management members,
shall be formed to evaluate various safety issues and concerns. One safety committee shall consist
of UAW Department of Public Works Employees and other UAW employees who perform
significant work outside of City offices. The other safety committee shall consist of UAW
employees who primarily perform office work. The committees shall make recommendations for
implementation. The City shall provide information to the committee as requested, and shall
provide the necessary clerical and/or administrative assistance as needed.

Article 45
Union Business Leave

There shall be a total of twenty (20) days of unpaid Union Business Leave per fiscal y ear for each
UAW unit, which may be used by emp loy ces for participating in Union activities. Elected Officials
and Unit Chairs may be granted unpaid leaves of absence for Union Business Leave not to
exceed a collective total of an additional ten (10) working days per fiscal y car for each UAW unit.
No employee shall take more than 10 days of Union Business Leave unless mutually agreed by
the parties. Requests for leave must be made by the individual to the supervisor, with the Union’s
approval, reasonably in advance of the use of the Union Business Leave to allow for appropriate
coverage of operations. The City shall have the right to deny requests for Union Business Leave in
the event granting such leave would result in an adverse impact on operations, however, such
requests shall not be unreasonably denied.

When elected officials and unit chairs use paid time for union business, including contract
administration, adjusting grievances, meeting with new employees and consultation with
management, they will report the time that they commence and the time that they finish that
union business to their supervisor.

Article 46
Working out of Classification

An alternate rate equal to the current regular rate paid for the alternate position will be paid to
bargaining unit employees that have been assigned to work in a classification higher than the
emp loy ee’s regular classification, provided that the employee has worked a minimum of four (4)
hours in any one (1) calendar day for an accumulated period of forty (40) hours within atwenty -four
(24) month period. Once the employ ce meets the minimum requirements, then they shall remain
eligible for the alternative rate indefinitely .

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Board of Aldermen Page 2
December 13, 2016

worked very well. The City Clerk was just telling me that we have 325 people who have applied for and
received overnight parking permits. This is of great value to them and to the landlords and tenants alike. It
makes living in the more congested areas of the city a lot easier. | hope you will pass that tonight.

Finally, | have a proclamation for Mr. Ken Young. This is for the school bus driver of the year. School bus
drivers are responsible for the safety of thousands of kids every day and Ken was selected by students and
parents alike.

RESPONSE TO REMARKS OF THE MAYOR - None
RECOGNITION PERIOD — None
READING MINUTES OF PREVIOUS MEETING

MOTION BY ALDERMAN WILSHIRE THAT THE MINUTES OF THE BOARD OF ALDERMEN MEETING OF
NOVEMBER 22, 2016, BE ACCEPTED, PLACED ON FILE, AND THE READING SUSPENDED
MOTION CARRIED

COMMUNICATIONS

MOTION BY ALDERMAN CARON THAT ALL COMMUNICATIONS BE READ BY TITLE ONLY
MOTION CARRIED

From: Alderman June M. Caron, Ward 7
Re: Summary of Expenditures — Nashua Senior Activity Center

MOTION BY ALDERMAN CARON TO ACCEPT AND PLACE ON FILE
MOTION CARRIED

From: Steven A. Bolton, Corporation Counsel
Re: Hills Ferry Road Railroad Crossing

MOTION BY ALDERMAN SCHONEMAN TO ACCEPT, PLACE ON FILE AND AUTHORIZE THE
AGREEMENT

ON THE QUESTION
Alderman Deane
Was this sent to a committee?

President McCarthy

| do not Know but | don’t think so.
Alderman Deane

Don’t we normally do that?
President McCarthy

It depends on the contents of the communication.

Alderman Deane

What is your opinion of this one?

Special Board of Aldermen Meeting Page 4
March 21, 2016

that and we need to understand how those connections are being made and reach out to make Sure that those
connections are being made community wide or 10 or 20 years from now our leaders will continue to only
represent a smaller and smaller population of Nashua and that’s not helpful or healthful for any of us. Another
big piece of what the Business and Civic Goal Group is working towards is the establishment of Nashua
Listens. You’ve heard Liz talk about the initial stages of One Greater Nashua forming in the first place and
kudos to the United Way for the work that they have done over the years but in particular for bringing New
Hampshire Listens in to have a conversation about what was happening in our community and recognize the
opportunities and challenges happening in our community. There are any number of conversations that we
may and will face as a community that may be difficult for us to have. If you look nationally at conversations
around immigration; the newest people coming to our country whether they are refugees or immigrants,
whether they are legal or illegal, those conversations are happening in a very difficult environment which not
often leads to positive outcomes. New Hampshire Listens helps to train local communities to have their own
version of that; to help have conversations in the community that directly affect that community. We are hoping
to establish that within Nashua, not to run it ourselves or have it be an individual social service agency but to
have it be truly a coalition of leaders and thinkers in Nashua who learn how to have challenging conversations
as a way to lead us forward. | think if you look at a whole of what we are trying to do, it is to build leaders and
help ensure that in 10 to 20 years from now when we might not be active at the table anymore that the new
leaders understand what our Nashua is about and that they feel they belong.

Ms. Galina Szakacs, Co-Chair, Business and Civic Leadership Goal Group for One Greater Nashua

My role is a little bit different in this presentation. | joined as a coach and as a person with cultural experience
in social life and cultural adaptation. | have worked for 23 at Pfizer as a manager. OGN is not a charity. Now
you have everything, this is the land of opportunity and the American dream. Then you think why they don’t do
it, why they are not good students or why they don’t work or why they are on welfare. Why don’t they
contribute to the country that opened the door? | would like to say that we all experience difficulty to establish
who we are in this country and in this city? All of your positions didn’t come to you very easily and so you
fought to be who you are in your identify. You try to make relationships with people and a lot of people don’t
understand you and you are here on your land. People who are coming here are not of this land. They are
different people. They don’t know what to do or how to behave and | have experienced that myself. Even if
they have the ability and capacity they are not sure that they can step in and say hello | am....because they
feel that they are guests. Unless you feel that you are one of us you will not step in and you will not say that |
have a problem or say that | have something to bring to the table and we have to understand that because
actually we are interested for them to come to our house. We are not a charity giving them gifts. We are
actually personally interested in diversity. Ve would like to help them to recognize their identity, to feel like
they belong and not guests and to tell them that it is okay. Come and tell us who you are and what you can do
and we will find a pertinently. | am in the Civic and Business Goal Group and it wasn’t an easy conversation at
first. What does that mean? Does that mean | have to cut a piece of my pie and give it to them? | already
have a good business and | don’t need to spend my time but in reality what happened was every new business
coming to Nashua make our economy stronger and sustainable because we are in constant change and you
don’t know what will come tomorrow. If you have a very narrow and very focused business you might not be
flexible enough to survey. If you can increase the variety of the business you not only bring different
customers to yourself but you actually make yourself more flexible. Another point is that it is a beautiful
garden. Coming to a new country, these people coming to you, coming to a new culture, they have special
genes in their DNA. To come and cross the border and know that people speak a different language and walk
on a different side of the road, you already have to have courage, you already have to be flexible and be willing
to learn. | have a friend from Ghana and he doesn’t use a fork, | could be very biased and say well, this person
doesn’t use a fork and | asked how come he doesn’t use a fork and he said in our country everything we eat is
a stew, we don’t have water in Ghana. They are a little bit braver than we are in our comfortable situation. If
you look, more than 30% of Fortune 500 companies’ were founded by immigrants. They took a risk; they had
nothing to lose, the already lost their home and their country and they will live here for many years before this
will become their home. Every foreign born worker with an advanced degree creates 2.5 jobs for American
born workers. After decades of steady growth Nashua experienced a negative net immigration. My question is