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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 rembursement. 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 (July 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 employees 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

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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. Employees 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
employee’s expense.

The City of Nashua will provide administrative support in maintaining this program, similar to
what is currently offered to DPW employees.

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 comparable to those provided;

(b) Health Maintenance Organization (“HMO”) Plan with benefits comparable to those
provided;

(c) High Deductible Health Plan with Health Savings Account (SHDHP w/HSA") with
benefits comparable to those provided; or

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

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

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”, “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

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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 analysis of
all Health Insurance plans offered to employees and return all employee overpayments in the form
of a monetary payment at the completion of the analysis.

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.

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).

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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).

High Deductible Health Plan with Health Savings Account (HDHP w/ HSA):

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
one or about October 1, provided however that if an employee is required to pay more towards
his / her deductible than the initial 50% contribution, upon presentation of suitable
documentation, the City will contribute the remaining 50% before October 1.

Employees who join the HDHP w/HSA. at any time other than July 1 will receive a pro-rated
City contribution of $125 monthly for a single plan and $250 monthly for 2-person or family
plan for each full month remaining in that fiscal year.

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 paying the full additional premium cost for the
High Option Plan.

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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
employee’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 rules 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 payroll deducted
contributions to the plans. Employee 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.

Article 28
Retirement System

Employees covered under this agreement shall jom the New Hampshire Retirement System, if
and when eligible to do so, in accordance with the rules of that system, unless they are employees
of the Division of Public Works. Division of Public Works employees 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 DPW system are 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
for new 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.

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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 employee 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 employment within thirty (30) days of discharge from the
armed forces and the employee 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
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.

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 employee.

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

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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 FY21 through FY24contract cycle, the City will add $.10 per hour to the hourly wage rate of
the building and utility inspectors, code enforcement officers, and engineering inspectors that use
their own privately owned vehicle for work purposes 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.

After the arrival of FY21 police department replacement vehicles (anticipated delivery
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 elect 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 upon 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.

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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 Transportation
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 employee access to their file
within twenty four (24) hours notice. Upon request the City shall copy the file for the employee.
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
equipment 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.

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
a time 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 each 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 year.

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.

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Employees will receive a one step increase on July 1, 2020. Only employees who are active
employees on the date when cost items receive final approval are eligible to receive this increase.

Effective July 1, 2020, 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 I Grade 7 to Grade 8
Parking Maintenance Grade 7 to Grade 8
Transit Utility Service Worker Grade 7 to Grade 8
Motor Vehicle Registration Clerk III Grade 8 to Grade 9

After above-referenced grade and step adjustments are made, eligible employees who receive a
satisfactory job evaluation on June 30, 2021 will receive a one step increase on July 1, 2021.

After above-referenced grade and step adjustments are made, effective July 1, 2021, increase the
compensation grids by 1.0%, with all employees on the grids receiving the corresponding
increase as of July 1, 2021 or date of hire, whichever is later.

Effective July 1, 2021, 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, 2022 will receive a one
step increase on July 1, 2022.

Effective July 1, 2022, increase the compensation grids by 0.5%, with all employees on the grids
receiving the corresponding increase as of July 1, 2022 or date of hire, whichever is later.

Effective July 1, 2022, 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.

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