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Effective July 1, 2023, increase the compensation grids by 0.5%, with all employees 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
prior 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 a pay plan under RSA 273-A:12, VIL.

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 employee’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.

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 eligible 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 employee based on the new grade assignment.

Article 37A
Compressed Natural Gas (CNG) Fuel System 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 employee may
retake the test at their own expense. The City will pay for the employee's annual maintenance
fee for the certification. When the employee has to be retested to retain the certification, the city
will provide and pay for retraining and for the employee's first test. If the employee 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 employee’s second testing if the second test is taken within 6 months of their prior test.

Once the employee 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.

Employees with the Certification are required to perform CNG Fuel System Inspections when
assigned.

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Article 38
Parking Garage

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

The City will make parking passes available to all employees 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 in the Elm Street Parking Garage on the second level beyond the
open gate or on the upper levels.

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 right 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 employee 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

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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.

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 payment 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 employee 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 employment 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 employees 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 years 3.25 39.0
20 or more years 3.50 42.0
30 or more years 3.75 45.0

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

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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.

Breaks in Service:
In the event of reemployment 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
days/hours may be used after being accrued. Earned Time is ordinarily used at the rate of one
day of Earned Time for each 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 % 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
employee 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 payment 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 System, 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

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Community Leaders Identify Need to Bring Community
Together...

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.

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 writing to the
City by a physician.

2. The employee may continue using Sick Pool days until Sick Pool balance is
zero at which pomt 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 physician's certifications are not
provided by the employee 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

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Individualized Sick Pool Leave until balance of that account is below 38.5 days.

Retirement:
Employees 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.

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 employees 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 year for each
UAW unit, which may be used by employees 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 year 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.

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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
employee’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 a twenty-four
(24) month period. Once the employee meets the minimum requirements, then they shall remain
eligible for the alternative rate indefinitely.

Article 47
Duration of Agreement

This Agreement between the Union and the City shall commence as of July 1, 2020, and terminate
at midnight on June 30, 2024. A party desiring to negotiate a successor agreement hereto shall give
notice to the other party at least 180 days in advance of the expiration date hereof, otherwise
this agreement shall be renewed for a period of one year without change. If such notice is
given, the parties shall negotiate a successor agreement in good faith, in advance of the
expiration hereof if possible, and if said successor agreement has not been concluded by the
expiration hereof, the parties shall abide by the terms and conditions hereof thereafter to the extent
required by law.

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AGREED to by and between the parties at Nashua, New Hampshire, as evidenced by the signatures

of their duly authorized representatives, set forth below, this day of , 2020.
FOR THE CITY OF NASHUA FOR U.A.W. 2322 CLERICAL AND
TECHNICAL UNIT

James Donchess, Mayor

NASHUA BOARD OF PUBLIC WORKS

James Donchess, Chair

NASHUA BOARD OF FIRE COMMISSIONERS

Chair

Approved as to form:

Corporation Counsel

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APPENDIX A

AMENDED CERTIFICATION OF UNIT

Une Modi /teatian

PTL

State of New Hampshire
Public Employee Labor Relatiuns Board

[nternational Union - LAW Local 2322
(Clerical and Technical Unith

aod
Chiy of Nashua

Case No, G-44.4
Decision Mo. 2019-154

Moaditicadon of Certified Barzoining Unit

Pursuit to RSA 272-4 and PELRB Decision No, 2018-153 granting the Union's
petition for modification, the existing certification, set forlh in PELRE Decision No, 20)3-080
(May 4. 2015), is amendec und it is hereby ordered that the composition of the modified
bargaining unit. tepresented by the Inlermstional Union — DAW, Local 7922 for purposes of
collective nepotiations and actilement of erievances, is os follows:

EBargainiog Unit:

’ Accounts Payable Coordinator Licensed Seale Operator
Administrative Assistant L Hlaintenance Specialist
Administrative Assistent [T Messenger Muil Distribution Clerk
Admtnisirative Assistant Ll Molar Vehicle Registration Clerk [
Assessing Admin, Specialist CSR Motor Vehicle Registration Clerk IT
Asscasing Admin. Speciulist INCSR Motor Vehicle Registration Clerk 11
Building and Uiilities Inspector perdtions Coordinator, Street
Building Inspector’Assi Plans Ex amitter Parking Enforcement Specialist (20— fours per

wiek}
Clevk. Vital Records Parking Mairiensnce
Cude Enforcement Officer It Permit Technician 1
Code Enforcement LF & HH Permit Technician Il
Collectivas Specialist 11 Penmit Technician Wl
Custodian | Purchasing Axent |
Departenent Coprdinator. Assessing PVIMVR Coonfinator
Department Coordinator, City Clerk Revenue Accounts Specialist
Department Coordinator, Planning | Storelkeener PVD