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City of Nashua
UAW Professional Contract Analysis

Description
Number of Employees in Analysis

Base Pay Calculations
Base Pay
% Increase in Base Pay

$ Increase in Base Pay

Total Base Pay
Real Annual % Increase over Prior Year

Other Salary Costs
Overtime (Includes Snow Pager Pay)
Clothing
Educational Benefits

Total Other Salary costs
$ Change over Prior Year
Annual % Increase over Prior Year

Total Base Pay and Other Salary Costs
$ Change over Prior Year
% Change over Prior Year

Retirement Costs
DPW Pension @ 9.15%
FICA and Medicare (7.65%)
Subtotal DPW Pension

Pension (Group | - Employees FY20 & FY21 - 11.17%; FY22 to FY24 - 14.06%)

FICA and Medicare (7.65%)
Subtotal NHRS Pension

Total Retirement Costs
$ Change over Prior Year
% Change over Prior Year

Benefits Costs

Medical Insurance Benefits (FY22 to FY24 - 9.0% Annual Increase)
Less: Employee Contributions to Medical

Subtotal Medical costs

Dental Insurance costs
Life Insurance costs
Total Insurance Benefits

$ Change over Prior Year
% Change over Prior Year

Total Costs
$ Change over Prior Year
% Change over Prior Year

Average Annual Total Compensation Package
Average Annual Increase per Employee
Average Percentage Increase per Employee

Page 1

11/17/2020
Base

FY20 FY214 FY22 FY23 FY24

44 44 44 44 44

$ 2,554,982 $ 2,606,082 $ 2,684,264 $ 2,751,371

2.00% 3.00% 2.50% 2.50%

$51,100 $ 78182 $ 67,107 $ 68,784

$ 2,554,982 $ 2,606,082 $ 2,684,264 $ 2,751,371 $ 2,820,155

2.00% 3.00% 2.50% 2.50%

$ 10,622 $ 10.834 $ 11,159 $ 11,438 $ 11,724

11,960 11,960 11,960 11,960 11,960

3,300 3,300 3,300 3,300 3,300

$ 25,882 $ 26,094 $ 26,419 $ 26,698 $ 26,984

$ 212 $ 325 $ 279 $ 286

0.82% 1.25% 1.06% 1.07%

$ 2,580,864 $ 2,632,176 $ 2,710,684 $ 2,778,069 $ 2,847,139

$ 51,312 $ 78,507 $ 67,386 $ 69,070

1.99% 2.98% 2.49% 2.49%

$ 53,000 $ 54060 $ 55,682 $ 57,074 $ 58,501

8,500 8,670 8,930 9,153 9 382

$ 61,500 $ 62,730 $ 64,612 $ 66,227 $ 67,883

$ 263,000 $ 268,260 $ 338,797 $ 347,267 $ 355,949

144,000 146,880 151,286 155,069 158,945

$ 407,000 $ 415,140 $ 490,083 $ 502,335 $ 514,894

$ 468,500 $ 477,870 $ 554,695 $ 568,563 $ 582,777

$ 9,370 $ 76,825 $ 13,867 $ 14,214

2.00% 16.08% 2.50% 2.50%

$ 762,400 793,046 731,205 775,078 821,582

(153,700) (159,948) (146,241) (155,016) (164,316)

$ 608,700 $ 633,098 $ 584,964 $ 620,062 $ 657,266

37,882 40,441 41,250 42,075 42,916

7,096 6,978 7,187 7,367 7,551

$ 653,678 $ 680,517 $ 633,401 $ 669,504 $ 707,733

$ 26,839 $ (47,116) $ 36,103 $ 38,229

4.11% 6.92% 5.70% 5.71%

$ 3,703,042 $ 3,790,563 $ 3,898,780 $ 4,016,136 $ 4,137,649

$ 87,521 $ 108,217 $ 117,356 $ 121,514

2.36% 2.85% 3.01% 3.03%

$ 90,318 $ 92,453 $ 95,092 $ 97,955 $ 100,918

$ 2135 $ 2,639 $ 2,862 $ 2,964

2.36% 2.85% 3.01% 3.03%

11/24/2020

COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF NASHUA, NH

AND

U.A.W. LOCAL 2322

PROFES SIONAL UNIT

JULY 1, 2020 — JUNE 30, 2024

TABLE OF CONTENTS

Article Subject Page

1 ABTOCMENE eee eee ceeeeceneeccnteeecneeecneeeceteeecnaeecnecentaeeentaeecneeeciaeeentaeecnaeecneeentaeeenetes 4
2 URNS 5 1110 0) cece 4
3 DiSCrinmimat ion... eee eeeceeenceeeetcesenececeeeeseceecseceecsceeseteeeseeessteesetaeeseteessnteeestaeesenees 4
4 Union Dues 00... eee eecceeeecceeeneesnteeesceeceeeeseceeesnseecsceeseteeesneessteessteeseteesstteesstneesenees 4
4A ABency Fee... eee eecceecceeenceeeeneecnsaeeetaeentceeenteeeeteeestaeesetaeenteeentaeecnteeenteeentaeeenarens 5
5 Employ ce Rights... eee eecceeeecceesnceeceteeeeeeecenceecsnaeesseeesneesstaeesstaeessuaeesnteesstaeesenees 5
6 Management Rights..........ccc cc ccccccccccccccceceeeeeeeeeeeeseeeeeeeeeeeeeeeesaaeeeceeseeeeesesiseeeeseseeeseneaaes 6
7 Strikes and Works Stoppages ........00..ccccccccccesesecceeessneeeeeseeeeeeesseeesctsaeseeeeeseeeescseeeseneaes 7
8 Work Week and Work Schedule... cccccccccccencsecceeeeeeeeensneeeeceeseeeeensnseeeeseaeeeeeneaaes 7
9 OVETEHMG ooo eee cence cence ecneeeceneeeccseeecnaeeecsaeeecseeeciaeeecnaeeecnaeecsaeeesnaeeesiaeeesneeesnatees 7
ONS) 1) (0) 0h 9
TL = Grievance Procedure oo... eee ecccceceeeenneeceneeecnneeecnseeentaeecnaeecneeentaeeentaeeentaeentaeeentaeeenaes 10
12 Job Posting/Lay -Offs/Recall.......... ccc ccccccccccccceceecneeeceeecnnseeeeenseeeeeeesseeeseneseeeeenenaaaeess 12
13. — Distribution of this Agreement ...0........ eee cccceecceeeeceeecntteeeeeeeeseeeensaaeeseneseeeeentaaaeess 15
V4 HOVIMA Sooo eee ccce cece enn te cece eee een tee ee eEE EEE EEEEELEE ESSE G GEES EEELEEE EEE caaGEEESeEaEEE EEE taaaEEEES 15
TVS Urpatid Leaves 0... ccccccccccccce cece eee e en nne cece cece nennne cece eee eeeetaeeeecsaaaeeecenaeeeeensaaaeees 16
16 =—-—_ Bereavement Leave... ccccccceceeeennnnne cece eee eeecnnenneeeeeeeeeeeeeeeeeaasaaeeeeeeeeeeseseeeeaaaaaaees 17
17 [Deleted]

18 Jury Duty Pay ooo ec eee ceeecete cee cceaeeceseceseceaeenaeeceeecsaecaeenaeeeneeesseeeeeneeeteeeaee 17
19 = Workers’ Compensation ...........0ccccccccccceeecceceeccnne ee ceeeenneeeeceaeeeeenesaeeeesaaaeeeenessseesenaaaeess 17
20 = Tuition Reimbursement 2.0.0.0... cece ccceeeccceeensneeeeceeseeeeeessseeeeeeesaeeeeeetsseeeeecssaeeeeennaees 18
21 ~— Alternative Schedules 200.000... e ec eecceeecceeeeceeseceeeeteeeesteeeseceesenteeestseeseteeestteeesteeseteeesaes 19
22. Long Term Disability (LTD)... ccccccceecnnnceeeeeneeeeeensssaeeeeenseeeeensesseeeeseaaees 19
22A Short Term Disability (STD) oo... ccccccccecnnnneeecenneeeeeensaaeeceeeseeeeenssiaeeeeeaaees 20
23 Health Imsurance ooo... eee eeccceeneceesnecenteeecnsecenseeentaeeencaeeesceeenteeennseeentarentteeenteeeenaes 20
24 — Dental Imsurance ooo... ceeccceneceennecentceeceeeeeneeenaeeenaeeenaeentaeeentaeeentarenteeentaeeeaes 23
25 Life Insurance ooo... eeccccenneceeneeecneeecnaeeecaeeenaeecnaeeecnaeeenaeecneeesnseeentaeecneresnaeeenaas 23
26 Flexible Spending Accounts (FSA) & Dependent Care Assistance Spending Plans....... 23
2T Paty Period... ese ee ccceeccecenccenneceeneeeeceeecnseeecnaeeesaeeesseeecnaeeesnaeeesseeeciaeeesiareesneeestaeeensas 23
28 —- Retirement Sy Stem... ccc cccecccceccceeee eee eeennneeeeee eee eeeeesseeeescaaeeeeeneeeeeeesaaeeesennaees 24
29 Military Service oo... ccc cece ee cenene ee eeee eee eee nnnee cece eee eeeeetaeeeecsaaeeeeeeeaeeeesssaaeeeeennaees 24
30 ~=Military Reserve and National Guard Pay 2.0.0.2... ecceecceeeseceeneceeeneeeveeeeesseeeceseeesneeeeentees 24
31 = Deferred Comp ensation 0.2.2.0... cece ccccceccccec cece eee eeennneeeeeeeeeeeeeesaeeescsaeeeeenesseeeesnaaaeees 25
32 Mileage Reimbursement ......0. 2... ceecceeseecessneeceneecseeesseecsneecsueeessueeeseeessneeesnnees 25
33 TraVE) oie eee ceeceeeeeceeeneeseneeesnteeesceeceneeeseteeesneeseteeseteeeseteeseteessneeseteesstteeestteeennaes 26
34 —- Persommel File... cece ccccecceeen cece cnenneeeeene sees eeseeeeeeeeeeeeeeeeesaaeeesesseeseessssaeeeesaaeeees 26
35 —s- Protective Clothing ......... 0... ene EEE EEE EEE EEE EE ee 26
36 —- Performance Evaluations ............ccccccccccccceeccneecceeeeeeeeessseeeccnseeeeeeesaeeeeseseseeenteteeeeens 27
BT WARES ccc ccc c ce eene en te cece eee e ee en LLL LEE E A EEE EEE EEE EEEE A GAEEEE EEE E Eee ce dG GGG GGEE EE eee Cee ca aa aaaaGaaateeeees 27
38 Parkimg Garage oo... ccc ccccc ccc ceneee ee eene cece cnn nn eee enne ee ee cna Eee eenEE Eee eEEGGGEE Senate eeeetaaaeeee® 29
39 — Bulletin Boards/Maiil 2.0.0.0. ccc ccc cccccsecceeccceecenneeeeeenneeeeeenssaeeeceneeeeeenssaeeescnsaeeeenseisaeeess 30
40 = Disciplinary Procedures ........... eee eeceeeeceeeeneeenteeeenseecsnaeeeseeceneeeseseessueeeeseessnseessneeeee 30

4]
42
43
44
45
46
44

Earred Time o..... ccc ccc ccccccscccssessseseceeesceeecceeeeecseecsseesseesssesseessesssessssesssessseessees 31

Individualized Sick Leave Pools ..........ccccccccccccesscecesseneeeeceneeeeeeessseeeccesaeeeeeseseeeescaaeees 33
Professional Affiliations/Licemsing .......0...cccccceccccceccceeeeceeceessseeeeceeeeeeessseeeescneeteeneaaes 34
Safety Committees 00... ccc ccccecceeeeneceeecnsneeeeeeneeeeeensaaeeeceeeeeeeenensaaeescenseeesenenieeeess
Union Business Leave

Working out of Classification ..........ccccccccecccccescsceecceeeeeeeessseeeecneeeeeesnssseeeseneeeeenesaas 34
Duration of Agreement... ccc cece cceeneceeeennneeeeceneeeeeenesaeeeccneeeeeeeesssseeeseneeeeeneaas 35

Article 1
Agreement

AGREEMENT, made and entered into as of the day of

, by and between The City of Nashua, New Hampshire (hereinafter
called the “City ») and the International Union, United Automobile, Aerospace and Agricultural
Implement Workers of America (UAW) and its Local # 2322, United Automobile, Aerospace
and Agricultural Implement Workers of America (UAW), Professional Unit, (hereinafter called
the “Union’).

Article 2
Recognition

The City hereby recognizes the Union as the sole and exclusive representative of the professional
emp loy ees as certified by the PELRB of New Hampshire as per Appendix A.

The City agrees that it will not discriminate against, intimidate, or coerce any employee in the
exercise of their rights to bargain collectively through the Union on account of membership in or
activities on behalf of the Union. The City agrees that it will deal with the Union for the purposes
of bargaining with respect to wages, hours of duty and working conditions of members of the
Bargaining Unit.

Should there be a dispute between an employee and the Union over the matter of an employ ee's
Union membership, the Union agrees to hold the City harmless in any such dispute.

Article 3
Discrimination

It is agreed that the City will not discriminate on the basis of sex, race, color, national origin,
religion, lawful political or employee's organization affiliation, age, marital status, sexual
preference, or non-disqualify ing disability , or on any basis prohibited by law.

Article 4
Union Dues

As a condition of employment, an employee shall pay cither Union Dues or Agency Fees. An
employ ee holding a Union position may execute a written authorization providing that a portion
of their salary representing monthly Union Dues or Agency Fees be withheld weekly and
forwarded to the Union. Upon receiving a properly executed Authorization and Assignment
Form from an employee, the Local 2322 shall notify the Human Resources/Pay roll Department
to deduct from salary due, the amount authorized, and a copy of said form acceptable to Human
Resources Department shall be furnished thereto in advance of said deduction. A copy of said
form is attached as Appendix B.

Each month, a check for the amount of all Union Dues and Agency Fees deducted, along with a
current list of members from whose salary Union Dues and Agency Fees deductions have been
made, shall be transmitted to the Treasurer of the Union.

An employee may elect to change deductions during the term of the agreement, between Union
Dues and Agency Fees. An employee who executes an authorization form shall continue to have
such deductions made from their salary during the term of the Agreement or until the Human
Resource/Pay roll Department, with a copy to the Union, are notified that the Authorization and
Assessment Form is being revoked, and the employee thus withdraws the authority for the
deduction of Union Dues or Agency Fees. Union Dues and Agency Fees deductions shall be
made without cost to the employ ce or the Union.

Union Dues and Agency Fees deductions shall be subordinate to deductions required by law and
other deductions. No deductions shall be made if an employee has insufficient salary in any pay
period. The City of Nashua shall not be responsible for deducting any arrearage in Union Dues
or Agency Fees owed to the Union by a member, or any special or other assessment by the
Union, with the exception of the deduction of initiations fees if expressly authorized on the form
noted above.

Deductions shall automatically terminate upon the occurrence of any of the following events:

Termination of employ ment;

Transfer out of the bargaining unit;

Lay -off;

Revocation by the employee of Union Dues or Agency Fees Authorization.

FPYeNpP

The Unit shall indemnify and save harmless The City of Nashua in and on account of any and all
claims, suits and damages arising out of, or in relation to, such dues deductions.

Article 4A

Agency Fees
An employee who elects not to pay Union Dues shall pay Agency Fees for services rendered by
the Union commensurate with the employ ce’s fair share apportionment for the cost of collective

bargaining, contract administration, and grievance adjustment. The City agrees to collect
Agency Fees in the same method and manner as the collection of Union Dues.

Article 5
Employ ce Rights
It is agreed that neither the City nor its Departments will:
A. Dominate or interfere in the formation and administration of the Union;

B. Discriminate in the hire, tenure, or the terms and conditions of employ ment of emp loy ces or

potential emp loy ces, for the purpose of encouraging or discouraging membership inthe
Union;

Discharge, suspend, discipline, or otherwise discriminate against any employee because the
employee has filed a complaint, affidavit, or petition, or given information or testimony on
a grievance, as set forthinRSA 273-A;

Restrain, coerce, or otherwise interfere withthe Union in theexercise of rights granted by
statute.

It is the intention of all the parties that this article provides that the Union shall enjoy all the
rights secured by RSA 273-A.

Article 6
Management Rights

Except as otherwise provided for in this agreement, the City of Nashua, its respective Boards or
Commissions and officers, shall have, whether exercised or not, all the rights, powers, and
authority vested in it by virtue of the Statutes of the State of New Hampshire and the Nashua
City Charter and Ordinances, now or hereinafter enacted including, but not limited to, the rights

to:

A.

B.

Control the management and administration of the City of Nashua;

Hire, promote from within, transfer, assign, retain, layoff, and direct employees within
the City of Nashua;

Suspend, demote, discharge and take other disciplinary actions against employees for just
cause;

Issue, modify, and enforce Rules and Regulations which do not expressly violate the
terms of this Agreement.

Determine the methods, means, and personnel by which the City of Nashua’s operation is
to be conducted, as well as to determine those operations and to assign duties, hours, and
responsibilities to its employ ees accordingly ;

Exercise control and discretion over the City of Nashua, it organization, and the
technology or lack thereof of performing its work;

Determine the standards of selection for employment and the standards of service to be
offered by the City of Nashua;

Assign Union employees to work in any job classification as needed, in the judgment of
the appropriate supervisor or manager.

Summary Health and Equity Index
2006-2010 American Community Survey

Across indicators, Black and African American residents experience the most significant inequity, followed by Hispanic and Latino residents.
Over Crowding is the biggest predictor of inequity among all variables studied.

Single Average
Unemploym Family Mother High School Home Food Business Over Index by
Job Quality ent Income Poverty Household Degree Ownership Stamps Ownership Crowaing Race
White, non-Hispanic 1.0 1.0 1.0 1.0 1.0 1.0 1.0 1.0 1.0 1.0
Asian 0.8 0.0 0.9 0.0 0.7 1.1 1.6 0.5 0.8 43 1.1
American Indian 1.3 0.0 1.6 2.2 0.0 Ca 1.9 as 0.0 1. z
Two or More Races 1.0 1.7 1.2 1.7 1.5 2A 0. a
Hispanic or Latino 1.5 1.9 1.4 ‘i 2 ps 2.1 ee a ee
Black or African American 1.6 1.6 1.5 (aj gs 1.5 2.2 3B SBD

Average Index by Factor 1.2 1.2 1.3 1.6 1.6 1.7 1.9 2.2 30 5D

1.0 or less = No Disparity
1.1-1.4 = Small Disparity
1.5 - 2.1 =Moderate Disparity

Data Source: NH Center for Public Policy 2013 Health and Equity Report Card

I. Exercise managerial policy, as set forth in RSA 273-A;
J. Schedule the hours and days of work whether for emergency purposes or not.

The foregoing Management rights are set out for purposes of illustration and not limitation; the
City of Nashua retains all such rights, powers, and authority, whether exercised or not, conferred
upon it by law.

Article 7
Strikes and Work Stoppages

The Union shall not instigate, sponsor, or encourage any activity or action in contravention of
the provisions or intent of the Agreement.

No employee shall, alone or in concert, engage in, initiate, sponsor, support or direct a strike,
work stoppage, or refuse in the course of employ ment to perform assigned duties; or withhold,
curtail or restrict services or otherwise interfere with the operations of the City of Nashua or
encourage others to do so; or engage, or participate in any other formof job action.

Article 8
Work Week and Work Schedule

A. The work week shall consist of seven (7) consecutive twenty -four (24) hour periods
and shall stay consistent with current practice.

B. The normal work schedule shall consist of five (5) consecutive eight (8) hour work
day s.

C. Employ ces engaged in continuous operations such as BPW, and other jobs where
emp loy ees are ordered on call at any hour of the day, shall have regular working hours
and regular work weeks to suit specific jobs in these continuous operations as
practiced as of the date of execution.

D. The City may establish working hours for jobs having other than normal requirements.

E. Any change in the regular work schedule hours shall be the subject of discussions
between the Union and the City before being implemented. This subsection shall not be
construed to reduce or impair managements authority pursuant to the article entitled
"Management Rights" supra.

Article 9
Overtime

Overtime may be required of all employees. Compensation therefore shall be paid as required by
the Fair Labor Standard Act and other pertinent law. Nonexempt employees called in from home

to work shall receive a minimum of three (3) hours pay therefore at the applicable rate.
Employ ees who are "on call" or subject to the provisions of a written procedure established by
management requiring periodic work outside their regularly scheduled hours shall be paid
any additional pay provided for in such procedures. Inspectors in the Community Develop ment
Division shall receive a minimum of three (3) hours pay at the applicable rate for scheduled work
on Saturday or Sunday or between the hours of 9:00 p.m. and 5 am.

For any employee in the Public Works Division, time and one half the employ ce’s regular hourly
pay shall be paid for work assigned and performed in excess of eight (8) hours in a work day, or
in excess of forty (40) hours in a work week. Paid Earned Time, paid holidays, military active
duty for training, jury duty, bereavement leave, or other excusable reasons of similar urgency,
shall be considered as time worked for the purpose of computing overtime pay.

When Park Department foremen go on permanent night shift assignment, all overtime for these
emp loy ees in the Park Department will be based on the premium rate of pay (base pay plus shift
differential) for all overtime work performed.

Overtime shall be allocated within a department on a rotating basis within the classification that
normally performs the work, starting with the most senior qualified employee. The next round
of overtime shall begin with the next senior employee within the classification that normally
performs the work, not previously contacted for overtime. Once the list is at the bottom (least
senior employee within the classification that normally performs the work) the list will start
again with the most senior. All qualified bargaining unit members in the division shall be
offered overtime before members of other units.

Notwithstanding the foregoing, overtime in emergency situations shall be assigned as determined
by management in order to best address the emergency. In this event, employees required to
work overtime for the emergency will be skipped over the next time they would be
eligible for non- emergency overtime.

For the purposes of this section, seniority shall be calculated on the same basis as Job
Posting/Lay - offs and Recall.

The City and the Union will jointly maintain an updated overtime rotation list. The Union will
provide the City with any changes in contact information. These changes will be made to the list
as soon as they are received from the Union. Any errors in allocating overtime will be corrected
immediately by placing the missed individual at the top of the overtime list and giving him or her
the next overtime opportunity. This subsequent opportunity will be offered for the same number
of hours as the missed opportunity. The employce’s original position on the overtime list will
not change with this action. Corrections of errors in allocating overtime shall be handled in this
manner not more than once per individual employ ce per fiscal y ear.

Emp loy ees who agree to be “on call” shall be compensated one (1) hour of overtime rate (time and
a half) per day. The emp loy ee will be issued a pager or cell phone and resp ond to it if paged_or
called.