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At the discretion of the employee, uniform allowance may be applied toward the purchase of
either uniforms or job-related civilian attire. Employees shall maintain such clothing in good
condition or replace the same as required at their own cost, except as otherwise provided by
Department rules and regulations. Any balance, up to $250.00, of the uniform allowance which
has not been expended by the end of the fiscal year, shall be paid to the employee.

ARTICLE 14
MEDICAL & DENTAL INSURANCES AND
LONG TERM DISABILITY PLAN
MEDICAL INSURANCE

Effective upon approval of this agreement, except as otherwise provided in this Article 14,
upon request of an eligible member of the bargaining unit, the City shall offer individual, two-
person, or family coverage under one of the following plans offered by the City, if available and,
in addition to those plans may offer a comparable plan that may include carving out prescription
benefits from a health insurance company to be managed by a Pharmacy Benefits Manager. For
eligible members, the City shall contribute 70% of the premium for option a) and 80% of the
premium for option b).

a) Point-of-Service Plan;

b) HMO Plan; or

c) The City may make additional plans available to members with benefit levels, co-
pays, deductibles and premium cost sharing determined by the City in its sole
discretion, including, but not limited to, carving out prescription benefits from a
health insurance company to be managed by a Pharmacy Benefits Manager.

The option of the health care plan is at the sole discretion of the City. It {s agreed by all parties
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” or “B’, it shall provide at least one hundred twenty (120) days prior written notice
to the Union and documentation of the costs to members and the benefits that will provided under
the comparable plan. Should the Union determine that the proposed plan is not comparable, the
grievance shall not be subject to the grievance procedure and shall be submitted directly for
arbitration no later than sixty (60) 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 one that
offers the same type of benefits, but benefits do not have to be exactly the same. Jn addition, the
plan must provide reasonable access to health services and physicians, including specialists and
hospitals.

PLAN FEATURES:

Effective upon signing of this agreement, plans offered by the City under options a and b shall
have the following features:

(a) Twenty Dollars ($20.00) per medical visit;

(b) | One Hundred Dollars ($100.00) per emergency room hospital 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).

The amount of any balance of increased health insurance contributions due retroactively shall be
paid through payroll deductions spread over the duration of this collective bargaining agreement.

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 Health Insurance Premium Holiday at the completion of the analysis.

Joint Labor/Management Committee: For the duration of this Agreement, the Association will
participate in the City of Nashua Health Plan Advisory Committee.

Specified Enrollment Period/Changing Plans: 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.

Eligible Members: Eligible members of the bargaining unit shall be defined as full-time
employees.

DENTAL INSURANCE:

The Commission shail ensure through the City of Nashua that a 2-person Dental Plan, coverage
A, B, and C, is supplied at no cost to each employee covered under this Agreement, except for
single employees who shall receive a 100% paid 1-person Dental Plan.

A. Employees may request a family plan; however, the employee will be responsible for
paying any differences in the 2-person plan premium versus the family plan premium
through payroll deductions.

B. Any employee requesting initial membership in one of the plans may enter only during a
specified enrollment period (group re-opening). Any employee desiring to select a
different plan, after having enrolled in one of the plans, may make that selection only once
during one (1) calendar year.

C. Effective upon approval of this agreement, those employees covered by dental insurance
under this article may elect to participate in the High Option Plan available through Delta
Dental. The employee shall be responsible for paying the full additional premium cost for
the High Option Plan.

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LONG-TERM DISABILITY:

Employees are eligible for coverage under the City’s Long-Term Disability Plan in accordance
with the provisions thereof as the same may be amended from time to time. There shall be no
cost to the employee for this benefit.

ARTICLE 14a
WELLNESS REIMBURSEMENT ALLOWANCE

The Department shall reimburse employees up to $350.00 to maintain membership in a bona-
fide health club, fitness club or gym or for personal workout equipment, authorized by the
administration. The cost of exercise or workout equipment which is generally used for
recreational or leisure purposes shall not be subject to reimbursement..

ARTICLE 15
LIFE INSURANCE

The Commission shall ensure through the City of Nashua that 100% of the premium for a life
insurance policy upon the life of each employee to a maximum benefit equal to that employee's
annual base salary is paid. The right to select and change beneficiary shall be retained by the
employee.

ARTICLE 16
EDUCATIONAL BENEFITS

Educational! Benefits:

The Commission shall allocate an amount of $10,000 to spend on educational benefits (tuition
reimbursement) for all department members per fiscal year. Said amount is on a first come, first
serve basis. Once the $10,000 cap is expended, the educational benefit (tuition reimbursement)
is no longer available.

A. The maximum the departmeni will pay per class for FY 2016, 2017, 2018 & 2019 is
$900.

B. The Commission will reimburse employees up to 50% of the tuition costs (all fees,
excluding books) for courses successfully completed during the academic year under the
following conditions:

1. The course selected by the employee must be approved by the Chief or his
designee prior to enrollment.

2. The course must be taken af an accredited college or university.

3. The employee must receive a passing grade of "C" (or its equivalent) or better.

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A, The determination of whether or not the course is job-related shall be determined
solely at the discretion of the Chief.

Acceptable examples, which may be considered related, are degrees in:

Business Administration Business Management Sociology
Psychology Criminal Justice Political Science
Liberal Arts Physical Education Computer Science

The above is considered a partial listing only and is not limited solely to the previously stated
degrees.

Educational Incentives:

A. Effective July 1, 2011, on a yearly basis, employees shall be paid on the Thursday closest
to December 1, a lump sum of $500.00 for attaining an Associate’s Degree, $1,000.00 for
attaining a Bachelor's Degree, and $1,250.00 for attaining a Master’s Degree, J.D. or PhD.

1. The employees shall receive only one lump sum: ($500.00) for an Associate’s
Degree no matter how many Associates Degrees the employee has, ($1,000.00)
for a Bachelor's Degree no matter how many Bachelor's Degrees the employee
has; and, only one lump sum ($1,250.00) for a Master’s Degree, J.D. or PhD, no
matter how many Masters, J.D. or PhD Degrees the employee has.

ARTICLE 17
WORK SCHEDULE
The Commission shall maintain one of the work schedules as follows:
SCHEDULE A: Four (4) Days On, Two (2) Days off.

SCHEDULE B: Five (5) Days On, Two (2) Days Off.

Special Personal Days:
Employees assigned and working Schedule B shall receive an additional seventeen (17) days off

per calendar year, which shall be designated by the employee upon approval of the appropriate
Bureau Commander.

1. Such days shall not be taken consecutively.
2. Days designated shall be submitted for approval to the Bureau Commander prior

to 1 May, each year. Designated days may be changed only upon approval of the
Bureau Commander.

ARTICLE 18
SICK LEAVE

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Accrual Rate:
Sick leave shall be accrued at the rate of one and one-quarter (1 1/4) workdays per calendar
month to a total of fifteen (15) workdays per calendar year.

A. For employees hired prior to May 12, 2003: Employees may accrue unlimited sick leave
effective July 1, 1989.

B. For employees hired after May 12, 2003: Employees may accrue up to a maximum of 90
sick days. Any sick time accrued over 90 days will be forfeited. Note: Employees, who
are promoted and are eligible to be members of the bargaining unit, shall secure the same
sick leave accrual rate benefit held at the time of such promotion.

Retirement Cash Value:

A, For employees hired prior to May 12, 2003: The cash value of accrued and unused sick
leave in the amount of one hundred, twenty (120) days shall be paid each employee
eligible therefor at the time of retirement from the department with at least twenty (20)
years service with the Department or within the New Hampshire Retirement System as
required by Statute. Any sick time accrued over 120 days will be forfeited.

B. For employees hired after May 12, 2003: The cash value of accrued and unused sick
leave in the amount of ninety (90) days shall be paid each employee eligible therefor at
the time of retirement from the department with at least twenty (20) years service with the
Department or within the New Hampshire Retirement System as required by Statute.
Note: Employees, who are promoted and are eligible to be members of the bargaining
unit, shall secure the same sick leave retirement cash value benefit held at the time of
such promotion.

Notification of Sick Leave:
Employees shall be responsible to notify the department in a timely manner prior to scheduled
duty time of the intention to take sick leave.

Leaving During Tour of Duty:

Employees leaving their tour of duty sick shall complete NPD Form #710, "Documentation of
Time Not Worked." The time (in hours) will be rounded to the nearest % hour and will be deducted
from the employee's accrued sick leave.

Verification of Over 3 Days Sick Leave:
Verification of illhess by a licensed physician or health practitioner shall be required for any

employee taking more than three (3) days sick leave at any one time.

Statement of Absence:

At the discretion of the Chief or his designee, an employee taking fewer than three (3) days sick
leave may be required to submit NPD Form #700, "Statement of Absence" to his Bureau Head
within two (2) days of returning to work after an absence.

Abuse of Sick Leave:

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May 5, 2016
To: The Board of Aldermen

In regards to the property of 396 Main Dunstable Rd; this property abuts the homes on Sagamore Rd
and MacDonald Dr. It is currently being marketed as land for a subdivision, for a total of 6 houses per
the real estate listing.

The homeowners of Sagamore Rd and MacDonald Dr have multiple concerns. Some being how the
conversion of the current property would affect the homes and families in this area.

1 - Drainage: This area has existing drainage issues, which has been brought up in previous years due to
the natural spring which flows through the 396 Main Dunstable Rd property. Asa result many of the
homeowners have water issues in their basements and erosion in their backyards.

2 - Ledge: Ledge is a big concern because they would have to blast; our homes would be at risk for
foundation damage. In the minutes per April 1987, homeowners on Sagamore noted that large scale
excavation was done to our land because of the extensive ledge. Also, there needs to be consideration
of the impact that blasting would have on the area residents. There are several men and women who
work from their homes. Another factor is the children and disabled people who would be home during
the day and startle very easily.

3 - Hillside: The hillside of 396 Main Dunstable Rd supports some of the homes on MacDonald Drive as
per minutes of April 1987.

4 - Property Damage: Possible damage from tree removal as the homeowner's trees have already fallen
onto other homeowners properties and have damage fences and created clean up for multiple yards.

5 - Property Values: Another concern is property values. As written in the real estate listing there would
be a road next to our backyards. The corner house at 30 Sagamore would be surrounded by 3 paved
roads. This would increase traffic on Sagamore as Sagamore is a cut through to Conant Rd.

In conclusion, we understand that the homeowner in the past has tried to request a variance for a
subdivision in April of 1987 at the property of 396 Main Dunstable Rd, which was denied. As
homeowners we want to be reassured that the property will not be used in this manner and that the
security of our properties is kept safe. We request that any decision be "grandfathered" in so this issue
doesn't occur in the future.

Thank you for considering our issues at hand,

Homeowners of Sagamore Rd and MacDonald Dr

Abuse of sick leave shall result in the forfeiture of ten (10) accrued sick leave days and repeated
abuse may result in termination. The employee shall forfeit all accrued sick leave days and any
additional sick leave days to which he/she may be entitled to equal a total forfeiture of ten (10)
sick days.

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Loss of Accrued Sick Leave:

Accrued sick leave will, except in the case of death, be lost upon termination of employment if for
any reason other than retirement or having voluntarily terminated employment with the Nashua
Police Department and completed 20 years in the New Hampshire Retirement System.

Death Benefit To Estate:

A. For employees hired prior to May 12, 2003: Upon the death of an employee, a cash
payment equivalent to the employee's accrued sick leave (not to exceed 120 days) shall
be paid to the employee's estate.

B. For employees hired after May 12, 2003: Upon the death of an employee, a cash payment
equivalent to the employee's accrued sick leave (not to exceed 90 days) shall be paid to
the employee's estate. Note: Employees, who are promoted and are eligible to be
members of the bargaining unit, shall secure the same sick leave death benefit held at the
time of such promotion.

Sick Leave Bank:

A. All sworn supervisors may maintain and contribute to a sick leave bank on a voluntary
basis from their unused sick leave credits.

B. The rules and procedures of the sick leave bank shall be established to a Sick Leave Bank
Committee appointed by the Association.

C. A copy of all rules and procedures under which the sick leave bank operates must be
provided to the Chief by the Association.

D. The Sick Leave Bank Article or the procedures and standards established by the Sick
Leave Bank Committee shall not be subject to the grievance procedure.

ARTICLE 19
BEREAVEMENT LEAVE

Definition of Bereavement Leave:
"Bereavement Leave" means a leave of absence granted to an employee upon the occurrence
of a death in the employee's immediate family.

Commencement of Bereavement Leave:

Such leave shall normally commence upon the day following the death of the immediate family
member and shall consist of three (3) consecutive calendar days with pay. In the event of the
death of an employee’s parent, spouse or child, bereavement leave shall consist of four (4)
consecutive calendar days with pay. If for reasons which would require out-of state travel to the
funeral services or due to the actual date of the funeral services, the Chief of Police may allow a
delay in the commencement of the consecutive bereavement leave days.

Definition of Immediate Family:
For purposes of this provision, "Immediate Family" shall be defined as follows:

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Wife

Mother

Sister

Son
Step-Daughter
Mother-in-Law
Step-Brother

Husband

Step-Father
Grandmother
Daughter
Brother
Brother-in-Law
Step-Sister

Father

Step-Mother
Grandfather
Step-Son
Father-in-Law
Sister-in-Law

Any Blood Relative or Legal Ward of the employee, residing in the same household as the
employee.

A.

Domestic Partner:

The immediate family may also include an employee's domestic partner; however,
Management reserves the right to determine the circumstances under which a "domestic
partner” qualifies under this Article.

For purposes of this Article, “domestic partner" is defined as an individual:

1. Who had a long-term intimate relationship with an employee;
2. Who was living in the same household as the employee at the time of death; and
3. With whom the employee had an intent to remain in a long-term relationship.

Disputes concerning the qualification of a "domestic partner" shall

be subject to the

Grievance Procedure through STEP 2 (Deputy Chief of Operations' Level) and STEP 3
(Chief's level), at which point the decision shall be final and binding upon the parties.

ARTICLE 20

EMERGENCY LEAVE

Upon the prior approval, and at the sole discretion of the Chief or his designee, an employee may
be granted emergency leave.

If granted, such leave shall be charged first against the employee's accrued sick leave and
thereafter against the employee's accrued vacation time.

Requests for extensions of emergency leave shall be made in writing and may be granted at the

sole discretion of the Chief or his designee.

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ARTICLE 21
PERSONAL DAYS

A "Personal Day” is a day for which an employee is excused from active duty for personal
reasons. An employee may take a maximum of- six4S}seven (7) personal days per calendar
year provided that:

A. Prior approval is obtained from the Chief of Police or his designee (potential workloads,
manpower requirements, or any possibility of an emergency situation are considerations
before initial approval of any usages of personal days); and

B. A written request has been submitted to the Chief or his designee, no more than fifteen

(15) or less than five (5) days prior to the date of such personal day. These time limits
may be waived at the discretion of the Chief or his designee.

Personal Day Policies:
A. Any change or cancellation of an approved personal day, must be applied for in writing.

B. Approved personal days are subject to cancellation by the Chief or his designee to
accommodate the needs of the department.

C. Personal days taken shall be deducted from the employee's accrued sick leave. If the
employee has no sick leave, he shall not be eligible for a personal day.

D. Personal days may be taken consecutively pending approval by the Chief of Police or
designee.
E, Personal days are not accruable, nor shall they transferable to another calendar year.
ARTICLE 22

EXCHANGE OF WORKDAYS

Upon the prior approval and at the sole discretion of the Chief or his designee, employees may
exchange workdays if both employees involved agree.

Requests for exchanges of workdays shall be signed by both employees and submitted to the
Chief or his designee at least two (2) days in advance. This time limit may be waived at the
discretion of the Chief or his designee.

All such exchanges shall be limited to employees of equal rank.
ARTICLE 23
SHIFT EXCHANGES

For the purposes of this Article, the term "shift" means an eight (8) hour tour of duty for more than
one workday.

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