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SECTION A.

STEP 1. An employee or the Association having the grievance will present the grievance in
writing to his Bureau Commander within seven (7) calendar days after its occurrence. The
Bureau Commander will reply in writing to the grievant within seven (7) calendar days after the
grievance is presented. If the grievance is directed at the grievant's Bureau Commander, the
grievance may be started at STEP 2, as applicable.

STEP 2. Failing a settlement at STEP 1, the grievant may present the grievance to a Deputy
Chief of Operations in writing within seven (7) calendar days after the reply in STEP 1. If the
grievance is directed at a Deputy Chief of Operations, the grievance may be started at STEP 3.
The Deputy Chief of Operations will reply in writing to the grievant within seven (7) calendar days
after the grievance is presented. If the Deputy Chief of Operations is unavailable, the grievance
may be started at STEP 3.

STEP 3. Failing a settlement at STEP 2, the grievant may present the grievance to the Chief or
Deputy Chief of Operations in writing within ten (10) calendar days after the reply in STEP 2.

The grievant will specify the following:

The nature and facts pertaining to the grievance;

The nature and extent of injury, loss, or inconvenience;
The alleged violation of the Agreement;

The basis for dissatisfaction with STEPS 1 and 2;

The remedy that is desired;

The signature of the grievant or Association.

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The Chief or Deputy Chief of Operations, will reply to the grievant within ten (10) calendar days
after the grievance is presented. If the Chief or Deputy Chief of Operations is unavailable for
response, this time period shall be automatically extended until his return or until he has otherwise
communicated his response through his designee.

STEP 4. Failing a settlement at STEP 3, the grievant may present the grievance to the
Commission in writing within ten (10) calendar days after the reply in STEP 3. The grievant will
provide the same information as in STEP 3. The Commission will officially receive all grievances
during its regular monthly scheduled meeting. The Commission will reply in writing to the grievant
within fifteen (15) working days after the grievance is presented during the commission's monthly
meeting.

STEP 5. Failing a settlement at STEP 4, the grievant may present the grievance in writing to the
Association within thirty (30) working days after the reply in STEP 4. if the Association feels that
the grievance has merit and that submitting it to arbitration is in the best interest of the
Department, the Association may submit the grievance to the American Arbitration Association,
Public Employee Labor Relations Board, or Hillsborough County Superior Court within sixty (60)
working days after receiving the grievance from the grievant.

SECTION A - GRIEVANCES AGAINST MANAGEMENT

The Association may file grievances on its own behalf, on behalf of its members, and if requested,
on behalf of non-members; any grievant may be represented at all stages of the Grievance
Procedure by himself/herself and by a representative selected and approved by the Association,
if the grievant desires.

SECTION B - GRIEVANCES AGAINST THE ASSOCIATION AND/OR MEMBER

The Commission, or its designate, will have the right to file grievances against the Association
and/or a member thereof. The grievance will be presented in writing to the Association and the
member, if applicable, within ten (10) calendar days of its occurrence, or when knowledge was
obtained that a grievance existed.

The Association will reply within thirty (30) working days after the grievance is presented. Failing
a settlement between the Commission or its designates and the Association, the grievance may
be presented to the American Arbitration Association, Public Employee Labor Relations Board,
or Hillsborough County Superior Court within sixty (60) working days after the reply.

SECTION C - GENERAL PROVISIONS

A. Each grievance will be separately processed under the Grievance Procedure.

B. Expenses incurred under STEP 5 will be shared equally by the Commission and the
Association.

C. No party acting under STEP 5 will have any power to award any monetary damages (other

than back wages), make any changes in, modification or alteration of, addition to, or
subtraction from, any of the terms of this Agreement.

D. The parties recognize that after STEP 3 of the grievance procedure, additional time may
be required by both parties to process the grievance. Notwithstanding the provisions of
STEP 3, the parties may agree in writing to extend any of the time limits set forth in STEPS
4 and § of the grievance procedure.

1. In all other circumstances, management's failure to respond within the established
time limits shall automatically advance the grievance to the next step.

2. The Association's failure to respond within established time limits, the grievance
shall be considered settled on the basis of management's last answer.

ARTICLE 9: SENIORITY

For purposes of this Agreement, seniority is defined as follows: “Established first by virtue of
rank and secondly by the aggregate time served in rank. Where conflict occurs because of
identical time of service or date of appointment, the member of the department with the longest
aggregate time served in the next lower rank is deemed to hold seniority."

In situations requiring decision-making or the exercise of control among members of equal rank,
it shall be incumbent upon the member holding seniority to take charge, unless otherwise directed
by a member of higher rank.

ARTICLE 10: VACATION

Accrual Rates:
Employees shall be eligible for vacation in accordance with the following schedule:

10 workdayS............ ce ceeeceee ee ne renee eees After One Year of Service
15 workdayS............ cece cece ee ee neers After 5 Years of Service

20 WorkdayS..........:ccccccee sce cee eee eeeeeees After 10 Years of Service
25 WorkdayS..........2..ccccceeeeneee ern enens After 15 Years of Service
30 WorkdayS.............cccc eee cce ecto ne eneee After 20 Years of Service

Vacations Policies:

Vacations will be selected upon the basis of seniority as defined in this Agreement. A maximum
of ten (10) vacation days may be taken at one time. A minimum of one (1) day may be taken.
The number of employees allowed on vacation at one time will be determined by the Chief or his
designee.

A. Vacation block weeks begin on Saturday and continue through the week, inclusive of
normal days off, until five (5) vacation days are reached.

B. A vacation block week will consist of five (5) vacation days within the block. Any time used
between block weeks is considered vacation time.

Example #1: Saturday & Sunday are days off
Monday, Tuesday, Wednesday & Thursday are vacation days
Friday and Saturday are days off
Sunday is a vacation day
(The block week ends Sunday.)

Example #2: Saturday & Sunday are vacation days
Monday and Tuesday are days off
Wednesday, Thursday, & Friday are vacation days
(The block week ends Friday.)

C. Vacation block weeks will take precedence over individual vacation days, personal days,
swaps, etc.

Maximum Amount Taken During a Calendar Year:

Effective December 28, 2004, during a calendar year, members are limited to taking their annual amount
of accrued vacation leave, as specified under paragraph “Accrual Rates” above. Effective July 1, 2016:
An employee, in their final year of employment, will be entitled to use the amount of vacation time available
in their current vacation balance with no cap.

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Callbacks:

An employee will be paid time and a half of his regular rate of pay for callback while on a vacation
block week and granted an additional day, which may be banked for future use. Should an
employee be called back to work or required to attend Court while on a vacation block week, he
shall receive time and one half his regular rate of pay for such duty day and further shall be
granted an additional day off for each day or fraction thereof, for which he was called back. The
additional day off may be banked for future use.

Unused Vacation Accruals:

Vacation shall be taken prior to the end of the calendar year in which it is received, however, up
to five (5) vacation days can be carried over into the next calendar year, but all days carried over
must be taken by May 1 of that year except that a vacation block week carry over may extend
beyond May 1 if begun before that date. This carry over provision shall not affect or change the
provisions regarding maximal accrual amounts or loss of accrual amounts contained in this
article. Vacation time accrued but not used shall, upon retirement, be paid in a lump sum to the
employee. Unused vacation time will be paid in a lump sum to the employee's estate if he dies
while employed by the Department.

Maximum Accrual Amount:

An employee shall be allowed to accrue a maximum of forty (40) work days vacation. The cash
value of such accrued vacation shall be paid in one lump sum (less appropriate withholding) at
retirement or separation from the Department. Should an employee die while employed by the
Department, his earned but unused vacation shall be paid to his estate. Effective July 1, 2016,
employees may elect to receive a cash value payment of up to eighty (80) hours of unused
vacation time per calendar year. Such election shall be made prior ta December 1° of each year
and such payment shall be made in one lump sum (less appropriate withholding) during the last
pay period of the calendar year. Such elections may not exceed forty (40) work days during that
individual's term of employment with the Nashua Police Department and any such election will
reduce that individual's maximum permitted accrual amount by an equal amount of days at time
of retirement or separation from the department. A maximum of 800 hours shall be paid out
during a fiscal year to all eligible members who elect to receive a cash value payment prior to
retirement or separation under this provision.

Loss of Accrual Amounts:
Employees shall not accrue more than forty (40) work days vacation. Any vacation time accrued
in excess of forty (40) work days shall be forfeited.

ARTICLE 11: LONGEVITY

A. An employee with less than ten (10) years of service in the department shall receive a
jump sum longevity payment of $300.00 the pay week following the employee's
anniversary date.

B. An employee with ten (10) years of service in the department shall receive a lump sum
longevity payment of $500.00 the pay week following the employee's anniversary date.
Employees with more than 10 years of service will receive an additional $75.00 each year
thereafter.

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C. Employees eligible to receive longevity pay, who are not employed by the department on
the anniversary date of any year, shall forfeit the right to all or any portion of longevity pay
to which they otherwise would have been entitled.

D. For employees hired after May 12, 2003, or upon signing of the Contract, employees shall
not be eligible for longevity payments. Note: Employees, who are promoted and are
eligible to be members of the bargaining unit, shall secure the same longevity benefit, if
any, held at the time of such promotion.

ARTICLE 12: HOLIDAYS

The following days will be paid holidays for employees:

New Year's Day Independence Day
President's Day Labor Day

St. Patrick's Day Columbus Day
Fast Day Thanksgiving Day
Memorial Day Christmas Day
Flag Day Veterans Day

An employee shall receive a day's pay at his regular rate for the above holidays in addition to his
regular pay.

In order to qualify for holiday pay, an employee who is off duty on the day of the holiday must

have worked his last scheduled duty day prior to the holiday and the first scheduled duty day
after the holiday, or been absent on authorized leave on either or both of these days.

ARTICLE 13: CLOTHING ALLOWANCE

Annual Clothing Allowance:
The uniform allowance for each employee shall be as follows:

[Fiscal Years 2020-2023 $900.00 |

Allowable Purchases:

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.

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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 is 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. In 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;

A

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(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 payroil 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 shall 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 department 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 at an accredited college or university.

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

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UNFINISHED BUSINESS - ORDINANCES

O-16-007
Endorsers: Alderman David Schoneman
Alderman Tom Lopez
PROHIBITING CERTAIN TRUCKS ON CHANDLER STREET
e Committee on Infrastructure Recommends: Final Passage

O-16-008
Endorser: Alderman David Schoneman
ALLOWING RESIDENTS OF SALEM STREET TO PURCHASE OVERNIGHT ON-STREET
PARKING PERMITS
e Committee on Infrastructure Recommends: Final Passage

O-16-009
Endorsers: Mayor Jim Donchess
Alderman Tom Lopez
Alderwoman Mary Ann Melizzi-Golja
Alderman-at-Large Brian S. McCarthy
PROHIBITING PARKING IN PART OF LE PARC DE NOTRE RENAISSANCE FRANCAISE
PARKING LOT DURING SUNDAY FARMERS’ MARKETS
e Committee on infrastructure Recommends: Final Passage as Amended

O-16-011
Endorsers: Alderman Don LeBrun
Alderman Ken Siegel

Alderman David Schoneman

Alderman Tom Lopez
ADOPTING PROVISIONS FOR REDUCED TAXATION FOR CERTAIN CHARTERED
PUBLIC SCHOOL FACILITIES
e Personnel/Administrative Affairs Committee Recommends: Final Passage

NEW BUSINESS — RESOLUTIONS

R-16-033
Endorser: Mayor Jim Donchess
AUTHORIZING THE MAYOR AND CITY TREASURER TO ISSUE BONDS NOT TO
EXCEED THE AMOUNT OF TWO MILLION TWO HUNDRED THOUSAND DOLLARS
($2,200,000) FOR THE PURCHASE AND INSTALLATION OF A CITYWIDE TELECOM
SYSTEM

R-16-034
Endorser: Mayor Jim Donchess
RELATIVE TO THE ADOPTION OF THE FISCAL YEAR 2017 PROPOSED BUDGET FOR
THE CITY OF NASHUA GENERAL, ENTERPRISE, AND SPECIAL REVENUE FUNDS

NEW BUSINESS — ORDINANCES

O-16-012
Endorser: Mayor Jim Donchess
MOVING PARKING OVERSIGHT AND MANAGEMENT FROM THE TRANSPORTATION
DEPARTMENT IN THE COMMUNITY DEVELOPMENT DIVISION TO THE OFFICE OF
ECONOMIC DEVELOPMENT IN THE MAYOR'S OFFICE

4, 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 Aris 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.

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