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ladder practices, hose, salvage and overhaul, fire streams, apparatus, ventilation,
rescue and protective breathing practices, first aid, inspection, traming programs,
water supplies, aircraft, fire department officer, and facilities.

B. The City also agrees to purchase and make available the textbooks
used in firefighting courses, which textbooks shall be retained by the department
after use by individual employees.

C. The City will remburse employees for one hundred percent (100%) of
the total tuition and laboratory fees paid by employees from their own funds, for
the successful completion of job-related courses, as well as courses leading to the
granting of degrees in Fire Science, within the budget allowed. Successful
completion is defined as a grade of "C" or above for undergraduate studies and a
grade of "B" or above for graduate studies. The City shall budget $20,750 for
fiscal year 2020and thereafter shall increase the budgeted amount by $1,000 each
year beginning in fiscal year 2021 if the budget line for this benefit has a balance
of $1,000 or less at the end of each full fiscal year.

Courses not directly related to present job function but are functions
performed by other personnel in the department, the City will reimburse up to 50%
of the total tuition and laboratory fees paid by the employees from their own funds
upon successful completion.

D. An employee who desires to participate in this benefit must secure the
approval of the Chief or his/her designee, the Human Resources Department, and
the Comptroller, on the form provided by the Human Resources Department, with
due consideration of the budgetary limitations in Paragraph C, above.

E. Satisfactory completion of all educational courses shall be
documented in the personnel records of each employee.

F. For purposes of determining participation in specialty educational
courses/classes, the administration shall make available such courses/classes and
proportion attendance between officers and firefights at a 1:5 ratio (officers to fire
fighters) provided nothing shall prohibit the administration from varying this ratio
if there are insufficient numbers from either group to meet the ratio.

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Board of Aldermen Page 5
December 13, 2016

Ethics Review Committee

Timothy Bush (New Appointment) Term to Expire: December 31, 2019
282 East Dunstable Road
Nashua, NH 03062
John (Jack) D. Kelley (New Appointment) Term to Expire: December 31, 2019
12 Skyline Drive
Nashua, NH 03062
Michael J. Tabacsko (New Appointment) Term to Expire: December 31, 2019
5 Federal Hill Road
Nashua, NH 03062
MOTION BY ALDERMAN CLEMONS TO ACCEPT THE APPOINTMENTS BY THE MAYOR AS READ AND
REFER THEM TO THE PERSONNEL/ADMINISTRATIVE AFFAIRS COMMITTEE
MOTION CARRIED
REPORTS OF COMMITTEE

Budget Review Committee 2.0.0.0... cceeeeeeeeteeteeeetteeeeeeeeeeeeeeeeeeeeeeeee es 11/28/16

There being no objection, President McCarthy declared the report of the November 28, 2016
Budget Review Committee accepted and placed on file.

Finance Committee 2... ... ccc ceccceccecceecceeceeeceeeeseeaueraeereeereereeereeerees 12/07/16

There being no objection, President McCarthy declared the report of the December 7, 2016
Finance Committee accepted and placed on file.

Committee on Infrastructure ..... 00. cecccecccecccececececeseceteceeeeeveretereeeerers 12/08/16

There being no objection, President McCarthy declared the report of the December 8, 2016
Committee on Infrastructure accepted and placed on file.

Personnel/Administrative Affairs Committee ...0...0...0.cccceceeeceeeeeeeeeeeeees 11/21/16

There being no objection, President McCarthy declared the report of the November 21, 2016
Personnel/Administrative Affairs Committee accepted and placed on file.

Personnel/Administrative Affairs Committee .....0...0..c ccc ceeeeeeeeeeeeeeees 12/05/16

There being no objection, President McCarthy declared the report of the December 5, 2016
Personnel/Administrative Affairs Committee accepted and placed on file.

Planning & Economic Development Committee ............... cee eeeeeeeeees 12/06/16

There being no objection, President McCarthy declared the report of the December 6, 2016
Planning & Economic Development Committee accepted and placed on file.

Board of Aldermen Page 7
March 8, 2016

President McCarthy

| don’t recall that.
President Deane

It is my understanding that it takes ten votes to suspend, does it not?

President McCarthy

No, we have an ordinance that says that however we cannot by ordinance defeat the rules of the majority,
the will of the majority of the Board as set forth in the Charter. If you like | will ask the City Attorney to
comment on that.

Alderman Deane

That’s quite alright.

Alderman Moriarty

| would like clarification on that. | may be wrong but! am led to believe that if you have a super majority to
make that ordinance then it would take a super majority to undo that ordinance and override it.

President McCarthy

Only where the Charter requires a super majority is a super majority required.

Alderman Moriarty
What is R-16-007?

President McCarthy

Relative to the acceptance and appropriation of $40,000 from the State of New Hampshire Department of
Health and Human Services into Public Health and Community Services Grant Activity FY 2016 and FY
2017: Climate and Health Acceptance Plan (CHAP)

Alderman Siegel

So here we are again with the exact same legislation, nothing has changed and now it’s being
reconsidered and the reason why it’s being reconsidered is well, | guess the Board didn’t do their
homework. When | was objecting to this the reason it wasn’t tabled is because | knew exactly what | was
voting against, | made the case against this. Last evening, during Bobbi Bagley’s confirmation hearing |
asked Ms. Bagley what her top three priorities were for the Department of Health and not one of them
came close to being in the universe of this grant. | also asked if somehow she felt we had all of the
resources that we needed to accomplish what the health department needs to accomplish and remember
that we have an opioid crisis here and | obviously think that’s a high priority and there are grants that are
being considered for a first reading tonight which clearly fall into the purview of the Board of Health. This is
speculative and it’s not the highest priority. | made that argument before so even the sponsor of the
legislation didn’t know what they were sponsoring; the Alderman that was the liaison to the Board of Health
couldn’t provide any light in addition to what was there. Again, | read the legislation, | knew what this was
and | will insist that nothing has changed, if anything a clarification that we received, if you want to call it
that, makes it even more clear to me that this is not a priority for this Board. The argument was made that

Article 32 - INSURANCE

A.1. Subject to the provisions of this Article, the City, upon the request of
an eligible member, shall provide to an employee the amount of the premium
specified below for individual, two-person or family plan, of one of the following:

Point of Service (“POS”) Plan;

Health Maintenance Organization (“HMO”) Plan;

High Deductible Health Plan with Health Savings Account (“HDHP w/HSA”); or
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 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 1s 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 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 thirty (30) days after the Union 1s 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.

Spouse Rule: Employees who are married to another employee of the city who
also subscribes to a plan will be subject to this rule. This rule requires that an
eligible member whose spouse is covered by another City health care plan elect the
policy under which the eligible member and spouse shall receive health care
benefits. An eligible member and spouse shall not be entitled to receive benefits
under separate City health care plans.

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A.2. CITY CONTRIBUTIONS:

For eligible members, the City shall contribute 70% of the premium of
option (a) and 80% of the premium of option (b) or (c). The option (a) and option
(b) plans offered by the City shall include the following minimum co-pays:

(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).

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

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. If 70% of the employees covered by this Agreement have the HDHP
w/HSA as their health insurance on June 30, 2021, a 0.5% increase in wages will
be added to the payroll grade and step grids, effective July 1, 2021. Ifthis
threshold is met, the City and Union will prepare the necessary updated payroll
grade and step grids and make the necessary substitutions to the payroll grade and
step grids attached to this Agreement.

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If 75% of the employees covered by this Agreement have the HDHP w/HSA
as their health insurance on June 30, 2022, a0.5% increase in wages will be added
to the payroll grade and step grids, effective July 1, 2022. Ifthis threshold is met,
the City and Union will prepare the necessary updated payroll grade and step grids
and make the necessary substitutions to the payroll grade and step grids attached to
this Agreement.

For employees hired after July 1, 2002 the City shall, upon request of an
eligible employee, provide an individual, two person or family plan for option (b)
or (c) or a City plan offered under option (d). Such employees shall, during the
enrollment period next following their first anniversary and annually thereafter
during the open enrollment period, have the right to transfer to the point of service
plan (option (a)) at the contribution rate set forth above or to a City plan offered
under option (d). The contribution rate for all option (b) and option (c) employees
shall be the same as provided for above.

A.3. For the duration of this Agreement, either party to the Agreement may
request that a Jomt Labor/Management Committee be convened to consider the
performance of the aforementioned plans, any changes thereto.

A.4. 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 sucha change only during the
annual enrollment period and subject to the conditions set forth in Section A.2.
Eligible members moving into or out of the HMO or point of service are may
change plans within a specified period after such move to the extent permitted by
the plans and in accordance with any other conditions set forth above in A.2.

A.5. 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.

B. LIFE INSURANCE - The City agrees to participate in a double
indemnity life imsurance program by paying 100% of the premiums for employees
only. The amount of coverage shall be one times the employee's base salary,
rounded to the nearest thousand. Each employee may at his/her option elect to
purchase an amount of life insurance coverage equal to the base amount by paying
100% of the premiums.

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C. DENTAL INSURANCE - The City agrees to pay 100% of the
premiums for dental insurance coverage under the plan in effect for members as of
January 1, 2008. Coverage is to be provided by the current carrier used by the City
at the time of the signing of this Agreement (Northeast Delta Dental). The City
reserves the option to change insurance carriers, upon negotiation with the Union,
and on the condition that the coverage provided has overall comparability to that
which is currently provided.

Members may also elect, as an option, to enroll in the dental plan offered to
merit employees, but shall be responsible for paying the difference between the
cost of a two-person plan and family plan if electing coverage under a family plan.

D. After January 1, 2003 the City will not be responsible for paying the
difference between the fees of non-participating dentists and the fees agreed to by
participating dentists and the current insurance carrier. Until January 1, 1990 the
current policy of the City paying the difference shall continue.

E. LONG-TERM DISABILITY

Part-Time Employees: Part-Time employees are not eligible for Long
Term Disability Coverage.

Full-Time Employees: Full-Time employees covered by this Agreement are
eligible for coverage under the City's Long-Term Disability Plan. This benefit is
subject to federal income tax and covers only non-job-related illnesses/injuries.
There shall be no cost to the employee for this benefit. All applicable definitions,
rules for employee participation and benefit conditions and payments shall be
governed by the City of Nashua’s “Non-contributory Disability Income Plan For
Qualified Employees” and any amendments as may be amended by the City from
time to time.

Article 33 — MILEAGE

Effective with the date of execution of this Agreement, all employees shall be paid
at Internal Revenue Service current rate per mile when they are specifically
required to use their personal automobiles on department business. This shall
include out-of-town travel to educational and training programs required to
maintain employment, except those required as a condition of initial employment.
It shall also include use of the employee's vehicle in changing stations, when the

54

employee arrived at the first station as originally scheduled. No payment for
mileage will be made when an employee uses a personal vehicle in going from the
employee's home to a station to pick up clothing and equipment, and then to a
multiple alarm fire. Claims for mileage payments will be made on a form provided
by the Department, shall be kept on a weekly basis, and will be paid monthly by
the City provided the weekly forms are submitted on or before the 20th day of each
month.

Article 34 - WORKING OUT OF CLASSIFICATION

A. — Any personcovered by this Agreement who is required to accept and
perform the duties and responsibilities of a position or rank higher than that which
he or she normally holds, shall be paid at the probationary rate for that position or
rank while so acting, provided he or she so acts for at least four hours.

B. — Any person covered by this Agreement who is asked to perform work
at a task not covered by the job description of the position or rank which that
person normally holds, or by the job description of a position or rank higher than
that which the person normally holds, shall be paid at a rate 5% above the person's
normal pay rate for the time actually worked, provided he or she works for at least
four hours.

C. The third ranking specialist shall not be paid for working out of
classification if he/she is working alone, unless this situation exists for more than
five consecutive days.

D. —Whena Captain, Captain Training/Safety, or Superintendent is absent
for an entire regularly scheduled work week (4 — 10 hr days, 2 days/2 nights) for
any reason, the next senior employee will be paid “acting pay” consistent with
paragraph A above. This paragraph D will not limit the requirement to pay
individuals as the need arises on a day to day basis throughout all ranks as
provided in paragraph A above.

Article 35 - BULLETIN BOARDS

The City agrees to provide space for suitable bulletin boards in convenient places
in each station and work area, to be used by the Union. The Union shall limit its
posting of notices and bulletins to each bulletin board. The Union agrees to
maintain such bulletin boards in a neat and orderly condition to the satisfaction of
the Captain in charge of the station.

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Article 36 - ASSIGNMENTS

A. — The Chief or his/her designee has the right to transfer, for just cause,
employees assigned under this clause.

B. Regional Haz Mat Team

All Team members will be full time NFR members. The team may be
designated as “Regional” used on a “Mutual Aid” basis.

MEDICAL SCREENING:

Any member who is interested in serving on the “Haz Mat Team” will
consent to being medially screened by the designated Physician. The medical
screening will be designed to evaluate the member’s fitness for HAZ MAT team
assignment. The complete screening criteria will be made available for the
member’s review before the screening takes place.

Each year prior to the “Medical Screening” members will agree in writing to
participate with the “Haz Mat Team” for the fiscal year following the Medical
Screening

Medical test and all results will be kept confidential between the Physician
and the member. Ifafter the medical screening the member chooses to be an active
team participant, then those medical records will be maintained and supervised by
the team’s designated physician, facility or agency.

PROCEDURE:

Initial training to Technician level will be provided to new team members as
a unit. Off-duty members will be paid for all hours of required training. On-duty
members will be on a delayed-response basis. The positions of the additional
members assigned to this training will be covered by shift coverage. The initial
Technician level training will be conducted as a minimum eighty-(80) hour
program. The team members with certification as well as those without will be
required to attend this initial program.

Members interested in a Haz Mat Team assignment must agree to participate
in the required training and agree to fill any position on the team when qualified.

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Members must be certified to receive stipend (pass test, maintain
certification, annual recertification, medical screening).

The NFR will trarn adequate members in order to maintain a regular five-
member Haz Mat team available on a daily basis.

In the event more members sign for the team than this pre-determined
staffing allows, the member with the most seniority will be allowed to continue in
the training process for certification and regular assignment, provided medical
screening shows qualified.

The NFR will retain the right to make assignments, regular and alternate, to
the team based on seniority. The City and the Union have mutually agreed on a
method to fill Haz Mat Team assignments, which is shown in Appendix E.

REQUIRED:

There must be adequate personnel (members and alternates) trained by this
procedure to the Technician level to maintain the regular team.

All future Technician level members will first be designated as alternates.

In order to assure a ready pool of available Technician-level personnel,
during the annual recertification process, the NFR will continue to train adequate
additional personnel to fill any vacancies which may occur on the Haz Mat team.
However, if at any time the number of trained and available team members falls
below thirty (30), a posting for the vacant positions will occur within two (2)
business days for ten (10) days. The screening and training process will begin
within seven (7) days of the closure of posting.

During the annual recertification period, members who may wish will be
allowed to be screened and trained based on seniority.

Drivers assigned to any apparatus under Article 36, Paragraph E.1., which
may be used with the team, will not be required to meet any further qualification.

STIPEND:

All NFR members who complete the Haz Mat Awareness Operational/
Decon level of training, will receive a weekly amount equal to one-half (’2) their

57