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Upon the resignation or layoff of a full or part-time administrator(s) who has at least ten (10)
years seniority in the District, the District shall pay to that employee a per diem rate based on
35% of the employee’s current daily per diem salary per day of accumulated sick leave, up to a
maximum of one hundred (100) days.

Administrators in the continuous employ of the District prior to July 1, 2011 shall be
grandfathered in at a maximum accrual of 185 sick days for the purpose of severance
calculations, 60% of their per diem salary for retirement or death, and 35% for resignation.

If resignation, retirement, or death occurs in the middle of.a fiscal year, the District shall pro-
rate credit for sick and vacation leave (monthly accrual) based:on separation date. For example,
if you retire July 30°, you would receive 1/12 of your sick time that is loaded July 1™.

Total severance payments made to an administrator. over the course of his or her career(s) with
the Nashua School District shall not exceed the maximum payment for which the administrator

is eligible under Section 5:6 (above).

Calculation of Per Diem Rates

For purposes of determining.the value of payroll) adjustments, accrued vacation leave and
severance, the following days will be used in the calculation of per diem rates:

e Principals: 260 days

e Elementary Assistant Principals: 199 days

® Secondary Assistant Principals: 245 days.for any vacation and sick time accrued through
June 30, 2016, and 214 days for any sick time accrued on or after July 1, 2016.

ARTICLE VI

Supplemental Benefits

Workers Compensation

Administrators shall be subject to the provisions of the New Hampshire Workers’ Compensation
Law.

New Hampshire Retirement System

Administrators shall be subject to the provisions of the New Hampshire Retirement System.

Tax-sheltered Annuity

The Board of Education agrees to continue to allow administrators to take advantage of the
federal law concerning tax-sheltered annuities at their expense.

Health Insurance

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The District shall provide, upon the request of an Administrator, the benefits of an individual,

two-person or family coverage under one of the following plans offered by the Board of
Education, or a comparable plan as determined by the Board:

a.__Point-of-Service (POS) Plan;

b. HMO Plan: or
c.__High Deductible Health Plan (HDHP) with Health Savings Account (HSA):
d. High Deductible Health Plan without Health Savings Account (HSA).

Health care plan options are at the sole discretion of the Board, and the Board reserves the right
to change a health insurance carrier providing comparable benefits. The District shall have the

right_to_ provide prescription benefits through a separate provider managed by a pharmacy

benefits manager.

Any Administrator requesting initial membership in a olan _may enter during a specified
enrollment period. Any eligible Administrator desiring to select a different plan may make such

a change only during the annual enrollment period or a qualifying event:

The group health insurance of any Administrator.terminating employment with the District for

whatever reason - resignation, retirement. lay-off, discharge or unpaid leave of absence other

than sick leave - shall expire on the last day of the month following the month the Administrator
terminates employment with the District.

The District_shall contribute 70% of the premium for a point-of-service_ plan, and 80% of the
oremium for an HMO.and High Deductible plans. All.olans offered by the district shall have the

following co-pavs.and deductibles:

1. POS and HMO:

Twenty Dollars
One Hundred Dollars {$100.00}-ner emergency room visit;

b.

c._ Two Hundred Fifty ‘Dollars ($250.00) per person, Five Hundred Dollars {4500.00} per
two-person/Family Inpatlent/Outgatient Facility Deductible: and

d... Three (3) Tier Pharmacy Benefit of $5/15/35 ($5/530/570 mail order].

The following.co-navs and deductibles below will become effective on July 1, 2023.
a. Twenty-five Dollars {525.00} per medical visit;
b.__One Hundred Dollars ($100.00) per emergency room visit:
c. One Thousand Five Hundred Dollars {$1500.00} per person, Three Thousand Dollars

($3000.00) per two-person/familv Inpatient/Outpatient Facility Deductible: and
d. Three (3) Tier Pharmacy Benefit of $10/30/50 ($20/$60/$100 mail order).

2. Anthem HDHP with Health Savings Account (HSA):

a. Deductibles for the HDHP are $2,000 (single) and $4,000 (two-person/family)};
b. Annual $1,500 single and $3,000 (two-person/family) contriubtion to the HSA:
c._Prorating of HSA contribution based upon enrollment date —- Employees who ioin

the HDHP with HSA at any time other than July 1 will receive a pro-rated city

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contribution of $125 montly for a single plan and $250 monthly for 2-person or
family plan for each full month remaining in that fiscal year.

d.__ Annual disbursement of HSA contribution in two (2) installments (July and October)
— The Board’s contribution will be distributed in two (2) installments, one on or
about July 1 and one on 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 reraaining 50% before October 1.

Healthtasurance

The-District shail provide upen the request-etan-administrates,the-benctits-cfar-individust
tve-sersen-o-foricovemasuaderene—otthefolleunna-plens offered bu the Mead of
Education-ora-com parable plas-as-determined by the Baard:

a}_—_aint-eftersise-Bloa:

6}——__HIMO-Plan;or

e}—___Anadditione| plan-made available threughthe Board with baneit-levelsand premiue—
———_«estshoring-determined bythe Bese.

Healthcare plan-optiontareat-thegele discretion ofthe Beard-andthe Beard reserves the right
te-change- o-heath-insurance-comicanreviging semearable.bemeatits, Fhe District chal baue tha
night te-provide-_precseriptonbenoits threuch-2teparatc—srovider managed-bu.2-skopmacy
benefits menagen

Amy adminisiete:requesting—tinitial_ membersstio—in—e—plen—may_enterduring acpected
enrolliment-_paried._Any eligible-administrater-dasiting-to-celoct-a-different-plan-may make such
achenge-cnldudagtieareuscaretiment peciedecagualhing vert

The-group_health-iacuranee-of-any adminitratertorminatiag-employment-with the District-for
whateverreasen—racignation—retirement—tayeff—discharge-or-uapaid_leave-of-absence-other
than-cickteave—shall-oxpire-on-the-last-day of the-monthfollowing the meath the-administeator
terminetesempleymenbwiththe > otc

Fhe—Distrist-chail-contibute-70%-af the. premiumforapointeflrerice plan_and-2054-al-ihe
premiumforontiVie-slten—Alplans-effereq-bu the distctshallhave-thefelowineca-pouc ane
deductibles:

b} One-Hundred Dollars ($100.00) per-emergency ream visit:

€}_Twe-Hundred—-ifty Dallars{$250.00} perpersen, Five-Hundred—Doltars($500.00}-per
twa-person/Familyinpatient/Outpatient- Facility Deduetible:

d}—Three+{3} Tier Pharmacy Benefit-of $5595 (55/30/70 mailorder,

Specific provisions of each plan, including pharmacy benefits, will be provided to each employee
at the time of hire, upon request, or in advance of any changes to the benefits provided by a
plan.

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HD iParametrics @ cl CR PROPOSAL FOR THE CITY OF NASHUA
UiParametrics Ziel ARPA ADMINISTRATIVE SERVICES

hazardous areas to voluntarily relocate to areas of higher opportunity, Justin holds 12 distinct FEMA certifications in topics ranging
from debris removal to public information and has also supported FEMA funded projects in Florida, Colorado, and South Carolina.

Senior Planner / Outreach | Lindsey Holman, MPS

Lindsey is an experienced emergency management professional with a demonstrated history of working
with federal, state, and local governments, Her expertise includes preparedness planning and training,
staffing incident response operations, catastrophic planning, post-incident assessments, and disaster
recovery. Over the last 12 years, Lindsey has worked with public and private clients in over 20 states to
prepare, prevent, respond, and recover from natural and man-made disasters. She works with her clients
to apply emergency management principles to the political side of crises management, which helps to
bridge the gap between legislation, policy, and implementation. She supported county elected officials
and emergency managers anne multiple congressional testimonies regarding FEMA's management of disaster recovery support and
implementation of the Disaster Recovery Reform Act. Her federal expenence includes supporting FEMA's roll-out of the National
Incident Management System (NIMS) Refresh, and guidance development for the National Qualification/Resource Typing System.
Her disaster recovery work involved preparation of federal reimbursement claims, advocating on behalf of applicants for FEMA Public
Assistance eligibility, and successfully lobbying for $16 billton in Cormmunity Development Block Grant funding for areas impacted by
disasters.

Technical Assistance Liaison | Gary Viola, PE

Gary is a Professional Engineer with over 30 years of experience in project management, design, contract management and disaster
recovery, Since 2006 he has been working in FEMA disaster recovery on numerous events throughout the US, and his disaster roles
have included Sanitary/WVastewater Engineer, Marine Debris Task Force Lead, Public Assistance Coordinator (PAC), Project Specialist
and State PAC. He is well versed in all aspects of federal, state and local disaster recovery including the development of all categories
of Project Worksheets, CEF Estimates, Debris Removal, Hazard Mitigation, Alternate Procedures and FEMA policies and regulations.
Gary has experience with Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards; cost
recovery services; and complex program management services.

Appeals Specialist | Michael Domenichello, JD

Michael has over 20 years of project management, training, and FEMA, Public Assistance experience. While serving as a PDMG for
multiple federally declared disasters, Michael was responsible for training new FEMA workers in addition to state, city and local
governments on the Public Assistance policies and procedures, This training included the Stafford Act, FEMA Public Assistance
Altemative Procedures, and Project Worksheets. He has overseen teams responsible for leading applicants through the federal grants
process. Michael was responsible for reviewing project compliance and eligibility compliance in accordance with FEMA/DHS policies
as well as the National Historic Preservation Act. He has performed and reviewed site inspections following natural disasters, created
Disaster Damage Reports, and formulated appropriate Staternents of Work. Michael has expenence with Uniform Administrative
Requirements, Cost Principles, and Audit Requirements for Federal Awards; cost recovery services; and complex program
management services,

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In the event that the provision of health insurance to employees pursuant to the terms of this
agreement triggers the assessment of a “Cadillac Tax’ under the Affordable Care Act, the parties
agree to immediately reopen negotiations, on the issue of health insurance only, for the
purpose of avoiding implementation of the Cadillac Tax. This provision will require only good
faith negotiation — it will not require either party to change any provisions of the existing
collective bargaining agreement.

Life Insurance

All administrators are eligible for life insurance at one and one-half times an individual’s annual
salary, to a limit of $100,000. Effective July 1, 2016, all.administrators are eligible for life
insurance at two times an individual’s annual salary, to a limit of $200,000.

Professional Membership Dues

The District will provide the cost of membership dues to only nationally recognized professional
associations directly supporting an administrator’s area of responsibility), contingent upon
available funds [National Association of Elementary,Princlpals (NAEP), National Association of
Secondary Principals (NASP}]. The union President will get one (1) membership to the state
prinicpal’s association.

Long-Term Disability, Insurance
The District shall pay for long-term disability, insurance for all administrators.
Dental Coverage

The District shall/provide, upon the request of an administrator, at no cost to the administrator,
single person, two person or.family plans for dental coverage.

Vision

The Distriet shall provide, upon the request of an administrator, at no cost to the administrator,
vision coverage for a single, two-person, or family plan.

ARTICLE VII

Leaves of Absence

Vacation Leave

Principals shall receive twenty (20) days of annual vacation leave, accruable on an ongoing
monthly basis. Principals may accumulate and carry over up to forty (40) vacation days on

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August 1‘ of each year. Any accrued vacation days in excess of forty (40) days will be forfeited.
Upon separation of service, vacation time paid out is capped at 40 days.

Secondary assistant principals shall receive twenty (20) days of annual vacation leave, accruable
on an ongoing monthly basis until June 30, 2016, at which time going forward they will no longer
receive annual vacation leave. Secondary assistant principals may carry over up to forty (40)
vacation days until August 1, 2016 at which time any accrued vacation days in excess of forty
(40) days will be forfeited. Accrued vacation time retained at August 1, 2016 may be
subsequently used as additional vacation time with supervisory approval.

For principals annual leave dates will be scheduled after consultation with the Superintendent.
Following the end of the school year through the first week in August, and during school
vacation periods the Superintendent will endeavor.to provide as much flexibility as possible to
principals in scheduling vacations, subject to the operational)|demands of the District and the
needs of each school. In special circumstances, with the authorization of the Superintendent,
accrued annual leave time may be approved during a day(s) when school is in session.

Holidays

All principals and secondary assistant principals shallireceive the following paid holidays:

July 4" AN Day After Thanksgiving
Labor Day YOoO™ Christmas Day
Colursbus-Indigenous People Day \ ™~ New Year's Day
Veterans’ Day \, £4 Martin Luther King Day
Day Before Thanksgiving Ve Memorial Day
Thanksgiving Day

Effective July.1, 2016, secondary assistant principals will no longer receive any paid holidays.

Sick Leave

Each administrator shall be entitled to fifteen (15) days sick leave per fiscal year. Sick leave will
be cumulative to 165 days for those administrator(s) hired on or after July 1, 2011, and 185 days
for the administrator(s) hired prior to July 1, 2011.

Sick leave may be used for absences caused by illness or accident of the employee, or the
employee’s spouse, children or parents.

Personal days must be approved in advance by the administrator’s supervisor. Personal leave
for part-time administrator(s) will be prorated based on the Standard Hours for the position.
Personal days are not accruable to the next fiscal year.

Sick Leave Bank

Any eligible administrator may participate in the Sick Leave Bank as outlined in the Nashua
School District Non-Affiliated Employees Handbook, as it may be revised from time to time by
the Board of Education.

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Personal Davs
Administrators shall be entitled, during each fiscal year, to four (4) paid personal days.
Paid personal days may be taken for the following reasons:

* Marriage of children, parents, or immediate family members

* Graduation exercises or college events of employee’s children or spouse

* Required court appearances

* Observance of a recognized religious holiday of a recognized religion practiced by the
employee

* Compelling personal business that cannot be accomplished outside of the employee’s work
day

* Snow days when conditions create concerns forthe safety of.travel

Personal days must be approved in advance by the administrator’s-supervisor. Personal leave
for part-time administrator(s) will be prorated based on the Standard Hours for the position.
Personal days are not accruable to the next fiscal year.

Snow Dav

Administrators shall be entitled to one (1} snow. day per academic year to work from home at
the time the Superintendent makes the call that schools are closed due to inclement weather.
Administrators shall notify their immediate supervisor:of the intention to work from home.
Supervisors may request evidence of work products as necessary. Annual snow days are not
accruable to the.next fiscal year and cannot be used for Severance Pay (5:6).

Military Service Leaves

An-administrator who voluntarily or involuntarily enters into the Armed Forces is entitled to a
leave of absence forthe duration of the compulsory service, but may not exceed five years with
exceptions as noted in the Uniformed Services Employment and Reemployment Rights Act. The
administrator, upon discharge, is entitled to reinstatement to his or her previous position or a
position of like stature, provided the administrator makes application within 60 days after his or
her discharge.from such service, unless the administrator is discharged with a physical disability.
In the event of a physicaf disability, a period of no longer than a year after discharge is extended
to recuperate to the extent that the employee will be able to perform his or her previous
responsibilities. No administrator is entitled to reinstatement in the event of dishonorable
discharge. Upon reinstatement the administrator is entitled to any increases in compensation
and to any promotion or advantage which would have accrued to the administrator had he or
she continued in employment. However, the administrator will only be entitled to the sick leave
accrued at the time of his or her entry into the armed forces.

Administrators called to serve in the National Guard or Armed Forces Reserve are entitled to a
leave of absence for their tours of duty. Administrators serving under this provision shall
receive the difference between their military pay and what they would have earned had they
not been called to service, and while on active duty. Pension contributions, as well as health

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and dental benefits will continue at the current administrator and employer share of the
premium of the respective plan while on active duty.

Administrators serving in the National Guard or as a Reservist, called to service for annual
training to engage in military drill, training or other temporary duty will be entitled to not more
than fifteen (15) days leave of absence with pay in any one year.

An administrator will be required to give advance notice of leave, unless unable to provide
advance notice due to military orders, and submit verification of leave orders as evidence of the
amount of pay received.

Bereavement Leave

Administrators are entitled to bereavement for seven (7} days for the death of a spouse,
domestic partner, or child; three (3) days for the death of immediate family members; and up to
three (3) days in any fiscal year to attend services for the death of close relatives. “Immediate
family members” include mother, father, brothers, sisters, and grandparents, as well as in-laws
and step-relations to these members.

Extended Leave

An administrator may apply for an unpaid'extended leave of absence for the purpose of rearing
the employee’s natural or legally adopted child; provided that such leave shall be limited to the
child’s first two years, of life. An administrator may. be granted an unpaid extended leave of
absence for other reasons for up to two full semesters, except that no leave of absence will be
granted for the purpose of accepting employment outside of the Nashua School District, or for
self-employment.

Such=leave»may be granted by the Board of Education upon recommendation of the
Superintendent.

For purposes of salary»placement the administrator, upon return, will be granted credit for
length of service earned as of the last day of active service prior to the beginning of the leave,
but shall not accrue additional length of service during said leave.

Released Time

A. Members of the negotiating team for the Association will be granted released time, if
needed, without loss of pay or loss of personal days for a maximum of four persons for
the purpose of contract negotiations, mediation, fact finding and/or related court
hearings.

B. Members of the Association will be granted released time, if needed, without loss of pay
or loss of personal days for the purpose of serving on the New Hampshire Association of
School Principals' Executive Board.

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ARTICLE VIII

Employment Status

Vacancies and New Positions

A.

Administrators shall be eligible to apply for any vacancy or new position the Board
wishes to fill for which the administrator is qualified.

Such vacancies and new positions shall be posted on the bulletin board in every school.
A copy shall be sent to the Association president'when posted. Such notice shall be
posted for no less than ten (10) calendar days prior-to the final date of application for
such vacancies or new positions. All posting notices referred to herein shall delineate
the duties, rate of compensation, qualifications for the position, and application
procedure including the final date for application.

In filling vacancies and new positions, a candidate's area of certifiability, competence,
quality of performance within and outside the District, the needs of the District and
applicable experience within and outside the District-will be considered.

Involuntary Transfers

A.

Where operational conditions permit, notice of atransfer which has not been requested
by the Administrator shall be given that administrator. no less than 30 calendar days
prior to the effective date of the transfer.

An administrator who has been transferred and objects to the transfer may request a
meeting with, the Superintendent or designee, with or without an Association
Representative, to discuss the transfer. Such a meeting will be scheduled within |0 days
of receipt of the request.

Reduction in Staff

During.a reduction in staff, the following guidelines will be used:

A.

B.

Where possible, staff reductions will be accomplished through normal attrition.

For the purpose of reduction in staff, administrators will initially be placed in the
following pools:

Senior High Principal

Middle School Principal
Elementary Principal
Secondary Assistant Principal
Elementary Assistant Principal

Should the staff reduction be at the level of an elementary principal, the principal so
displaced may elect to accept an assistant principalship within the elementary assistant

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principal pool if there is such a vacancy. Should the staff reduction be at the level of a
middle school or senior high school principal, the principal so displaced may elect to
accept an assistant principalship within the secondary assistant principal pool if there is
such a vacancy.

Where normal attrition does not suffice ta reduce personnel in line with available
applicable positions, the following criteria will be considered within each pool-- First:
level of performance as determined by the performance evaluation, length of
administrative experience in the District, and needs of the District. Additionally, the
following items will be considered: total length of service with the District, prior
administrative experience outside the District; voluntary district-wide contributions; and
level of formal education.

Administrator(s) affected by a staff reduction will be assigned to a teaching position
should a vacancy for which the administrator is qualified and certifiable by the New
Hampshire State Department of Education be available. The administrator will be given
credit for relevant teaching and administrative experience for purposes of placement on
the teacher salary schedule.

The administrator(s) so affected will be rehired or reassigned to vacancies within their
respective pools which may subsequently occur within a period of two years following
the layoff or reassignment and for which the administrator is qualified and certifiable by
the New Hampshire State Department of Education.

Non-renewal for-unsatisfactory work performance as.an administrator

Hf an administrator is not renewed in or is dismissed from an administration position for
reasons which should not adversely affect performance as a teacher, the administrator
so affected will be assigned’to a teaching position should a vacancy for which the
administrator is qualified and certifiable by the New Hampshire State Department of
Education be, available. The administrator will be given credit for relevant teaching and
administrative experience for purposes of placement on the teacher salary schedule,

Should a teaching position for which the administrator is qualified and certifiable not be
available, the individual so affected may be considered for a teaching position during
the two year period following the end of service as an administrator.

The non-renewal.of an administrator shall not be subject to the grievance procedure or

binding arbitration.

ARTICLE IX

Performance Appraisal

All evaluations will be in accordance with the evaluation forms and procedures in the
Professional Development Master Plan {(PDMP} adopted by the Board or the Superintendent
prior to June 30 preceding the school year in which the forms and procedures will be used. If

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