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changes in the forms or procedures are contemplated, the Association will be consulted during
the process.

Administrators shall have the right to comment on any material contained in their respective
personnel file and their comments shall be affixed to the pertinent material.

ARTICLE X

Terms and Conditions of Employment

Work Year

A.

B.

All principals shall work a full calendar year.

Elementary assistant principals shall work one hundred)and ninety-nine (199) days,
including 183 school days and ten {10) days prior to the return of teachers at the
beginning of the school year. The remaining six (6) work days, shall be scheduled in
advance with their respective principals between July 1* and June 30".

Assistant Principals, when)working an_off-school day, shall nat_combine a half day

worked with another hatf day worked to account.for a whale day punch. Any off-school

day half days must require the use of half a personal or sick day as needed on a typical

school day. In the event the AP has exhausted their personal and sick time, they will not
be credited with a-dav worked if they do. not complete a full day.

Secondary, assistant principals shall -work two hundred and fourteen (214) days,
excluding vacation days and holidays, but including 183 school days and ten (10) days
prior to the return of teachers at the beginning of the school year. The remaining twenty
{20) work days shall be scheduled in advance with their respective principals between
July 1 and June 30". Secondary assistant principals may be required by their respective
principals to work one school vacation period during the school year.

As a professional, an.administrator is expected to devote to work the time necessary to
accomplish the task at hand which may include meetings, conferences, programs and/or
workshops which extend or are beyond the normal eight hour work day.

School Calendar

A.

The Superintendent shall consult with the Association President in the development of
the school calendar prior to the adoption of said calendar by the Board of Education.

The school calendar is determined each year by the Board of Education in accordance
with applicable law.

Discrimination

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There shall be no discrimination against any administrator because of legally permissible
Association activities or because of membership in the Association, or because of the filing or
processing of any grievance under this contract.

Benefits For Part-Time Administrators

Administrators who are employed by the school district on less than a full-time basis shall be
entitled to the following benefits prorated in the ratio the administrator's work day/work year is
to the work day/work year of a full-time administrator:

5:2 Course Tuition Reimbursement

5:5 Longevity
6:4 Health Insurance {if less than 30 hours per week)

ARTICLE Xi

Association Representatives

Official List of Nashua Association of School Principals Representatives

The Association shall furnish the Board with a list of its officers and shall as soon as possible
notify the Board in writing of any changes. No-Association Representative shall be recognized by
the Board except.those designated in writing by the Association.

ARTICLE Xil

Association Privileges and Responsibilities

Fair Practice

As exclusive representative, the Association shall not preclude from membership any person in
the unit described in ARTICLE |.

The Association) will represent equally all persons described in ARTICLE | without regard to
membership in, participation, or activities in the Association.

Recognition of Local Organization Representative

The Superintendent shall recognize the Association President and/or a person designated by the
President in writing as the official representative of the local organization.

Distribution of Materials - Mail Boxes

Officers of the Association shall have the right to use reasonably the Administrative Office
and/or school mail boxes for distribution of Association material provided such materials are

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directly related to Association business and are not in violation of any laws, rules, regulations or
school policies.

Association Meetings

The authorized representative of the Association shall have the right to schedule Association
meetings in the building before or after regular wark hours as long as such meetings do not
interfere with any school business, acitvities or functions.

Protection of Individual and Group Rights

Nothing contained herein shall be construed to prevent the Board, a member of the Board, or its
designated representatives from meeting with any administrator for expression of views.
Nothing contained herein shall be construed to prevent any person from informally discussing
any dispute with the immediate superior or processing a grievance on the person's own behalf
in accordance with the Grievance Procedure set forth in Article KV», None of the provisions of
this agreement for its duration shall be changed or modified without the mutual written consent
of the Board and the Association. Nothing contained herein shall be.construed to permit an
organization other than the Association to appear in an official capacity in the processing of a
grievance.

Leave For President

The President of the Association or designee shall be granted up to three (3) days of paid leave
per fiscal year to.attend legislative hearings on educationally related matters.

ARTICLE Xill

Miscellaneous Provisions

Miscellaneous

It is understood that for the duration of this agreement administrators shall continue to serve
under the direction of the Superintendent of Schools and in accordance with state law, Board
policies and administrative rules, regulations and the provisions of the Agreement.

ARTICLE XIV

Grievance Procedure
The purpose of this article is to establish a procedure for the settlement of grievances which

involve an alleged violation of a term or provision of this Agreement. All such grievances will be
handled as provided in this article.

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14.4

A grievance must be filed within ten (10) working days of its occurrence or within ten (10) days
of the date the employee, by reasonable diligence, should have known of its occurrence. The
grievance must be submitted to the next step within the time limits provided or it will be
considered settled. A grievance once settled at any one of the following steps shall not be
further subject to the grievance procedure.

Grievances shall be processed in the following manner:

Step 1 Any administrator who has a grievance shall, with or without an Association
Representative, discuss it first with the immediate supervisor, in an attempt to resolve
the matter at this level. A decision shall be rendered within ten (10) working days.

Step 2 An unfavorable decision under Step 1 may be formally appealed to the immediate
supervisor within ten (10) working days.. The appeal must be in writing on the
grievance form as provided by the:Board of Education. The immediate supervisor
shall render a decision within ten(10) working days.

Step3 An unfavorable decision under Step)2 may be appealed to the Superintendent within
ten (10) working days. The Superintendent shall render a decision within ten (10)
working days.

Step 4 An unfavorable decision under Step 3 may be appealed to the Board of Education
within ten (10) working days. The Board shall-render a decision within twenty (20)
working days.

Step5 If a grievance involving the interpretation or application of a specific provision of this
Agreement has not been settled after being fully processed through the grievance
procedure above, then the Association may submit such grievance to arbitration by
giving written notice thereof.to the Board not later than ten (10) working days after
the completion. of Step 4. The grievance shall be considered as having been settled at
Step 4, unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such
agreement has. not been reached within ten (10) working days after the receipt of
such written natice submitting the grievance to arbitration, the grievance may be
referred by the Association to the New Hampshire Public Employees Labor Relations
Board forthe selection of an arbitrator in accordance with the applicable rules of said
Board. Any arbitration hereunder shall be conducted in accordance with such rules,
subject to the provisions of this Agreement. Determinations and decisions set forth
by said arbitrator shall be final and binding upon the parties. Each party to the
arbitration shall assume its own expenses and an equal share of the expenses of the
arbitrator,

Grievance Mediation: Either party may submit to the other a request for Grievance Mediation.
Grievance Mediation can only take place by mutual agreement at any time during the grievance
procedure. The parties agree the Federal Mediation and Conciliation Service may be used as a
facilitator for cost effectiveness. This does not preclude mediation occurring the day of

Page 22

Board of Aldermen Page 14
September 27, 2016

R-16-063
Endorsers: Mayor Jim Donchess
Alderman Richard A. Dowd
Alderman David Schoneman
ESTABLISHING THE USE OF FUND BALANCE FOR TAX RATE
Given its second reading;

MOTION BY ALDERMAN DOWD FOR FINAL PASSAGE OF R-16-063 BY ROLL CALL
ON THE QUESTION

Alderman Dowd

This received the endorsement of the budget committee and it passed rather substantially.
A viva voce roll call was taken which resulted as follows:

Yea: Alderman Wilshire, Alderman Clemons, Alderman Deane, 15
Alderman Cookson, Alderman Dowd, Alderman Caron,
Alderman Siegel, Alderman Schoneman, Alderwoman Melizzi-Golja,
Alderman McGuinness, Alderman LeBrun, Alderman Moriarty,
Alderman O’Brien, Alderman Lopez, Alderman McCarthy

Nay: 0
MOTION CARRIED
Resolution R-16-063 declared duly adopted.

R-16-066
Endorsers: Mayor Jim Donchess
Alderman-at-Large David W. Deane
Alderman Richard A. Dowd
Alderman June M. Caron
Alderman Ken Siegel
Alderwoman Mary Ann Melizzi-Golja
Alderman-at-Large Michael B. O’Brien, Sr.
Alderman-at-Large Lori Wilshire
ESTABLISHING AN EXPENDABLE TRUST FUND FOR DONATIONS FOR PAVING
Given its second reading;

MOTION BY ALDERWOMAN MELIZZI-GOLJA FOR FINAL PASSAGE OF R-16-066
MOTION CARRIED

Resolution R-16-066 declared duly adopted.

L}

: — ARPA ADMINISTRATIVE SERVICES

Senior FEMA Public Assistance Specialist | Brenda Matthews

Brenda has an array of expenence working alongside disaster recovery programs, starting in 2005 where
she worked with a prime contractor for the State of Louisiana following Hurricane Katrina. Her |5 years
of experience includes working on FEMA Public Assistance grant programs, Community Development
Block Grant Recovery projects, and Hazard Mitigation Grant Programs following presidentially declared
_ disasters Hurricanes Rita and Maria. She has strong experence in the federal grarit application process

| and grant management. Brenda is skilled in monitoring all aspects of the PA and HMGP grant programs
from application to closeout, and works with homeowners, contractors, and local, state, and federal staff
to effectively and efficiently secure individual mitigation projects. Recently, Brenda worked in Puerto Rico
on Hurnicane Maria under the FEMA PA contract to conduct site inspections, formulate Damage Description and Dimensions (DDD)
and Statements of Work (SOW), formulate project descriptions using Grant Manager, and manage applicants.

Outreach Coordinator| Tessa Hartley

y Tessa brings vast expenence in project management, GIS analytics, research, and data analysis to the
Metric team, She specializes in geographic and demographic analysis of urban areas. Her work history
highlights roles of increasing responsibility where she gained experience in designing and implementing
long-term resilience efforts. Most recently, she supported the City of Lowell, Massachusetts in policy
development to support their COVID-19 response and recovery efforts. Prior to this engagement, Tessa
served as Public Policy and Rental Program Coordinator for the Greater New Orleans Housing Alliance,
In this role, she facilitated all activities regarding Outreach and Advocacy, Rental Housing and Emergency
Preparedness Committees for an affordable housing coalition, working at the intersection of the
nonprofft, public, and private sectors, Her experience in housing advocacy makes Tessa uniquely suited
to aid households facing risk of homelessness by connecting households in need with supportive services to help see them through
the COVID-19 pandemic with a roof over their heads. Tessa is a skilled communicator and stakeholder manager who is well versed
in project management, research, data analysis and presenting her findings. Tessa is a results-oriented professional with several years’
experience in CDBG-DR Action Plan and unmet needs assessment development, emergency preparedness, and housing advocacy
programs.

PAGE 13

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arbitration nor using the arbitrator as the facilitator. Should Grievance Mediation occur, the
parties shall agree to a time extension for the following steps.

Failure of the administration to render a decision within the time limits shall permit the grievant
to proceed to the next step. The grievant shall continue to observe the rules and regulations of
the District while the grievance is pending. A grievant shall have all rights provided by RSA 273-
A relative to the processing of grievances.

ARTICLE XV

Duration of Agreement

The provisions of this agreement shall become effective ‘as of July 1, 2048-2022 unless otherwise
specified and shall continue and remain in full,foree and effect,to and including June 30, 2022
2026 when it and all provisions and benefits therein shall expire unless an extension is agreed to
by both parties and expressed in writing prior to such date.

The Board and the Association agree to begin negotiation of a successor agreement concerning
wages, hours and other terms.and conditions of employment no later than May—March 1,

20222026.

IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their
respective presidents.

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NASHUA BOARD OF EDUCATION

DorethyOdenJennifer Bishop
PRESIDENT
Dated
Raymond Guariae
Sree
——Bated

NASHUA ASSOCIATION OF SCHOOL PRINCIPALS

MafktucasM Ichae’ Mahoney
PRESIDENT

Dated.

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APPENDIX A: Salary Schedule

PRIDHCIBALS suly-1,-2018 duly-1,-2019 duby-1,-2626 suly-t,2024

Flarneuatorns
200 £09,500 $99,508 $90,569 $96,599
2404 Sou 875 $02,875 $91,875 £94,075
+02 $93,250 $02,250 $93,250 £92,259
403 $94,625 $04,625 $94,625 $94,625
404 $96,009 $96,009 $96,609 $96,000
405 $027,375 $97,375 $97,275 $97,375
4106 S08759 $28,750 $98,750 SOE 7EO
407 $100,195 $4004.25 $100,425 $100,225
108 $101,500 $103,500 $101500 $102.-500
409 $102,500 $102,596 £103 soo $102,500
410 $202,209 £102,200 $202,209 eee eres.
Prey £204,600 $294,609 £408,686 $404,500
2 $205,000 $405,009 $405,099 £205,000

PRINICIBALS duly-1,2018 dae 4 sa toby ty 2a0 dtp, 2022

Middle-Seheet
200 £95,580 $98;590 $OS,509 SO8,600
204 $96,750 bene 750 $96,750 $96,750
202 $o9,000 $98,000 £08,090 $98,069
203 $99,250 $90,250 599,256 $99,250
204 $200,509 $109,500 _ $200/509 $100,500
205 SL02,789 6101780 S204750 $101,750
206 $203,000 $163,006 £402,099 $103,000
207 $104,250 61.0070 $204,259 $404,250
208 $105,500 e106 Eon | $105,500 $105,500
209 SA0G,509 $406,590 $206,500 $106,598
240 $107,200 $107,200 $107,300 S107 309
ait $108,409

___PRINICIRALS uly 1,-2018 suly-1,-2019 duly-1,-2020 duly-t,-2021
300 $162,500 $292,509 $202,509 $202,500
304 £102,625 $202,525, $202,625 S203 625.
302 $404 750 §204,759 $204,780 GLO4, 756
303 $205,275 SLOS OFS SOS, 875, SLOS LIS
304 $107,000 $107,009 $107,009 SLO7 000
305 $108,425 Sieg 425 $208,125 $LOe 25
306 $109,256 $199,259 $100,259 $109,250
307 $440,375 $440,275 $220,275 ganga7s.
308 $2509 $441,599 $214599 S424,500
309 $142,500 $112,500 $112:500 $242,500
340 $443,300 $412,360 $412,300 $432,299

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APPENDIX A: Salary Schedule (Cont’d)

dwty-t,20a8 |i) dulyt-a2ci9 Haly-L,-2020 july-t,2021 |
BRINIGIPALS

$73,500 $73,500 $73,500 $74,750
S74 750 £74,750 $74,750 $74,750
$76,200 _ $76,000 $76,000 | $76,000
$77,250 $77,250 Ts250 |] $77,250
Sahn $29,500 oo hypilc! | $78,500 |
S10 750 $79,756 $79,750 $70,750
$81,000 | $83,000 $83,000 $83,000
$32,250 | $82,250 $82,250 Te ae
$83,506 | $83,500 She bus $33,500
$25,300 $85,300 $85,300 $25,300
$86,300 $36,300 $86,300 $86,400 ]

aa \ buly-,-2029 [| | dulyt-2020 daly-t,-2023

PRINICIRALS !
$92,660 Seed $82,000 $83,000
$84,250 $84250 $24,250 $34,250
a RaRADO $85,500 £25,509

a Sab 84 $86,750 $86,759 $86,750

504 $88,000 | Eamonn $88,000 $88,000

See | $89,250 $89,250 $39,250
$90,500 $9050 __ |_| $90,560 $90,500
$92,750 $92,759 $91,750 IMI $92,750
$98,000 $93,000 | $93,000 IB) $92,000
$94,009 _| $94,006 $94,000 _| $94,000
Sones $94,800 $94,800 $94,880
Sob $95,808 $95,800 $95,800

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