Search

POS Co-pays and Deductibles:

Effective July 1, 2012, the POS Plan shall have the following co-pays and deductibles:

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

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

HMO Co-pays and Deductibles:

Effective July 1, 2021, the HMO shall have the following co-pays and deductibles:

(a) Twenty-Five Dollars ($25.00) per medical visit;

(b) One Hundred Dollars ($100.00) per emergency room visit;

(c) One Thousand Five Hundred Dollars ($1.500.00) Per Person, Three Thousand
Dollars ($3,000.00) Per 2 Person/Family Inpatient/Outpatient Facility Deductible;
and

(d) Three Tier Pharmacy Benefit of $10/$30/$50 ($20/$60/$100 Mail Order).

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

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 suttable
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.

Annual Audit: The city 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.

22

Article 22
Dental Ins urance

The Board shall pay one hundred (100%) percent of the premium of a two person dental insurance
program such as Delta Dental, currently in effect on the date of execution hereof. The Board
reserves the right to change insurance carriers or plans, or to self insure the same. Such new plans
shall offer benefits commercially available in the market and shall have overall comparability of
coverage to the above referenced plans, to the extent said coverages are commercially available.

In the event that an employee's spouse is employed by the City of Nashua, the Nashua School
District, or another agency of the City, the employee shall be entitled to dental insurance premium
coverage either pursuant to this article or pursuant to the coverage afforded to the spouse, but not
both. Regular part-time employees are eligible for this benefit on a pro-rata basis as provided in
Article 21: Health Insurance.

Article 23
Life Ins urance

The Board agrees to pay one hundred percent (100%) of the premium cost of a Basic Life Insurance
and AD&D for full time employees and regular part-time employees, in an amount equal to one and
one half (1/2) the employee's annual straight time wages, rounded to the nearest thousand dollars.
Employees may purchase at their expense optional life insurance in denominations of up to three
times their basic amount to a maximum of three hundred thousand ($300,000) total, basic and
optional combined, subject to any eligibility or other rules, limitations or conditions prescribed by
the insurer. The Board reserves the right to change life insurance providers.

Article 24
Dependent Care Assistance Program

Employees with dependents may be eligible for the Dependent Care Assistance Program as
authorized by the Federal Government. The program allows a library employee up to a $5000 a year
deduction from earnings without taxes (Federal, FICA) to be used for dependent care. The Board
agrees to maintain this program in effect during this agreement so long as the same remains
authorized in its present form by the Internal Revenue Code. Compliance with the Internal Revenue
Code and any and all liability for taxation are the sole responsibility of the employee.

Article 25
Death Benefit

The beneficiary of an employee or the employee’s estate shall be entitled to collect a payment at the
current rate of pay the sum of the employee's vacation and compensatory time accrued until date of
employee's death. The Library Director, or designee, will provide a form for the employee to
designate their beneficiary(s). Change forms will be provided upon request.

23

Jim Donchess
Mayor e City of Nashua

To: Board of Aldermen
From: Jim Donchess
Date: 3/8/16

Re: Contract Award for 2016 Paving Program

Pursuant to NRO § 5-90 (E) which states that approval by the Finance Committee of a contract award in
excess of $1,000,000 shall be submitted to the full Board of Aldermen at its next regularly scheduled
meeting for final approval prior to award of the contract, please consider the following. The Finance
Committee has approved the purchase of the below referenced contracts at their March 2, 2016 meeting. |
request the Board of Aldermen’s concurrence and approval for this purchase.

2016 Paving Program — Attached please find Purchasing Manager's Memo # 16-109 regarding this contract.

229 Main Street * PO Box 2019 * Nashua, New Eampshire 03061-2019
603.589.3260 + fax 603.594.3450 * NashuaMayor@NashuaNH.gov
www. NashuaNH.gov

Article 26
Pay Period

All employees covered under this agreement shall be paid on a weekly basis, Thursday of each
week, unless a holiday falls on such day, in which case pay day will be the day prior.

Article 27
Military Service

Any full time employee covered under this Agreement who leaves to enter directly into involuntary
active service in the Armed Forces of the United States is granted a military leave of absence for the
anticipated length of service. A Military leave of absence entitles an employee to be reinstated to the
position held, or one similar in pay and status, so long as the employee provides notice of his/her
desire to resume such employment within thirty (30) days of discharge from the armed forces and
the employee accepts such discharge at the earliest possible date.

Article 28
Military Reserve and National Guard Pay

Any full time employee covered under this Agreement called to serve not more than a seventeen
(17) day annual training tour of duty with the National Guard or Armed Forces Reserves will be
paid the difference between his or her pay for such government service and the amount of straight
time earnings lost by the employee by reason of such service, based on the employee's regularly
scheduled straight time rate. Such payments are to be made following the showing of satisfactory
evidence of the amount of pay received for such service.

An employee covered under this Agreement called to serve duty with the National Guard or Armed
Forces Reserves in the time of war or national conflict will be paid the difference between his/her
pay for such government service and the amount of straight time earnings lost by the employee by
reason of such service, based on the employee's regularly scheduled straight time rate. Such
payments are to be made following the showing of satisfactory evidence of the amount of pay
received for such service.

Article 29
Deferred Compensation

The Board will continue to offer a deferred compensation plan to all employees covered under this
contract during the term hereof so long as it is authorized to do so in the present manner under the
Internal Revenue Code. Deferred compensation allows the employee to defer income and the
associated taxes from their paycheck, until they receive the money sometime after retirement.

24

Article 30
Mileage Reimbursement

Employees traveling in their own privately owned vehicle on library business will be reimbursed at
the current city mileage reimbursement rate or the current Internal Revenue Service mileage
reimbursement rate, whichever is higher.

Article 31
Travel

The Board shall pay all costs related to the travel it requires. Costs shall include but not be limited
to: transportation cost (plane, train, automobile rental (if required), automobile at the prescribed
mileage rate, etc.), meals including tax and tip, lodging (including all taxes and a five minute phone
call home each night) and other reasonable miscellaneous expenses directly related to the required
travel.

Article 32
Personnel File

Every employee shall be entitled to access the supervisory records and reports of competence,
personal character and efficiency, and any other information which is maintained in their official
personnel file. The Library Administration shall allow the employee access to their file with twenty-
four (24) hours’ notice. Upon request the Library Administration shall copy the file for the
employee. Subsequent copies will be made at cost. If the Administration places any material in the
employee’s personnel file, the employee shall be entitled to a copy at the time.

Article 33
Performance Evaluations

Performance evaluations shall be completed every year by the employee's direct supervisor on or
before June 1* of each year. If emergency conditions prevent completion of the performance
evaluation procedure as outlined below, there shall be no performance evaluation filed for that year
and the employee shall be held harmless.

The performance evaluation procedure requires an interview between the employee and his/her
direct supervisor both of whom shall sign said evaluation. The employee shall be given a copy of
the completed form and shall have the right to file a written statement pertinent thereto which shall
be affixed to the form.

The purpose of performance evaluations is to analyze employee performance in relation to the

mission of the Nashua Public Library. Its goal is to recognize performance and to suggest future
areas of improvement. It is understood that performance evaluations are not meant to be

25

disciplinary and as such not meant to be used by the Board, the Director or his designees as part of
the Disciplinary Procedure.

The evaluation will be placed in the employee's personnel file after review by the Director or
Assistant Director. An evaluation may be appealed directly to the Director or Assistant Director but
will not be grievable under Article 12 of this Agreement.

An employee may have an annual salary increase withheld for unsatisfactory performance provided
that the Administration has provided a reasonable notice and opportunity for the employee to
improve noted deficiencies. Withholding of a salary increase shall not be arbitrary or capricious.

Article 34
Parking

Parking will be provided free of charge for all employees covered under this agreement.

Article 35
Bulletin Boards/Mail/Union Business

Bulletin Boards

The Board agrees to provide space for a suitable bulletin board in a convenient place in the Library,
to be used by the Union. The Union shall limit its posting of notices and bulletins to the bulletin
board. Posted materials and notices shall pertain only to union business, shall not pertain to
individuals, whether union members or not, and shall not be offensive, illegal, or unprofessional.
The Union agrees to maintain such bulletin boards in a neat and orderly condition. The Union
bulletin board will be in the staff room in the Main Library.

Mail

Officers or officials of the Union shall have the right to reasonable use of the Library's and City's in-
house mail service for correspondence related to union business.

Union Leave

The bargaining unit shall on an annual basis be granted twenty-four (24) hours of paid Union leave
for the purpose of attending Union meetings, seminars or conferences. The President shall be
responsible for the assignment of those days and shall notify the Director two (2) weeks prior to any
such leave.

26

Article 36
Disciplinary Procedures

A. It is agreed that the Board has the right to discipline or discharge employees for just cause.
Discipline shall be corrective in its nature and ordinarily utilized progressively. Disciplinary
actions shall normally follow the order below:

Verbal warning (may be documented)
Written warnings

Suspensions without pay

Discharges

BwWNP

Demotion may be used for disciplinary purposes in appropriate instances. In the event of
suspension, demotion, or discharge, the reasons for the action taken will be given in writing
to the employee within 24 hours.

It is understood and agreed that the severity of any particular infraction may warrant
deviation from the aforementioned steps, in which case progressive discipline need not be
employed prior to discharge.

B. Any employee disciplined, demoted or discharged shall be entitled to the provisions of the
Grievance Procedure, and will be allowed a Union representative of their choosing. If
requested in writing by the employee, a hearing must be held with the Union and the Library
Director within seven (7) calendar days of the discharge or suspension.

C. Provided that the employee has not had recurrence of discipline within the specified period,
written warnings will be removed from the employee's personnel file after twelve (12)
months upon a written request from the employee for such removal. The prior unexpired
discipline is carried during the period of any subsequent equal or greater discipline and shall
be considered in connection with any such subsequent discipline in determining the proper
level of disciplinary action, including discharge.

D. Any discharge shall be affected in a manner consistent with the provisions of RSA 202-A,
and this agreement shall be subordinate to the requirements of the statute as amended from
time to time. It is understood that if RSA 202-A is amended in a way that changes the
disciplinary procedure substantively that the parties to this agreement will meet and
negotiate changes to this agreement that will be in compliance with law.

Article 37
Safety and Health
The Library System shall comply with all procedures pertinent to the safety and health of

employees provided by New Hampshire RSA 281-A and any further regulations issued by the
Governor or State agencies during a declared state of emergency. Applicable safety and health

27

regulations and rules for employees and for the public shall cover work and access inside the library
and curbside delivery.

In the event of an unanticipated emergency library closure of 3 days or less, grade 6 & 7 employees
may be required to work remotely; in the event of an unanticipated emergency library closure of
more than 3 days, all employees may be required to work remotely.

On occasions when interior temperatures of the library rise above 85 degrees Fahrenheit for three
(3) consecutive days, the Library Director shall meet with the President of the NPLE to discuss the
problem and possible mutually agreed-upon solutions for staffing.

Effective July 1, 2006, the parties shall establish a joint labor-management committee comprised
of two (2) union representatives and two (2) management representatives. The committee shall
be advisory. The committee shall meet regularly to discuss issues regarding workplace safety
and health concerns, provide recommendations for workplace safety and health programs and to
implement and carry out workplace safety and health programs approved by the Library Board of
Trustees.

Article 38
Wages
A. 1. Employees are placed in Grades according to Job Classification. Schedule A.
2. If annual wage increases and/or cost of living adjustments are granted, employees

who are hired or promoted between July 1“ and December 31* shall be eligible
for annual wage increases and cost of living adjustments the following July 1°.
Employees hired or promoted between January 1“ and June 30" shall not be
eligible for annual increases or cost of living adjustments until the July 1° of the
following calendar year.

3. Only employees who are active employees on or after the date of signing of this
collective bargaining agreement are eligible to receive annual wage increases and
cost of living adjustments.

4. A salary study was done for FY2021, and employee wages will be adjusted
starting on July 1, 2020 pursuant to the FY2021 salary adjustment narrative
attached as Appendix D.

B. Newly Hired or Promoted Employees: Newly hired employees shall start at an
appropriate wage within the hiring ranges set forth in Schedule B based upon labor grade
assignment, pertinent years of experience that can be directly related to the new
position’s duties, as well as the wages of other Library employees in the same labor
grade. Whenever the Director recommends and the Board approves payment of a new
hire at a rate higher than a current employee in that grade, the Board shall provide to the
Union, in writing, the relevant experience and/or relevant education of the new employee.

28

For newly promoted employees, their new wage shall be at least 5% higher than the wage
they received for their previous position. Management reserves the right to determine the
number of years of directly related experience based on the information supplied by the
employee and verified by Management.

C. Effective July 1, 2021 (Fiscal Year 2022):

Employees shall receive a 2.25% wage increase.

D. Effective July 1, 2022 (Fiscal Year 2023):

Employees shall receive a 2.25% _wage increase.

E. Working out of Classification

An employee shall not be required to perform work assigned by the Library Director or his/her
designee out of classification for a period of five (5) consecutive days or more without receiving
the higher compensation. In such cases, the employee shall be paid a wage difference equal to not
less than five percent (5%) of his/her annual compensation (pro-rated).

Schedule A (revised per Appendix D)

Grade One Janitor

Grade Two Maintenance Supervisor, Security
Grade Three Library Assistant

Grade Four Assistant Librarian, Coordinator
Grade Five Reference Librarian

Grade Six IT Coordinator

Grade Seven Librarian (Supervisor)

Schedule B — Hiring Ranges (revised per Appendix D)

FY 21
July 1, 2020 — June 30, 2022

Grade Min Max
1 5 31,643 5 43,942
2 S 36,364 5 54,022
3 S 37,849 5 47,958
4 5 42,389 5 60,401
5 5 47,545 5 57,580
6 5 53,000 5 67,529
7 5 53,464 5 68,485

29

FY 22

July 1, 2021 — June 30, 2022 2.25%
Grade Min Max
1 § 32,355 § 44,931
2 S 37,182 § 55,237
3 § 38,701 § 49,037
4 § 43,343 § 61,760
5 § 48,615 § 58,876
6 § 54,193 § 69,048
7 § 54,667 § 70,026
FY 23
July 1, 2022 — June 30, 2023 2.25%
Grade Min Max
1 § 33,083 § 45,942
2 S 38,019 S$ 56,480
3 S$ 39,572 § 50,140
4 § 44,318 § 63,150
5 S$ 49,709 § 60,201
6 § 55,412 § 70,602
7 $55,897 $ 71,602
Article 39

Professional Affiliations /Lice ns ing

The Board shall bear the cost of all required licenses and/or certifications required by various
regulatory agencies (local, state and federal) to maintain the employee's qualifications necessary for
continued employment.
Article 40
Duration of Agreement

This Agreement between the Union and the Board is a three (3) year agreement, commencing on
July 1, 2020 and expiring at midnight on June 30, 2023. A party desiring to negotiate a successor
agreement hereto shall give notice to the other party at least 120 days in advance of the expiration
date hereof. If such notice is given, the parties shall negotiate a successor agreement in good faith,

30