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4. Discharges

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 employ ce 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
employ ed 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 employ ee, a hearing must be held withthe Union and the Library
Director within seven (7) calendar day s of the discharge or susp ension.

C. Provided that the employ ee 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 comp liance 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
regulations and rules for employ ces 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 employ ees
may_be required to work remotely; in the event_of an unanticipated emergency library closure of
more than 3 days, all employ ees 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.

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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. Employ ees are p laced in Grades according to Job Classification. Schedule A.

2. If annual wage increases and/or cost of living adjustments are granted, employ ces
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.

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 employ ee.
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
employ ee and verified by Management.

Effective July 1, 20442021 (Fiscal Year 20482022):

Employ ces shall receive a 240 2.25% wage increase.

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| D. Effective July 1, 20482022 (Fiscal Year 20492023):
| Employ ces shall receive a 2-45 2.25% wage increase.

| FE. 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

ead s4ave-—_____Cusiedisa Boel Brsesssoe

Grade FhreeIwo Maintenance Supervisor, Security

Grade FeurThree — Library Assistant

Grade Five Four Assistant Librarian, Coordinator

GraceS-b-—_———_Cs ordinator
Grade S-evenFive Reference Librarian
Grade Six IT Coordinator

Grade EiehtSeven — Librarian (Supervisor)

| Schedule B — Hiring Ranges (revised per Appendix D)

| FY 48-2021
July 1, 20122020- June 30, 20202021
Grade Min Max

1 § 23,18331,643 § 28,74343 942
2 § 25,94436,364 § 34,57154,022
3 § 28,95037,849 § 25,67847,958
4 § 33,72442 389 § 39,89060,401
5 § 34,87047,545 § 44,59857,580
6 § 36,41753,000 § 47,53367,529
7 § 38,27353,464 § 54,06668,485
8 $42,064 $55,976

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tense { Formatted Table

FY 22

July1, 2021 — June 30, 2022 2.25%
Grade Min Max
1 $ 32,355 $ 44,931
2 $ 37,182 S 55,237
3 $ 38,701 S 49,037
4 $ 43,343 S 61,760
5 S$ 48,615 $ 58,876
6 $ 54,193 S 69,048
7 $ 54,667 S 70,026
FY 23
July1, 2022 — June 30, 2023 2.25%
Grade Min Max
1 S$ 33,083 § 45,942
2 $ 38,019 S 56,480
3 $ 39,572 § 50,140
4 $ 44,318 S 63,150
5 $ 49,709 § 60,201
6 $ 55,412 S 70,602
7 $ 55,897 S 71,602
Article 39

Professional Affiliations/Licen sing

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 emp loy ee's qualifications necessary for
continued emp loy ment.
Article 40
Duration of Agreement

This Agreement between the Union and the Board is a three (3) year agreement, commencing on

July 1, 20442020 and expiring at midnight on June 30, 29202023. A party desiring to negotiate a
successor agreement hereto shall give notice to the other party at least 120 days in advance of the

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(Formatted: Indent: Left: 0", First line: 0”

)

expiration date hereof. If such notice is given, the parties shall negotiate a successor agreement in
good faith, in advance of the expiration hereof if possible, and if said successor agreement has not
been executed prior to said expiration date, then the parties shall conduct themselves in accordance
with the principle of "status quo," or as otherwise required by law.

Article 41
Savings Clause

If any provision of this agreement, or application of such provision, should be rendered or declared
invalid by any court action or by reason of any existing or subsequently enacted legislation, the
remaining provisions of this agreement shall remain in full force and effect to the extent not
inconsistent with State and Federal law.

AGREED to by and between the parties at Nashua, New Hamp shire, as evidenced by the signatures

of their duly authorized representatives, set forth below, this day of

24072020.

FOR THE NAS HUA PUBLIC FOR THE AFT LOCAL #4831

LIBRARY BOARD OF TRUS TEES NAS HUA PUBLIC LIBRARY
EMPLOYEES

Witness Witness

Approved as to form:

Dorothy Clarke, Deputy Corporation Counsel
Office of Corporation Counsel - City of Nashua, New Hamp shire

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APPENDIX A

NASHUA PUBLIC LIBRARY EMPLOYEES- LOCAL 4831
PAYROLL DEDUCTION AUTHORIZATION

Effective Date

Last Name First Name Middle Initial
(Please Print)

Street Address City/Town

State 7 Zip Code

Mailing Address (if different)

Home Phone Number Home Email

Library Branch/Department Job Title

Nashua Public Library Employees Local #4831, Federation of Public Employees

I hereby authorize you, according to arrangements agreed upon with the above organization,
to deduct from my salary and transmit to said organization, dues as certified by said
organization. I hereby waive all right and claim to said moneys so deducted and transmitted
in accordance with this authorization, and relieve the Board of Trustees and all its officers
from any liability therefore. I revoke any and all instruments heretofore made by me for such
purposes while I am employed in the Public Library System, or until revoked by me in
writing within fifteen (15) days after my anniversary date by delivering said written
revocation to the Human Resources/ Pay roll Department and the Union.

Member’s Signature Dated

Dues paid to the Nashua Public Library Employees Local #4831, FPE/AFT, may not be deductible
for federal income tax purposes; however, under limited circumstances, dues may qualify asa
business expense.

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APPENDIX B
GRIEVANCE

Aggrieved Employee

Department Date

Contract Provision Violated

Date Violation Occurred

Facts/Nature of Grievance

Adjust ment / Relief Requested

Employee Signature Union Representative

Step II - Library Director or Designee:

Date submitted to Library Director or designee
(must be within 15 working days of the date of violation above)

Director or Designee’ s Response

Date of Response (must be within five (5) working days of receipt)

Director or Designee’s Signature
(f dissatisfied with director or designee’s response, the Union must appeal to the Board of Trustees
within five (5) working days of the date of response)

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APPENDIX C

SICK LEAVE BANK OPERATIONAL RULES

The purpose of the Sick Leave Bank as provided for in the contract between the Union and
Library Board of Trustees is to offer income protection to contributing members who must
be absent because of prolonged or continuing illness bey ond their control, or incapacitating

accident.
1.

2.

Examples:

To be eligible to withdraw from the bank, an employee must be enrolled as a
donor.

An eligible member is entitled to a maximum of 15 prorated sick days, plus 2
prorated sick day s for each prorated sick day donated.

a) A 25 hrAweek employee donates 2 days (or 2 x 5 = 10 hrs.) to the
bank. He/she is entitled to a maximum of 15 + (2 x2) = 19 days (or
19 x 5= 95 hours).

b) =A. 30 hr/week employee donates 5 days (or 5 x 6 = 30 hrs) to the bank.
He/she is entitled to a maximum of 15 + (2 x 5)= 25 days (or 25 x6 =
150 hrs).

c) A 40 hréveek employee donates 10 day s (10 x 8 = 80 hrs) to the bank.
He/she is entitled to a maximum of 10 + (2 x 10) = 30 days (or 30 x
8=360 hrs).

An eligible member requesting sick leave time from the bank must have
exhausted his/her normal sick leave time, at which point he/she must fill out an
ap plication for withdrawal, to be obtained in the Administration Office.

The Sick Leave Bank committee shall render a decision on an application for
withdrawal within ten (10) working days of the date all medical documentation
and information requested by the Committee has been submitted. All decisions
by the Sick Bank committee shall be final and not subject to the grievance
procedure.

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Clarification to Nashua Board of Aldermen
R-16-007: Relative to FY 2016 and FY 2017 Climate and Health Adaptation Plan (CHAP)

Grant Title: Building Resilience against Climate Effects & Severe Weather

Purpose of Grant Initiative
To develop a Climate and Health Adaptation Plan for the Greater Nashua Public Health Region and

implement an evidenced-based intervention to address a top-priority health impact/burden related to
weather/climate vulnerability aimed at improving public health at the population level. We intend to
enter into subcontract with the Nashua Regional Planning Commission for this project.

Final Product/Result
*« Climate Change and Adaptation Plan for the Greater Nashua Public Health Region
o Identification of top 3-5 health impacts related to weather vulnerability/climate change
within the region
° Identification of an evidence-based intervention to implement at the community level designed to
address the chosen priority health impact/burden identified in the planning phase
e Implement the chose evidence-based intervention
o Track progress and measure outcomes

Eligibility Criteria

Only vendors currently funded by the DHHS to provide RPHN services in New Hampshire were eligible to

apply for these grant funds.

e “This criterion is applied in order to continue to implement NH DHHS’s goal of strengthening
capacity and coordination among public health system partners to deliver essential public health
services.” — NH DHHS

e DHHS intends to continue to use this eligibility criterion for any future funding available for public
health initiatives.

Funding Source

© 100% federal funds from the US Department of Health and Human Services, Centers for Disease Control and
Prevention.

e The Climate Change grant is the 3 amendment to the Regional Public Health Network Services
(RPHN) contract, which includes the Public Health Emergency Preparedness, Substance Misuse
Prevention, and Substance Use Disorder Continuum of Care programs.

e Pursuant to the General Provisions of the Regional Public Health Network Services contract (Paragraph 18)
the State may modify the scope of work and the payment schedule of the contract by written agreement of
the parties.

Benefit to Greater Nashua Public Health Region

The Greater Nashua Public Health Region would greatly benefit from the identification of priority
climate and health impacts/burdens and development a CHAP because the process itself would educate
and engage community partners and community members in discussion and education about the effects
of climate change on health and the interventions that may prove successful in mitigating the negative
effects. By implementing an evidence-based intervention designed to address one of the priority
impact/burden in order to improve public health at the population level, we are providing an
opportunity to effect system-level change to increase the overall health of the region. These activities
directly align with a number of the Essential Public Health Services. The strong relationships and
collaboration between PHAC partner organizations will provide a fertile environment from which we can
gather information about the effects of climate related impacts and plant the seeds that will lead to the
successful implementation of our chosen strategy.

APPENDIX D +

,FY2021 Salary Adjustment Narrative

Need identified: Challenges in hiring, low number of qualified applicants, frequent rejections of

job offers due to low salary.

Comparison communities: Began with a list of communities that the HR director used for a
salary study for Merit (unaffiliated) city employees and then added_other communities in our
geographical area. The complete list of comparison communities:

Brookline, MA
Chelmsford, MA
Concord, NH
Derry, NH
Dover, NH
Haverhill, MA
Lowell, MA
Manchester, NH
Merrimack, NH
Portsmouth, NH
Salem, NH

Results of comparison: Salary data for the libraries in the communities on this list was gathered
from state reports for FY2019. _ There are some exceptions to highlight:

There was insufficient comparable library data for Grade 2 so salary data from Nashua
Community College and Nashua Police Department was included.

A city position (TECH SPEC II NET SUPPORT) was identified which closely matches
the position of IT Coordinator _at the library , a new grade was established for that single
position using the associated salary figure.

Establishing adjusted salary range: The proposed new hiring ranges were calculated_by
establishing the median low and high salaries for the comparison communities and then
increasing those figures by 2% to adjust for the age of the salary data.

Placing staff into the new ranges: Salary grades were renumbered_to incorporate the new
grade for the IT coordinator and to eliminate the previous grade 2, which was no longer being
used. The grades referred to below reflect this renumbering, With the exception of the new
Grade 6, existing employees were placed into the new hiring range for each grade based_on their
adjusted_y cars of service (ADJ YOS) at their current_grade. The new salary was calculated by
multiplying the minimum salary of the new range by the percentage increase indicated on
the table below, compounded annually for the individuals adjusted years of service.

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