Search

ARTICLE tl

Resolution of Differences and Management Rights
3:1 Resolution of Differences by Peaceful Means

The Association and the Board agree that differences between the parties shall be settled by
peaceful means as provided within this agreement. The Association in consideration of the
value of this agreement and its terms and conditions will not engage in, instigate or condone
any strike, work stoppage or any concerted refusal to perform designated administrative duties,
as well as related educational functions on the part of any employee covered by this agreement,
or otherwise engage in any activity(ies) that constitutes an unfair labor practice pursuant to RSA
273-A:5.

3:2 Management Rights

The Association recognizes the following responsibilities, rights, authority, and duties of the
Board and the Superintendent of Schools, except as they are modified by provisions of this
agreement.

The Board and Superintendent hereby retain and reserve unto themselves, without limitation,
all power, rights, authority, duties and responsibilities conferred upon and vested in them by the
Statutes, including RSA 273-A:1, XI, and constitution of the State of New Hampshire, the rules
and regulations of the New Hampshire Board of Education, and the Charter of the City of
Nashua:

1. to the executive management and administrative control of the School District and its
properties and facilities;

2. to hire, promote, transfer, assign and retain administrator(s) in positions with the
Nashua School District and to suspend, to demote, discharge or take other disciplinary
action against administrator(s) for just cause, to relieve administrator(s) from duty
because of lack of work or other legitimate reasons;

3. to establish grades and courses of instruction including special programs, and to provide
for athletic, recreational and social events for the students, all as deemed necessary or
advisable by the Board;

4. to decide upon the basic means and methods of instruction and the duties,
responsibilities, and assignments of administrators, teachers, and other employees with
respect to administrative and non-teaching activities, and the terms and conditions of

employment.
ARTICLE IV
Conformity to Law and Saving Clause
4:1 If any provision of this agreement is or shall at any time be determined contrary to law by a

court of competent jurisdiction, then such provision shall not be applicable or performed or
enforced except to the extent permitted by law. In the event that any provision of this
Page 6

5:1

5:2

5:3

agreement is or shall at any time be determined to be contrary to law by a court of competent
jurisdiction, all other provisions of this agreement shall continue in effect.

ARTICLE V

Salary and Rates of Pay

Salary Schedule

A.

A.

Effective on the date of signing of this Agreement, all members of the bargaining unit
will receive salaries in accordance with the scale in Appendix A. Only administrators
receiving acceptable annual performance reviews will be eligible for annual step
increases.

Placement on the Salary Schedule

For the purpose of placement on the salary schedule, administrators will be granted full-
credit for prior experience in the same position. Effective July 1, 2016, principals shall
be granted one-half (1/2) credit (rounded up) for experience as an assistant principal, up
to a maximum of six (6) years of experience.

Service of at least one hundred five (105) days in active employment as an administrator
with the District within a previous fiscal year is required for the administrator to
advance a step on the salary schedule.

Course Tuition Reimbursement

With advance approval from the Superintendent (or designee), an administrator may be
reimbursed 80% of the tuition cost for completing a work-related accredited college or
university courses(s), but not exceeding $2,000 annually. Administrators enrolled in a
work-related accredited college or university degree program may be reimbursed 80%
of the tuition costs for completing courses required for the degree program, but not
exceeding $3,000 annually. Each Administrator shall have a two-year commitment to
the District upon receiving tuition reimbursement only. — Fullfillment of the
reimbursement commitment is realized two years after the last tuition reimbursement.
This two-year commitment applies to voluntary resignation or retirement by
Administrators and not to reductions in staff by the District. The Superindent (or
designee) may also approve reimbursement up to 80% per course or workshop
sequence offered by colleges or other training centers leading to certificates of study in
areas directly related to the work of the employee, but not to exceed $1,000 annually.
Reimbursement will only be made for courses completed with a grade of “C” or better
atthe undergraduate level, a “B” or better at the graduate level, or a grade of “pass” if
a course is offered only on a pass/fail basis

Mileage Reimbursement

Administrators who are authorized by their supervisors to use private vehicles on school
business shall be reimbursed at the prevailing IRS rate. Any employee using his or her private

vehicle for school business must maintain auto liability insurance coverage.

Page 7

5:4

5:5

5:6

Method and Time of Salary Payment

Salaries of administrators shall be paid in twenty-six {26) bi-weekly installments, starting with
the first administrator pay period in July. Paychecks shall be distributed to administrators in
individually sealed envelopes. The District may institute delivery of direct deposit slips by
electronic means, subject to requirements of state law.

Assistant elementary principals hired after June 1, 2022, will be paid on a Teacher-pay schedule,
i.e., they will receive their first check when the teachers do in late August or early September.

Voluntary dues deductions shall be authorized from the salary of an administrator who files an
appropriate authorization within one month of the date on which dues are to be deducted.
Such authorization shall be on the dues deduction form attached herewith as Appendix B. Said
deduction is to be made per pay period. However, if any member has no check coming or the
check is not large enough to satisfy the assignments, then and in that event no collection will be
made from said member for that month. The Association will hold the District harmless from
any disputes between the Association and its members relative to the deduction of dues. The
District shall have no obligation to collect dues beyond the monthly deduction. The Association
shall determine a payroll deduction amount once annually to cover all Association members,
and shall inform the District Personnel Office of the amount at least three calendar weeks prior
to the implementation date.

The Board will pay professional membership dues as provided in Article 6:6 upon request of an
administrator provided the administrator files an appropriate request at least one month prior
to the date on which such dues are to be paid.

Longevity

Only administrators hired prior to June 1, 2008 with 19-23 years of continuous employment in
any capacity at July 1st will receive an annual longevity payment of $1,350. Administrators hired
prior to June 1, 2008 with 24 or more years of continuous employment in any capacity will
receive an annual longevity payment of $1,800.

Severance Pay

Upon the retirement or death of a full or part-time administrator who has at least ten (10) years
seniority in the District, the District shall pay to that employee or the employee's estate, in the
case of death, a per diem rate based on 45% of the employee’s current daily per diem salary, per
day of accumulated sick leave up to a maximum of one hundred {100) days.

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.

Page 8

5:7

6:1

6:2

6:3

6:4

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:

« Principals: 260 days

e Elementary Assistant Principals: 199 days

e 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 Vt

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

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:

Point-of-Service (POS) Plan;

HMO Plan; or

High Deductible Health Plan (HDHP) with Health Savings Account (HSA);
High Deductible Health Plan without Health Savings Account (HSA).

aoc

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

Page 9

right to provide prescription benefits through a separate provider managed by a pharmacy
benefits manager.

Any Administrator requesting initial membership in a plan 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
premium for an HMO and High Deductible plans. All plans offered by the district shall have the
following co-pays and deductibles:

1. POS and HMO:

Twenty Dollars ($20.00) per medical visit;

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

c. Two Hundred Fifty Dollars ($250.00) per person, Five Hundred Dollars ($500.00) per
two-person/Family Inpatient/Outpatient Facility Deductible; and

d. Three (3) Tier Pharmacy Benefit of $5/15/35 ($5/$30/$70 mail order).

oS

The following co-pays and deductibles below will become effective on July 1, 2023.
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 ($1500.00) per person, Three Thousand Dollars
($3000.00) per two-person/family 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 HOHP are $2,000 (single) and $4,000 (two-person/family);
. 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 join
the HDHP with HSA at any time other than July 1 will receive a pro-rated city
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 remaining 50% before October 1.

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.

Page 10

6:5

6:6

6:7

6:8

6:9

7:1

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 Principals (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 District 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
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)

Page 11

7:2

7:3

7:4

7:5

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 shall receive the following paid holidays:

July 4" Day After Thanksgiving
Labor Day Christmas Day
Indigenous People Day New Year's Day
Veterans’ Day Martin Luther King Day
Day Before Thanksgiving 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.

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
Page 12

EDUCATION

+

BA, international
Relations and History,

Tulane University

MARGARET L LARSON

1

Hi@rn

Margaret Larson is the Senior Vice President-Client Services for AG Witt. Her experiences

combine nearly 30 years working in the emergency management and governmental affairs

fields at the Federal, State and local levels. Her prior work includes serving as staff in the US.

Senate, various leadership roles at the Federal Emergency Management Agency, directing the

Washington, D.C. office for the State of illinois, deltvering disaster services with Feeding America,

and most recently leading preparedness, training, response and recovery efforts for clients during

her tenure with national consulting firms, most recently in California wildfire recovery operations,

Margaret has experience with Uniform Administrative Requirements, Cost Principles, and Audit

Requirements for Federal Awards; cost recovery services; and complex program management

services.

EXPERIENCE

+

Long-Term Economic Recovery and
Business Resumption Plan, Port of San
Diego. Consultant. Supported Mozaik
Solutions in a series of whole community
exercises for the San Diego Unified Port
District's Emergency Management Program.
This work fed to the planning for long

term recovery, for which she served as the
project manager.

Uc Santa Barbara, UC Berkeley,
County of Marin, and Others, Covid-19
Recovery Services. Program Director.
Throughout the ongoing response to
COVID-19, oversees the work conducted
by vartous project tears at UC Santa
Barbara, UC Berkeley, the County of Marin,
and others. Provides technical advisory
services for the recovery of costs related
to the pandemic.

Disaster Recovery Services, Santa
Rosa, CA. Program Director Served
on a team that assisted the City of Santa
Rosa with its PA and HMGP funding and,
with the coordination of HCD and HUD,
to ebtain CDBG-DR funds for use in the
City. Additionally, she assisted the City

with understanding funding applications,
project implementation, and reporting
requirements to State and federal agencies.

Disaster Recovery Services, Sonoma
CA. Pragram Director. Assisted
the County of Sonoma with all aspects

County,

of its financial recovery as a result of the
Tubbs Wildfire, including FEMA Public
Assistance, 406 mitigation, insurance for
praperty damage and business interruption,
Private Property Debris Removal, Hazard
Mitigation Grant Program (FEMA Section
404) Notices of Interest applications, and
FEMA Section 428 Alternative Procedures
grant funding assistance.

Disaster Recovery Services, Santa
Barbara County, CA. Program Director.
Led the team supporting the County of
Santa Barbara with its financial recovery
from the December 2017 Thomas fire, as
well as the debris and mudftow disasters
that occurred in early 2018.The team
assisted with applications for other grants
such as the EDA’s Disaster Grant, the
California Fish and Wildlife’s Proposition |
grant, and CDBG-DR data requests.

V

7:6

7:7

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

e Required court appearances

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

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

e Snow days when conditions create concerns for the 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 Day

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 for the 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 physical 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
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.

Page 13

7:8

7:9

7:10

8:1

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.

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.

Page 14