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Bureau Commander, the Chief's designee may be the Divisional
Supervisor.

"Domestic partner” is defined as an individual:
1. Who had a long-term intimate relationship with an employee;

2. Who was living in the same household as the employee at the time
of death; and

3. With whom the employee had an intent to remain in a long-term
relationship.
Employees:
BEREAVEMENT
LEAVE
A. | DAY LEAVE In the event of the death of an uncle, aunt,
niece, or nephew of the employee
B. 3 DAYS LEAVE In the event of a member of the immediate
family of the employee as defined below.
C. 4 DAYS LEAVE In the event of the member’s parent. step

parent, spouse, child, or step-child.

Bereavement Leave Policies:

A.

Such leave shall normatly commence upon the day following the death of
the immediate family member.

Employees may utilize sick leave for the hours missed when first notified
of deaths, unless it is at the beginning of their normal tour of duty.

If for reasons which would require out-of-state travel to the funeral
services or due to the actual date of the funeral services, the Chief of
Police or designee may allow a delay in the commencement of the three
consecutive business bereavement leave days for full-time/part-time
employees.

At the discretion of the Chief of Police or a Deputy Chief, the three
consecutive business days may be broken up between the initial
notification and the actual day of the funeral services.

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Appropriate Form Required:

The appropriate NPD Form shall be completed for all usage of bereavement leave.

Immediate Family Defined:

The immediate family includes your spouse and the following relatives of you or your
spouse: Children, Stepchildren, Brother, Stepbrother, Sister. Stepsister, Parents,
Stepparents, Grandparents, Step-Grandparents, Grandchildren, Mother-in-Law, Father-in-
Law, Brother-in-Law, Sister-in-Law, Daughter-in-Law. Son-in-Law, or Ward/Relative
living in the home.

Domestic Partner:

The immediate family may also include an employee's domestic partner; however.
Management reserves the right to determine the circumstances under which a "domestic
partner” qualifies under this Article.

Disputes:

Disputes concerning Bereavement Leave shall be subject to the Grievance Procedure
through STEP 2 at which point the decision shall be final and binding upon the parties.

ARTICLE 19
LEAVES OF ABSENCE

Military Leave of Absence:

If a regular full-time employee or Detention Specialist must leave city employment to
enter directly into active service in the armed forces of the United States involuntarily. he
shall be granted a military leave of absence for the anticipated length of such service.
The employee will be allowed seniority credit for the time spent in the armed forces.

The employee is entitled to reinstatement to the position he held or one of like status and
pay if a vacancy is open within the city, provided that the employee accepts release from
active service at the earliest possible date and request reinstatement within ninety (90)
days after release.

If a regular full-time employee is called to serve not more than a seventeen-day annual
training tour of duty with the National Guard or Armed Forces Reserve, he shall be patd
the difference between his pay for such government service and the amount of straight
time earnings lost by him by reason of such service, if any, based on the employee's
regularly scheduled straight time rate. Such payments shall be made following the
showing of satisfactory evidence of the amount of pay received for such service. The

employee will continue accrual of sick and vacation time during this time and shall not
lose any benefits.

If a regular full-time employee is called into active duty with the National Guard or
Armed Forces Reserve for more than 17 days. he shall not be paid the difference between
his pay for such government service and the amount of regular straight time earnings.
The employee may request payment of his sick and vacation accrual balances (subject to
accumulation restrictions) or these accruals may remain as balances until he returns to
city employment. He shall not accrue sick and vacation time during the military leave of
absence and his benefits will be as indicated below:
A. More than 17 days, less than 6 months.....Full benefits
B. More than 6 months:
1. No benefits:
2. Allowed seniority credit for the time spent in the armed forces,

3. Insurance benefits available under COBRA provisions.

Part-Time Employees:

Part-time employees are eligible for paid or unpaid personal leaves of absence. By law,
employees are eligible for Family Medical Leave if they have been employed at least
twelve (12) months and worked at least 1,250 hours during the twelve (12) months
immediately preceding the commencement of the leave.

Paid Leaves of Absence:

With prior approval, and at the sole discretion of the Chief of Police, paid leaves of
absence may be granted to regular full-time employees due to personal illness up to six
(6) weeks. The paid leaves of absence are limited to an employee's total accruals of sick
and vacation time.

Full-time employees continue to accrue sick and vacation time while on paid leaves of
absence. A leave of absence shall be charged first against the employee's accumulated
sick leave and then against the employee's accumulated vacation time.

Unpaid Leaves of Absence:

1. With prior approval. and at the sole discretion of the Chief of Police.
unpaid leaves of absence may be granted to regular full-time employees
due to personal illness up to forty-five (45) continuous days. Full-time
employees do not accrue sick and vacation time while on unpaid leaves of
absence. During an unpaid leave of absence for personal illness, the City

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will continue to pay its portion of applicable insurance premiums up to six
(6) months. An employee will continue to pay their portion(s) of
applicable insurance premiums during this six-month period. Thereafter,
the employee shall pay i00% of the cost if he wishes to continue
applicable insurance coverage.

2. To continue any applicable insurance benefits during an unpaid leave of
absence for other reasons than personal illness, it shail be the employee's
responsibilities to assume payment of the full premiums (100%) at the
time of leave. Payment of applicable insurance premiums during an
unpaid leave of absence must be arranged in advance with the Human
Resource Department and the Insurance Department.

3. At no time shall an unpaid leave of absence extend beyond 45 continuous
days unless authorized by the Chief of Police. If the member can meet the
eligibility requirements as set by the City’s Disability Income Plan. he may
apply for the Long Term Disability Benefit. (Cite Article 31.)

If the Department's operations are affected due to the length of the unpaid leave of
absence and a medical authority cannot determine when the employee is able to work, it
shall be the Chief of Police’s discretion to hire a temporary or regular replacement. If
the employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satisfied with the recovery, he will
have preference over applicants outside the City to apply for any position within the City
that he is qualified for. If the employee cannot recover during the limitation period as
described above, the employee shall be terminated.

ARTICLE 20
PERSONAL DAYS
Regular _Emplovees:
A. For the purpose of this Article the words "personal day” means a day,

when an employee is excused from active duty for personal reasons.

B. Employees are entitled to five (5) personal days per calendar year
deducted from sick leave. If no sick time is accrued the employee ts not
eligible to receive a personal day deducted from sick leave. Employees are
entitled to one (1) personal day not deducted from sick leave per calendar
year.

Cc. Personal days may be taken in half day increments only if being deducted
from sick leave.

D. Personal days cannot be carried over from one calendar year to another.

Approval of Personal Leave:

Personal Leave must be approved by your supervisor prior to the date of such personal
day, except in an emergency. If approved, the appropriate form will be completed by the
supervisor or employee. The form will be forwarded to the Financial Services Division.
Except in cases of emergency, the form will be approved/disapproved (pending the
availability of accrued sick leave), and the employee will be notified by the Bureau
Commander or designee of its approval or disapproval.

Provisions:

* A personal day's approval is subject to potential workloads, manpower
requirements, and any possibility of an emergency situation as determined by the
Chief of Police or designee.

« Once a personal day is approved and the date is to be changed or canceted by the
employee, the employee must reapply.

+ The approved personal day is subject to recall by the Chief or designee due to
potential workloads, manpower requirements, and any emergencies that may
arise.

* Personal days shall not be taken more than two at a time unless approved by the
Chief of Police or designee.

Disputes:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3.
at which point, the decision shall be final and binding upon the parties.

ARTICLE 21
EXCHANGE OF WORKDAYS

For the purposes of this Article, the words “Exchange of Workdays” means one normal
workday and such exchange shall be for each other's position's duties. unless otherwise
approved by the Chief of Police or his designee.

A, Exchanges of workdays are limited to individuals who have been cross-

trained to adequately cover the other position as determined and approved
by their bureau commanders or supervisor.

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B. The number of swaps allowed per individual shall be limited to ten per
quarter if approved in advance by his supervisor/bureau commander and it
does not interfere with normal operations, training conducted by the
department, cause the need to hire overtime. and if paid back within six
(6) months.

Cc. An employee is allowed to swap with himself. Limited to ten swaps per
year, if approved in advance by his supervisor/bureau commander and it
does not interfere with normal operations, training conducted by the
department, cause the need to hire overtime, and if paid back within six
(6) months, ** If during the life of this contract Administration
determines that Fleet Maintenance employees will revert back to working
on weekends Section C will revert back to its previous language of 10
swaps per quarter per year.

D. Written advanced notice signed by both employees involved in the
exchange is given to the Chief or his designee two (2) days prior to each
exchange of workday desired; (The two (2) day notice period may be
waived at the discretion of the Chief or his designee.)

E. The swap of either employee involved does not result in an employee
working more than 16 hours in one work day;

F. The swaps do not result in interference with scheduled training or
otherwise interferes with other duties or assignments or the operations of
the department;

G. If an employee involved in such exchange calls in sick on the exchange
day, that employee shall lose one normal work day of sick leave;

H. No additional swaps will be allowed for the original swap date; and.

I. An employee paying back a swap will be eligible to receive a personal day
or vacation day for the original swap date. However, approval of a
personal day or vacation day shall not supersede a request for personal day
or vacation leave by permanently scheduled personnel on that shift.

Detention Specialists:

Detention Specialists may exchange workdays (considered a "swap") with other
Detention Specialists in the same bargaining unit on other shifts upon approval of the
appropriate Uniform Field Operations Bureau Commanders or designees as delineated in
the policies listed above. Detention Specialists cannot exchange workdays with Police
Officers.

Disputes:

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Disputes concerning Exchange of Workdays shall follow the Grievance Procedure
through STEP 3, at which point, the decision shall be final and binding upon the parties.

ARTICLE 22
SHIFT EXCHANGES

For the purposes of this Article, the word “shift" means, "in excess of one normal
workday." This Article shall pertain only to personnel who hold the position of Records
Tech I & II and Detention Specialists.

With prior approval and at the sole discretion of the Chief or his designee, employees
may exchange shifts if both employees involved agree; provided that:

A.

Written advanced notice signed by both employees involved in the
exchange is given to the Chief or his designee two (2) weeks prior to each
exchange of shift desired and included are the reasons thereof; The two (2)
week notice period may be waived at the discretion of the Chief of Police
or his designee.

Both employees have the same position or have been cross-trained to
adequately cover the other position as determined and approved by their
bureau commander or supervisor;

Detention Specialists cannot exchange shifts with Police Officers:

No more than two (2) shift exchanges involving four (4) employees shall
be allowed at any one (1) time;

Both employees agree to swap day off groups of each other and shall not
be eligible to receive compensatory time off due to the change of days off
or to receive overtime; the timing of the commencement of the shift
exchange will be such that it results in no employee working more than 40
hours in any week due to the exchange.

ARTICLE 23
WAGES

Wage Compensation Ranges:

The compensation range for each position is set forth in this article under Schedule "A
&B" based on labor grade assignments and Fiscal Years.

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City of Nashua

Purchasing Department
Administrative Services Division (603) 589-3330
229 Main Street - Nashua, NH 03060 Fax (603) 594-3233

May 11, 2022
Memo #22-275

TO: Mayor Donchess
Finance Committee

SUBJECT: Engineering Consulting at the Landfill - Multiyear in the amount not to exceed $660,000
funded from 53107 Architect & Engineering Services/Solid Waste Fund

Please see attached communications from Jeff Lafleur, Superintendent of Solid Waste, dated April 28, 2022
for project specific details related to this purchase. Below please find a summary of the purchase approval
request:

Item: Engineering Consulting to include landfill gas management, design & construction,
groundwater, air & solid waste permitting, capacity analysis, regulatory
representation, general landfill operation

Value: $220,000 per year ($100,000 in routine task fees + $120,000 in contingency fees)
for 3 years to total $660,000
Vendor: Sanborn Head

Department: 168 Solid Waste
Source Fund: 53107 Architect & Engineering Services/ Solid Waste Fund

Ordinance: Pursuant to NRO § 5-83 Professional Services (A) In the purchase of accounting,
architectural, auditing, engineering, legal, medical and ambulance services and
purchases of independent professional consultant services for personnel, data
processing, actuarial, planning, management and other comparable purchases
competitive bidding shall not be required.

The Board of Public Works (3/25/22 BPW meeting), Division of Public Works: Solid Waste, and the
Purchasing Department respectfully request your approval of this contract.

Regards,
Kelly Parkinson

Purchasing Manager

Cc: J Lafleur
C O'Connor

Newly hired or transferred employees shall start at the appropriate wage step based on
pertinent years of experience that can be directly related to the new position's duties, as
well as the wages of other bargaining unit members in the same labor grade.
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.

Wage Increases:

A. Fiscal Year 2023: On July |. 2022, Schedule A shall become effective.
Employees on the active payroll shall receive a 2.75% wage increase.

B. Fiscal Year 2024: On July 1. 2023. Schedule B shall become effective.
Employees on the active payroll shall receive a 2.75 % wage increase.

C. Fiscal Year 2025: On July 1, 2024. Schedule C shall become effective.
Employees on the active payrol! shall receive a 2.875% wage increase.

D. Fiscal Year 2026: On July 1, 2025, Schedule D shall become effective.
Employees on the active payroll shall receive a 2.875% wage increase.

Schedule A-FY2023 (7/1/22) 2.75% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
i $32,106 | $15.44 $47,611.00 | $22.89
2 $32,650 | $15.70 $48,436.04 | $23.28
3 $33.393 | $16.05 $49,560.94 | $23.83
4 $34,274 | $16.48 $50,896.27 | $24.46
5 $35,203 | $16.92 $52,302.76 | $25.14
6 $36,368 | $17.48 $54,290.73 | $26.10
7 $37,805 | $18.18 $57,107.99 | $27.45
8 $39,053 | $18.78 $59,628.53 | $28.67
9 $40,552 | $19.50 $62,584.16 | $30.09
10 $41,810] $20.10 $64,881.71 | $31.19
11 $46,654 | $22.43 $72,536.55 | $34.87
12 $50,395 | $24.23 $78,450.11 | $37.72
13 $54,822 | $26.36 $85,446.54 | $41.08
14 $59.271 | $28.50 $93,414.10 | $44.91

Schedule B-FY¥2024 (7/1/23) 2.75% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
I $32,106 $15.44 $48,920.30 | $23.52
2 $32,650 $15.70 $49,768.03 | $23.92
3 $33,393 $16.05 $50,923.87 | $24.49
4 $34,274 $16.48 $52,295.92 | $25.13
5 $35,203 $16.92 $53,741.09 | $25.83
6 $36,368 $17.48 $55,783.73 | $26.82
7 $37,805 $18.18 $58,678.46 | $28.20
8 $39,053 $18.78 $61,268.31 | $29.46
9 $40,552 $19.50 $64,305.22 | $30.92
10 $41,810 $20.10 $66,665.96 | $32.05
11 $46,654 $22.43 $74,531.31 | $35.83
12 $50.395 $24.23 $80,607.49 | $38.76
13 $54,822 $26.36 $87,796.32 | $42.21
14 $59,271 $28.50 $95,982.99 | $46.15

Schedule C-FY2025 (7/1/24) 2.875% Increase to the Maximum

Lb. Gr Minimum Hourly Maximum Hourly
I $32,106 | $15.44 $50,326.76 | $24.20

2 $32.650 | $15.70 $51,198.86 | $24.61
3 $33.393 | $16.05 $52,387.93 | 525.19
4 $34,274 | $16.48 $53,799.43 | $25.86
5 $35,203 |} $16.92 $55,286.14 | $26.57
6 $36,368 | $17.48 $57,387.51 | $27.59
7 $37,805 | $18.18 $60,365.47 | $29.02
8 $39,053 | $18.78 $63,029.78 | $30.31
9 $40,552 | $19.50 $66,154.00 | $31.81
10 $41,810 | $20.10 $68,582.60 | $32.97
il $46,654 | $22.43 $76,674.08 | $36.86
12 $50,395 | $24.23 $82,924.95 | $39.87
13 $54,822 | $26.36 $90,320.46 | $43.42
14 $59,271 | $28.50 $98,742.50 | $47.47