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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.

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.

C. An employee is allowed to swap with himself. Limited to ten per quarter,
if approved in advance by his supervisor/bureau commander and it does
not interfere with normal operations, traming conducted by the
department, cause the need to hire overtime, and if paid back within six
(6) months.

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 calis 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

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appropriate Uniform Field Operations Bureau Commanders or designees as delineated in
the policies listed above. Detention Specialists cannot exchange workdays with Police
Officers.

Disputes:

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 & IE 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.

B. 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;

C. Detention Specialists cannot exchange shifts with Police Officers;

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

E, 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

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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.

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 20482021: On July 1, 26472020, Schedule A shall become
effective. Employees on the active payroll shall receive a $%2.75% wage
increase.

B. Fiscal Year 20192022: On July 1, 20482021, Schedule B shall become
effective. Employees on the active payroll shall receive a 45%2.75 %
wage increase.

bb.

Ge MEaHRHH: Hourly Mosca Hourh-
+ $3 hOH | S—— 44.9094 $— 4239344 | $——29 38
2 S| re Seo see | SS
3 3— 3322364 _|3—— 555067 3—_$44,42938 | $——24. 2161
4 3 33,45 _| +—159459 $—_45,31836 | $———24-7877
5 $3 -h03 | S——_163+476 6570-4 | $——22 389s,
6 33428 | SENS eto | $e
F Be | per oS Steet -——2ee
8 Sa | 2 ee = ert = SE
9 -$—£_ 39169 _| $——__18.838 $—$5,72535 | $——26-7910

30

Hour

$— 6985247 | $——335829
Sele | a6 SGhu

-3—_43,029-04 | $———20.6870
-$—_43,77468 | $——24.0455

seo HS ae-) | $-———2 15

——_1-06s92 | =——23. 3804
-$— 54,612.06 | $——24.8185
-$— 53,890.03 | $———25.9087

$— 5656423 | $———27 1625

SLO | Sei

$—_65,555.81 | $——_31512
-$—— 70,900.26 | $———34.0867
$—§_ 7223.38 | $——37266
$— 8442447 | $——405885

> —— Hes | S———2-4664
345.6845 | -3——_21.9659

>—$_-ReH66 | S—_ 23st
-$—50,04724

See | $— 26st
ee SOR S|

$— 234034
>—__35-582

2757992

Hourly

-3—@+__45.3894

+—__ 14146

-$—§_ Fuss

$—_ 40H
See
-$——_19.7066
-$—_ 29899
-$—_ 237534
-$—_§_§_25.8400
$—$2865+

-$———18,677
-$— 52,953

SS

Mini

3 —— 34446 _ | 3——_5 1328

$—32,019
$———_ 33,28
-$——— 33,602
$——_ 3458
$—— 35,653

$—— 37,064 _| $——_17.8191

>—_ 38.287
-$-———_ 39,757
-$———46,996
$—_45,739
-$——__49.407
$— 33,4
SOG

ate
+——_§_ 615-42
$—§_ 16.4779
3—\§@§{_ 46.9246
$—_§_ 174847

3—§_18454

-$——_19.4962

Mini
> SG
$— 32,650
-3—— 33,393
3 3424
$—— 35,263
$———§ 36368

-3—— 39.053
-3——_40;552

AG

id

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Schedule A- FY 2021 (7/1/20) 2.75% increase to the Maximum

Lb. Gr. |_| Minimum } Hourly |_| Maximum | Hourly
ll _| $32,106 | $15.44 |_| $45,096.58 | $21.69
2 _| $32,650 | $15.70} | $45,878.05 | $22.06
g _| $33,393 | $16.05] | $46,943.55] $22.57
4 _| $34,274 | $16.48} | $48,208.35 | $23.18
5 _| $35.203 | $16.92] | $49,540.56 23.82
6 _| $36,368 | $17.48] | $51,423.54 | $24.72
Z _| $37,805 | $18.18] _| $54,092.02 | $26.01
8 _| $39,053 | $18.78} | $56,479.45 | $27.15
9 _|{ $40,552 | $19.50] | $59,278.99| $28.50
10 _{ $41,810] $20.10} | $61,455.21] $29.55
DL _| $46,654 | $22.43 | _ $68,705.77 | $33.03
ae _| $50,395 | $24.23 | $74,307.02 | $35.72 |
13 _| $54,822 | $26.36] | $80,933.97| $38.91
14 _| $59,271 | $28.50] | $88.480.75| $42.54

Schedule B-FY 2022 (7/1/21) 2.75% increase to the Maximum

Lb. Gr. |_| Minimum | Hourly} | Maximum | Hourly
1 _| $32,106 | $15.44 | | $46,336.74] $22.28
2 _| $32,650 | $15.70} | $47,139.70 | $22.66
3 _| $33,393 | $16.05 | _ $48,234.49 | $23.19
4 _| $34,274 | $16.48] | $49,534.08} $23.81
§ | §35,203.1 $16.92 | $50,902.93 | $24.47
6 _| $36,368 | $17.48 $52,837.69 | $25.40
“tt _| $37,805 | $18.18 $55,579.55 $26.72
8 _| $39,053 | $18.78 $58,032.63 | $27.90
2 _| $40,552 | $19.50 $60,909.16 | $29.28
10 $41,810 | $20.10 $63,145.22 | $30.36

32

—
ay

$46,654 | $22.43 $70,595.18 | $33.94

_| $50,395 | $24.23 |_| $76,350.47 | $36.71

$54,822 | $26.36 $83,159.65 $39.98

I= 115 JIS I

_| $59,271 | $28.50] | $90,913.97| $43.71

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

Each position shall have a City of Nashua PDF (Position Description Form) on file with
the Nashua Police Department and the City Human Resources Department.

Said PDFs will be redone per City policy and submitted through the chain of command to
the City Human Resources Department for review, possible labor grade change, and
exempt or non-exempt status.

If the labor grade changes from what is listed below, the employee and the Union will be
advised of the change. Said change will be incorporated into the next Collective
Bargaining Agreement. Changes to wages will be done in accordance with the
appropriate Schedule.

The determination of whether a position is exempt or non-exempt rests with the City
Human Resources Department based on the FLSA (Fair Labor Standards Act.).

EXEMPT POSITIONS
JOB TITLES LABOR GRADE
Accreditation Manager 13
Crime anabystAnalyst 13

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

NON-EXEMPT POSITIONS
JOB TITLES LABOR GRADE
Detention Specialist I (Part-Time) 11
Detention Specialist I] (Full-Time) 1]
PT Senior Relations Specialist 11
Paralegal 10
Auto Mechanic, 1‘ Class 10
Records Technician II 9

33

14.Bonding
Please see Bonding Language in Article 8 of the Agreement

15.Employee Protections

Prevailing Wage and Anti-Kickback

For all prime construction, alteration or repair contracts in excess of $2,000 awarded by FTA, the
Contractor shall comply with the Davis-Bacon Act and the Copeland “Anti-Kickback” Act, Under 49

U.S.C, § 5333(a), prevailing wage protections apply to laborers and mechanics employed on FTA assisted
construction, alteration, or repair projects. The Contractor will comply with the Davis-Bacon Act,

40 U.S.C, §§ 3141-3144, and 3146-3148 as supplemented by DOL regulations at 29 C,F.R. part 5, “Labor
Standards Provisions Applicable to Contracts Governing Federally Financed and Assisted Construction.”
In accordance with the statute, the Contractor shall pay wages to laborers and mechanics at a rate not
less than the prevailing wages specified in a wage determination made by the Secretary of Labor, In
addition, the Contractor agrees to pay wages not less than once a week. The Contractor shall also
comply with the Copeland “Anti-Kickback” Act (40 U.S.C. § 3145), as supplemented by DOL regulations
at 29 C.F.R. part 3, “Contractors and Subcontractors on Public Building or Public Work Financed in Whole
or in part by Loans or Grants from the United States." The Contractor is prohibited from inducing, by any
means, any person employed in the construction, completion, or repair of public work, to give up any

part of the compensation to which he or she is otherwise entitled.

Contract Work Hours and Safety Standards

(a) Overtime requirements — Neither the Seller or any subcontractors contracting for any part of the contract
work which may require or involve the employment of laborers or mechanics shall require or permit any such
laborer or mechanic in any workweek in which he or she is employed on such work to work in excess of 40
hours in such workweek unless such laborer or mechanic receives compensation at a rate not less than one
and one-half times the basic rate of pay for all hours worked in excess of 40 hours in such workweek.

(b) Violation; liability for unpaid wages; liquidated damages - In the event of any violation of the clause set
forth in para. (1) of this section, Seller and any subcontractor responsible therefore shall be liable for the
unpaid wages. In addition, Seller and such subcontractor shall be liable for liquidated damages. Such
liquidated damages shall be computed with respect to each individual laborer or mechanic, including
watchmen and guards, employed in violation of the clause set forth in para. (1) of this section, in the sum of
$10 for each calendar day on which such individual was required or permitted to work in excess of the
standard workweek of 40 hours without payment of the overtime wages required by the clause set forth in
para. (1) of this section,

(c) Withholding for unpaid wages and liquidated damages - the City shall upon its own action or upon
written request of USDOL withhold or cause to be withheld, from any moneys payable on account of work
performed by Seller or subcontractor under any such contract or any other Federal contract with the same
prime contractor, or any other federally assisted contract subject to the Contract Work Hours & Safety
Standards Act, which is held by the same prime contractor, such sums as may be determined to be
necessary to satisfy any liabilities of such contractor or subcontractor for unpaid wages and liquidated
damages as provided in the clause set forth in para. (2) of this section.

9|Pagze

Seeretary-¥YAdministrative Assistant II
Seeretary-Y4A dministrative Assistant IV
Account Clerk IV

Legal Secretary

Account Clerk III

Auto Mechanic, 2nd Class
seeretaryHAdministrative Assistant I
Account Clerk HI

Outside Detail Specialist (Part-Time)
Records Technician I

5 = ie Mol
UrnitAdministrative Assistant I-Domestic
Violence Unit

Custodian III

Custodian II

File Clerk (Part-Time)

Custodian I

A] A! A] A} a} oo!]~1]~1] 00/0 oo

ho] bo} Oo]

The labor grades and exempt/non-exempt status listed above may change during the review
process of Position Description Forms (PDFs) based on changes in the job dimensions of the
position to include: specific duties and responsibilities; work relations/relationships; problem
solving and decision making; supervisory duties; reasoning, mathematical, and language
development relating to mental effort; education, training, and specialized instruction; physical
effort and activities; working conditions relating to environmental factors, and the equipment,
tools, hardware/software, etc. used.

When labor grades or exempt/non-exempt status change during the review process, the above list
will be revised in the next contract.

ARTICLE 24
WORK SCHEDULES

Schedules/Assignments:

Daily and weekly work schedules and shift assignments shall be based on the operating
requirements and budgetary allotments of the department and are subject to change at any time.
The department shall have the exclusive right to make the necessary changes and shall make
every attempt to notify affected employees in advance whenever possible. An individual
employee's work schedule shall be determined by the Chief of Police or designee. Employees
shall report to work promptly at starting time and shall devote their entire efforts to department
business during scheduled working hours.

34

The workweek shall consist of seven consecutive days, beginning Sunday through Saturday. For
vacation and sick leave purposes, if an employee works other than a five-day, eight-hour-per-day
schedule, the workday will be calculated as one-fifth of the average workweek.

Essential personnel are assigned to report at specific times during a particular shift on a 24-hour
period. Non- essential personal shall work at times as approved by the Chief of Police or
designee in order to provide the best possible coverage within a bureau/division. (Cite Article
#26 - "Lunch Time & Coffee Breaks".)

Cross-Training, Career Development Program, Schools. & Temporary Assignments:

An employee may be transferred to assume the duties and responsibilities of a position classified
higher or lower than his current position due to cross-training, the department's Career
Development Program, or to temporary assignments to provide coverage due to vacations,
illness, leaves of absence, etc., as determined by the Chief of Police or designee. An employee
may be assigned to assume the duties and responsibilities of a position in addition to his own due
to lay-offs or reorganization, and this article does not apply to this situation. This situation shall
follow the reclassification system if applicable.

At no time will the cross-training or temporary assignment exceed 120 continuous days. If the
employee continues to work a higher classified position, he will be paid the wage difference
listed on Schedules A & B between positions until the condition or assignment no longer exists.
This shall not apply to grandfathered employees who are paid higher than the wages listed on
Schedules A or B.

Employees on a 5 & 2 System may be assigned to attend special schooling away from the
workplace during hours not normally worked by the employee. Employees on a 5 & 2 System
shall receive their regular rate of pay during such attendance.

Attendance:

The effectiveness and efficiency of the Nashua Police Department require that employees report
promptly for duty. Unapproved or unexcused absences or tardiness is unacceptable and will
result in appropriate disciplinary action.

Essential Personnel:

A. Detention Specialists: Unless otherwise designated by the Chief of Police or
designee, part-time Detention Specialists shall work thirty-four (34) hours a week,
four days a week (8.5 hours per day). Days off shall be as designated by the
Chief of Police or designee.

B. Emergency Coverage: Essential personnel may be called in to provide coverage

due to emergencies on their normal days off or to work other shifts. If ordered to
do so, essential personnel shall report to work on a day off and shall receive

36

overtime (time and one-half rate) or regular rates as outlined in the Article #25,
"Overtime."

Cc. Changes in Work Schedules: The Chief of Police or designee may change the
above work schedules at any time.

Non-Essential Full-Time Personnel:

A. Employees who are non-essential personnel normally shall be designated as
Group #8, who work five (5) days on, two (2) days off schedule, shall receive
weekends and holidays off. Non-essential personnel may also be designated to
other day-off groups as designated by the Chief of Police or designee.

B. To provide everyday coverage, Fleet Maintenance personnel may be designated
as any of the day off groups: Group #9 (Friday & Saturday off), Group #10
(Sunday & Monday off), or Group #8 (Saturday & Sunday off). Fleet
Maintenance personnel will receive holidays off.

C. Some non-essential personnel may be placed on call 24-hours a day due to
emergencies that could arise and shall work as assigned by their Bureau
Commander or designee. (Cite Article #25 - "Overtime".)

D. Record Technician I & YU: Record Technician I & I shall work a five (5) day
on, two (2) day off work schedule, but shall have either Friday & Saturday,
Saturday & Sunday, or Sunday & Monday as days off or as designated by the
Chief of Police or designee.

Emergency Situations:

During special times such as emergency operations or during snowstorms, non-essential civilians
may be sent home early from work. For these special situations, those civilians who continue to
work the normal workday will not receive additional pay, and those civilians who are allowed or
asked to leave the workday early will not be deducted any amount from their normal weekly
wage.

ARTICLE 25
OVERTIME

Full-Time Employees:

When non-exempt, full-time employees (35 hours a week or more) work extra hours during a
week, they will not receive overtime unless the total hours worked in a week exceed 40 hours.
Non-exempt, full-time employees (35 hours a week or more) will receive time and one-half their

37