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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;

ir, 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:

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 & Il 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
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 2021: On July i, 2020, Schedule A shall become effective.
Employees on the active payroll shall receive a 2.75% wage increase,

B, Fiscal Year 2022: On July 1, 2021, Schedule B shall become effective.
Employees on the active payroll shall receive a 2.75 % wage increase.

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Certification Regarding Debarment, Suspension,
Ineligibility and Voluntary Exclusion

- Lower Tier Covered Transaction

(1) The prospective lower tier participant certifies, by submission of this bid or proposal, that neither it nor its
"principals" [as defined at 49 CFR § 29.105(p)] is presently debarred, suspended, proposed for
debarment, declared ineligible, or voluntarily excluded from participation in this transaction by any
Federal department or agency.

(2) When the prospective lower tier participant is unable to certify to the statements in this certification, such
praspeéclive participant shall attach an explanation to this proposal.

The bidder respondent and all subcontractors hereby certifies that he/she has not been debarred or suspended
from participation in Federal contracts. Please note - separate certification may be photo copied and submitted
by each subcontractor. (Pursuant to 49 CFR, Part 29)

Certified (Contractor)

Schroeder Construction management Inc.

Company [ J 9 LA
L b —
Signed By 4
Jack Schroeder
Name

President

Title
November 3, 2021

Date

Certified (Sub-Contractor(s))

Company

Signed By

Name

Title

Date

13|Page

Schedule A FY 2021 (7/1/20) 2.75% increase to the Maximum
Lb. Gr. Minimum | Hourly Maximum | Hourly
1 $32,106 | $15.44 $45,096.58 | $21.69

2 $32,650 | $15.70 $45,878.05 | $22.06

3 $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

7 $37,805} $18.18 $54,092.02 | $26.04

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

11 $46,654 | $22.43 $68,705.77 | $33.03

12 $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 (7/1/24) 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

5 $35,203 | $16.92 $50,902.93 | $24.47

6 $36,368 | $17.48 $52,837.69 | $25.40

7 $37,805 | $18.18 $55,579.55 | $26.72

8 $39,053 | $18.78 $58,032.63 | $27.90

9 $40,552 | $19.50 $60,909.16 | $29.28

10 $41,810 | $20.10 $63,145.22 | $30.36

11 $46,654 | $22.43 $70,595.18 | $33.94

12 $50,395 | $24.23 $76,350.47 | $36.71

13 $54,822 | $26.36 $83,159.65 | $39.98

14 $59,271 | $28.50 $90,913.97 | $43.71

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

3]

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 Analyst 13

POSITIONS AND CURRENT LABOR GRADE ASSIGNED TO EACH

NON-EXEMPT POSITIONS
JOB TITLES LABOR GRADE

Detention Specialist J (Part-Time) [1
Detention Specialist If (Full-Time) i]
PT Senior Relations Specialist I]
Paralegal 10
Auto Mechanic, 1* Class 10
Records Technician II 9
Administrative Assistant III 8
Administrative Assistant IV 9
Account Clerk IV 8
Legal Secretary 7
Account Clerk TI 7
Auto Mechanic, 2nd Class 8
Administrative Assistant II 6
Account Clerk III 6
Outside Detail Specialist (Part-Time) 6
Records Technician | 6
Administrative Assistant I-Domestic 6
Violence Unit

Custodian TH 4

Custodian II
File Clerk (Part-Time)
Custodian I

bo POo |e

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.

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

33

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 a5 & 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
overtime (time and one-half rate) or regular rates as outlined in the Article #25,
“Overtime.”

C. 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

36

(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 | & ILM: Record Technician I & II 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

regular rate of pay for all time worked in excess of 40 hours during a pay week, Sunday through
Saturday.

Part-Time Employees:

Part-time employees will not receive overtime unless the total hours worked in a week, Sunday
through Saturday, exceed 40 hours.

Overtime Not Allowed:
Exempt positions, as designated under Article 23 — Wages, shall not be eligible for overtime.

Submission of Overtime:

37

Overtime will be submitted in accordance with $.0.P. 31 during the week it was worked or no
more than one (1) week after the date. All overtime submitted will be paid according to the total
number of hours worked in the week it was worked, not the week submitted

Called in from Home:

If a non-exempt, non-essential employee gets called in from home to work, he shall receive at
least a 3-hour minimum in overtime pay if over 40 hours in a week or a 3-hour minimum in
regular pay if under 40 hours in a week. If the 3-hour minimum overlaps with regular duty time,
additional pay shall be only for hours worked in excess of the regular duty schedule.

Seasonal Time Adjustments:

In the Fall, when clocks are turned back one hour at 2:00 A.M., employees on that shift shall be
paid for actually hours worked (i.e., 8 hours regular, | hour overtime). In the Spring, when

clocks are advanced one hour at 2:00 A.M. employees on that shift shall be paid for a full shift
(.e., 8 hours regular).

ARTICLE 26
LUNCH TIME & COFFEE BREAKS

Lunch Periods:

Lunch periods shal! be paid according to any of the following ways as dictated by the Chief of
Police or his designee:

1. An hour (1) lunch (without pay);

2. A 1/2 hour lunch (without pay); or

3. A 20-minute lunch break (with pay).
An employee may be called back from a lunch break due to emergencies. The Bureau
Commander or designee will allow an additional lunch break to be taken if conditions allow this
to occur.
Breaks:
Employees may be allowed up to two (2) 15-minute breaks if conditions allow. One break may
be taken before and one may be taken after the lunch break period as the work schedule allows.
All employees may be called back from a break due to emergencies. The Bureau Commander or

designee will allow an additional break to be taken if conditions allow. The availability of
breaks will not change an employee's normal workday schedule.

38

ARTICLE 27
COMPENSATORY TIME (TIME COMING)

Compensatory time is allowed for non-exempt full-time employees only under the following

conditions:

A.

Compensatory time is computed at an hour and a half (1 % hours) for every hour
of straight time worked over 40 hours in a week. Employees will make out a
Department Overtime Form and mark their intention to have the time converted to
time coming. Said form shall be submitted to the appropriate Bureau Commander
for approval. Each Bureau will hold the slips and make the necessary additions
and subtractions as necessary to maintain a current total to the maximum amount
as specified below.

Employees may convert overtime worked, but no less than one hour of overtime
at a time, into a maximum amount of 24 time coming hours. Any overtime slips
submitted for accrual purposes which bring the accrued amount beyond the 24
hours will be submitted for overtime payment.

Said time must be used within 6 months of the original overtime date. All
overtime slips beyond 6 months will be submitted for overtime payment. Note:
if a slip becomes outdated, but the employee has taken partial time coming hours,
the time taken will be deducted and the remaining time will be converted back to
normal overtime for payment.

Time coming may be used to extend a block vacation week or be added to any
other time off; i.e., personal day. The decision of the supervisor shall be final and
not subject to the grievance procedures, A maximum of eight (8) hours of time
coming shall be used to extend a block vacation week or be added to other time
off.

When employees utilize compensatory time:

« The employee will complete the appropriate Department form when utilizing
any compensatory time (time coming). The same procedures will be followed
as vacations, etc.

* The time will be deducted from the employee's time coming accrual and from
the actual overtime forms. Once an overtime slip's conversion to time coming
has been used completely, the slip will be marked as so and may be kept for
record purposes.

If an employee leaves employment for any reason, any accrued time will be
converted back to overtime hours and will be submitted for payment.