AGREEMENT
BETWEEN THE
NASHUA BOARD OF EDUCATION
AND THE
NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS AND SUPERVISORS,
American Federation of School Administrators, AFL-CIO
JULY 1, 2020
Through
JUNE 30, 2021
Signature Approval Date:
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NASHUA BOARD OF EDUCATION
Heather Raymond, President
Raymond Guarino, Clerk
Jennifer Bishop
Jessica Brown
Sharon Giglio
Pauia Johnson
Dorothy Oden
Gloria Timmons
Sandra Ziehm
NEGOTIATING COMMIT TEE/RESOURCE PEOPLE
Thomas Closson, Attorney
Dr. Jahmal Mosiey, Superintendent
Dana O’Gara, Director, Human Resources
Heather Raymond, Board of Education
Paula Johnson, Board of Education (Alt)
NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS AND SUPERVISORS UNION
David Rauseo, President
Alesa Cunningham, Vice President
Stacy Hynes, Secretary
Daniel Alexander, Treasurer
Marcia Bagley, Member-at-Large
NEGOTIATING TEAM
Danie! Alexander
Doreen Burgess
Alesa Cunningham
Christopher Lessard
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TABLE OF CONTENTS
Article | — RECOBMItION ....ecc le cceeecsecccteesesenneesonsessecceescaeereseesseneesseseeeednessaaneesaeessadssesdsacesasceeaseeeesesered 6
Article I] — Defimitions.......... cc cscecsessssssnecsneescrenseeseeeesssenesscenenevcnessnasesaseensgenaeransensassnrsetesssarerssuaeraseenes 6
Article Il! - Resolutions of Differences and Management Rights .............:scrsccersssrcsseaerseueusearersenesen 7
Resolution of Differences by Peaceful MEANS .........ccssscssssccsecsssssseessesscsessesssensatesaeseatesss 7
Management Rights...........ccccssscesessersecrerseneersnseesensenseereesaaeeesuanserseneneseneesaeeenaeseetenseeteseenaa 7
Article lV - Conformity to Law and Savings Clause oo... ee ee eee eeeceeeeeeaeraeeeneceersetensansertanpenss 7
Article V - Salary and Rates of Pay .........cseesererserns sesseueacecuseeseneeersceseregeseuseeeriaavensssrensensersenensesnanss 8
Salary SCHECUIC occ ceeesectster reese ener eiee rene rerrne Ree nE EERE SEES FAURE IRF RESE ERIS EES LAa REDE rus sEERAaEeeenS 8
Course Tuition REIMDUrSEMENT...... secs eeeteeeeeeeeeeeteneeeeneseesanenecenaeeceeeesesersaneesenanetenanes 8
Mileage Reimbursement... eseeceeseccersessnseserseneeesensaessetersessaesansersessersenesenressenseeontense 8
Method and Time of Salary Payment .........cccessercesseseneeeserserssnserseeeereesersaeserianertanesseteans 8
re) 2k <A] 8 eee O TEEPE ETEOTOOSTETOTEOSSEOTOOOIOETOTOUTEOTETESTOOCTIONTESOTOLEPIIOTEOTSETOSVOTED 9
SOVELANCE Pay .......cccessnecscuecerecnerrereeesseeeernnneneeeeeneeentaPeeesseeeeynnTEEESEEESEEREIETEEESSEREDOREOEEEESCLEERE RET 9
Calculation of Per Diem Rates...........cccscsssssseessesssseeseeceseteserseeecsadsessessartssarsssarstsesrsaseness 9
Article Vi - Supplemental Benefits occ csesseeseeeseeceeeecaesenseeeeneaeeeaeesaeeeaeeesceeneeeenenianeaeanasesneeens 9
Workers’ COMpPeNSAation ..0....... ccc ccccsecteesscseeaecerseeneesansenseseeesesserseeneesaaeeesenentsenesaneeneaseetensees 9
New Hampshire Retirement SYStOM.......... ce seeccecessseeeernneeeesseesrnennerenteersenenianeersesserseaareaees 10
Health INSUrane ........ cece cecccecceeeeeeseereeeeeaeeeesaaeeeeaeesenseesseseeeseesesoaaeeeeneetentensasenteaeeseasaasenes 10
Life INSUTANCE..... eee cctseessereeserenecessnnensassccsaeessaeeersasnuetscsacsaeenessueeesssanetsenessanarsarenesenantaens 10
Professional Membership Dues .............:cccseccsecseceesscesersecneereeserteaeessersatsenerteanenssnersensenaene 11
Long Term Disability INSUPANCE oo... eee eeeeseereeeneerseeraeserseseeetoneensaesneseneesaeeessereesensenaaes 11
Dental COVErABC... ee. eesceceeserrnereenee entree ee de nnn ener AEE CE tanned ae na rnd AEE Coda ee tgdae denen eedastnaaeetees 11
VISION COVE BE oo... eect ceeeeeeeeeeeteee eee e nee rn ES dren EEE EEE SEES SUE ERE E SCE EEE Sgn teen a aE ee toee 11
Article VII - Leaves Of ABSENCE oo... cscscceeseceeceeeenee teres entire eesceeesseeaaeneaaeesenaeeseaaessaaeeseaeesneeetanearaes 11
VaACAation LEAVE... ccccsscccesssseeceesnensenensaceeetsenensenenseeeensaeeertanseesersansenenesacestanseesensneserenaneeren 11
HONIAYS.......ccsccseeessecsnerseeecnscntessonesianvensseneeseteeeteneeteedeesdsecesseeeeiddseedenaetidecddeeceteeenedaencssnaan ed 11
SICK LC AVE Loe ceccccceessesseeneceeeeaeeeesscsseaeeeseseesienenseesessaeeseasserseeseseneeesereessenensanserseneseneeseeness 12
FMLA woecccccecccscecseeessssscesseneessnseessnetenacsaeseeeecsaeesseuaesaesesseseetoaseeseseeseasensensateneseasvenenseeseneess 12
Sick Leave Bank ........c.:cccccsccssecsesscceessaneeseeneareceenseeessaneeesersaueeerersaesessansersernserersaenessaneeesenaets 12
POrsO nal DayS.....cccsssscsesesressnersssererenesseeeeieeeetdesdesednecideeecsenseaseeeeedascdueeeteenateeedeanenenenaees 12
Military Service LOaVG ooo. cence er rns nner ner Tern EUR EERE ae ee rear erscaenn eter 12
Bereavement LEAVE 2... ecsceessseesenserrereerte rer taneeeeetee enter e tears tandadseteeddeeeneesassnaderareerientnee 12
Extended LEAVE .......ccccccssscessrteessceeescceeeceedecsessctennessaaeesessessecsecssaneesscsenseseesessorseneessnsersanson 13
JUPY DULY ooo cece teee ete eentncaaenesaeeneaneeeaneersanersessnraeeernieerersaneeeansgcqecaseneressaqeeggegargeamennesees 13
Released Time ....cccccscccssscessssccsseeensssceceseessaeseeseeesseeeseesaeeseesesseaneesesersoesessaeeseesesasseeseasens 13
Article Vill - Employment Status 0.0... ccccceeeeeeserserseeeresenssnsensecseseeseusiecessesasenseeaesseaseseaaeneeaes 13
Vacancies and New Positions...........:cccecccsceteccetseceseecseesessceseeeenseseeneadecaaeesaenesadsenianeseneasen 13
INVOIUNTALY TranSfers.........cccssccssscecssererteneersecersessssessnegenneegeseseessaesenenernegetqugeearseiqeentiatees 13
RECUCTION iN Staff... ecceesceesseseessesessseneesseserscaeessesssanrersenseersetaesenpesaarecsasersserarsereeaaaee 13
Probationary Status ........cccccccccecsssencsssssseesessserssseessessrsaanerssaneersennessersiaaversensersurensesreraazer 14
Discipline ......-s..cececeeeeseretcseetensessaeseetaccersenesesesesinsercscessiveassesseussesarsdsnasissacsesersaseesssnaeeasags 14
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Resignations and Retire Ment ..........ccccceceseceecnseeecrseaeendescessceesdevecegeeeevacaeaeeeesesaeeeaeeneteeeates 15
Article IX - Performance Appraisal ............:ccsccssssserssssesssreessresersaresssseersanersaanecaseessessesessensssnensonseess 15
Article X - Terms and Conditions of Employment ...........c.ccsscccsssccssccsseeeessnenssnsesssnsectessuesssereseneness 15
WOK YOAr ooo. ccccsssessessereceeesacceessenseesassneeesecsaeeeesaeeaeesssanteseeeaeeescaneaesesarttesarsageessansaeeseauees 15
DIESCIIMINATION .....:::cccccrccecesseceeccsseceeeaeeneeneeaceessanseesetanecerensasestansessansansenensaseeruensetsensnesenensa 16
Benefits for Part-Time Ad Ministrators..........----:cceeseeecesecseecsnctesseecengeeeeeeecseeeseeeneaceeneauenes 16
Article XI - Association Representatives 2.0... ccs sesessecserseeseenseeceseasorsstersessesseseessaaessenseeteceonieasens 16
Official List of Nashua Association of Administrators & Supervisors Representatives.....16
Article XII - Association Privileges and Responsibilities 2.0.0... ccs essesssseesseeeenserenseneseestsneeensersennees 16
Fait PractiCe v....csesssssccscrsceeensceeecscuecesesnuenseneesaceecusnsesseusanseneessacestaasensensaneceensasestaqnseeseneneeetens 16
Recognition of Local Organization Representative... cece a eceeeeeceaesaseersaee 17
Distribution of Materials — Mail BOXES ...........-.cscecseecsctscsecsoneccaceceeessecscsuetcuaseneetencaaeensaaees 17
ASSOCIATION M@OTINGS......ceeeecceceeeseeneetseserrecsonsereensonensensereussaceesseceesoneeseesersenseriaveesseree® 17
Protection of Individual and Group Rights 2.0.0.2... cee cee cece ceeeeeeeteeeetee eee eeaaeeceeeeteseeeseaaeteeees 17
Article X!II - Grievance Procedure and Resolution of Complaints .........ccccssssesseneeessseeessteneeeeee 17
Article XIV — Negotiations and Printing of Agre@MeNt wc cece ccseecseeeenteeenersadecensceerenerrene 19
Article XV - Duration of ABreQMent ..........ccsccssscssssscrsaversanrersaceersessrsessenssssnsscnensensesensecessentanenerasss 19
APPENDIX A: Salary SCHECUIC......:cccccccccescssesseesesnsenersensersenenesenenaeeassaneerenseneseenaeenesaseneeensateaeersiaes 20
APPENDIX B: Longevity Payment SCNe@dule......cc cect cscerrseserecsrrsserenenssaeessieerseenreseensineeetass 22
APPENDIX C: Grievance FOrin .......ccecccccssssssrrscseersetesrensnceeseeedssecnecdetdereeseededdeeereesesiaasensaseeessesaeuaes 23
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AGREEMENT made by and between the NASHUA BOARD OF EDUCATION (hereinafter called the “BOARD”)
and the NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS AND SUPERVISORS (hereinafter called “THE
ASSOCIATION”) AFSA, AFL-CIO.
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ARTICLE I
Recognition
The “BOARD” recognizes the Nashua Association of Schoo! Administrators and Supervisors as the
exclusive representatives for the purpose of collective bargaining concerning wages, hours, legally
limited terms and conditions of employment pursuant to N.H. Chapter 273A-XI of all administrators
under contract who are employed by the “BOARD” at least 50% of the time as administrators or
supervisors as included herein:
ADMINISTRATORS — as listed in Appendix A
SUPERVISORS — as listed in Appendix A
NON-SUPERVISORS — as listed in Appendix A
But excluding all other employees.
The Association agrees to represent equally all members of the bargaining unit without regard to
membership in the Association.
Union Dues — Upon receipt of a voluntarily executed authorized deduction card, the District agrees
to withhold union dues from payroll and remit them to the union.
ARTICLE il
Definitions
The term “School”, as used in this agreement, means any work location or functional division
maintained by the Board where instruction is offered to the children of Nashua.
The term “length of service”, as used in this agreement, shall mean active employment except as
otherwise provided in this section (2:4). In the event of authorized paid leave granted pursuant to
this agreement, the administrator or supervisor on such paid leave shail continue to accrue length of
service. In the event of authorized unpaid leave, or layoff, the administrator or supervisor shall retain
such length of service as was accrued on the date of the authorized unpaid leave or layoff upon return
to active employment, but shall commence further accrual only upon such return and shall not accrue
length of service during such leave or layoff period. In all other cases of interruption of service, the
administrator shall lose all accrued length of service.
The term “days” shall mean (Monday through Friday) work days.
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ARTICLE lil
Resolution of Differences and Management Rights
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 or supervisory duties, as
well as related functions on the part of any employee covered by this agreement, or otherwise
engage in any activity/activities that constitutes an unfair labor practice pursuant to RSA 273-A:5.
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 employees in positions with the Nashua Schoo!
District and to suspend, demote, discharge or take other disciplinary action against employees
for just cause, to relieve employees from duty because of lack of work or other legitimate
reasons.
3. To decide upon the duties, responsibilities, and assignments of administrators and supervisors
with respect to administrative and non-teaching activities, and the terms and conditions of
employment.
ARTICLE IV
Conformity to Law and Saving Clause
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 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 shail continue in effect.
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ARTICLE ¥
Salary and Rates of Pay
Salary Schedule
All bargaining members will receive 1.5% increase to base salary effective July 1, 2020 except those
newly hired bargaining unit members who have already been placed with a 2020-2021 salary (see
Appendix A). No employee shall be placed on the salary scale above their supervisor with comparable
experience.
A good faith effort will be made by the joint labor management committee to develop salary
scales for all bands of members of this bargaining unit an or before December 31, 2020. in
furtherance of this goal, the joint labor management committee will hold no fess than one {1}
meeting per month, beginning in August 2020.
Course Tuition Reimbursement
A. With advance approval from the Superintendent (or a designee), an Association member
may be reimbursed 80% of the tuition cost for completing a work-related accredited college
or university courses(s), but not exceeding $1,000 annually. 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.
B. Reimbursement will only be made for courses completed with a grade of “B” or better at the
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
Association members 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.
Method and Time of Salary Payment
Salaries of Calendar Year Association members shall be paid in twenty-six (26) bi-weekly installments,
starting with the first administrator pay period in July. School Year Association members shall be
paid in twenty-two (22) bi-weekly installments. Food Service Site Coordinators may choose 22 or 26
payment installments on a teacher pay cycle. 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, An employee who terminates his or her employment
with the Nashua School District after receiving compensation for a portion of time not worked shall
reimburse the School District for the amount of unearned compensation.
The President of the Association or his or her designee shall be granted 1 day of paid leave per fiscal
vear to attend the national union conference.
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Longevity
See Appendix B for a listing of Association members’ longevity payments.
Severance Pay
Upon the retirement or death of a fuil or part-time Assocation member 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 60% of the employee’s current daily per diem salary, per day
of accumulated sick leave up to a maximum of one hundred (100) days. If the retirement or death
occurs in the middle of a fiscal year, the District shall pro-rate credit for sick leave based on the
separation date. For example, if you retire July 30, you would receive 1/12 of your sick time that is
loaded July 1.
Upon the resignation or layoff of a full or part-time employee 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. if the resignation or layoff occurs in the middle of a fiscal year, the District shall pro-rate
credit for sick leave based on the separation date. For example, if you resign July 30, you would
receive 1/12 of your sick time that is loaded July 1.
Upon the retirement, death, resignation or layoff of a full or part time employee, or if the employee
transfers into a position not eligible for vacation, the District shall pay to that employee (or the
employee's estate if the employee is deceased}, a per diem rate based on 100% of the employee’s
accrued vacation time.
Association members in the employ of the District prior to July 1, 2011 shall be grandfathered in at a
maximum accural of 185 sick days for the purpose of severance calculations.
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 Association member 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, full calendar year shall be considered working 260 days. School year employees shall
use the amount of days currently assigned to their position.
ARTICLE VI
Supplemental Benefits
Workers Compensation
Association members shall be subject to the provisions of the New Hampshire Workers’
Compensation Law.
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New Hampshire Retirement System
Association members shall be subject to the provisions of the New Hampshire Retirement System.
Health Insurance
The District shail provide, upon the request of an Association member, the benefits of an individual,
two-person or family coverage under one of the following plans offered by the Board of Education,
ora comparable plan as determined by the Board
a) Point-of-Service Plan;
b} HMO Plan; or
c) An additional plan made available through the Board with benefit levels and premium
cost sharing mutually determined by the Board and the Association.
Health care plan options are at the sole discretion the Board, and the Board reserves the right to
change a health insurance carrier providing comparable benefits. The District shall have the right to
provide prescription benefits through a separate provider managed by a pharmacy benefits manager.
Any Association member requesting initial membership in a plan may enter during a specified
enrollment period. Any eligible Association member 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 Association member 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 Association member
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 plan. All plans offered by the district shall have the following co-pays and deductibles:
a) Twenty Dollars ($20.00) per medical visit;
b) 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;
d) Three (3) Tier Pharmacy Benefit of $5/15/35 ($5/30/70 mail order).
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.
The parties agree to reopen the contract only on the issue of health insurance in the event that the
Cadillac Tax is ever implemented.
Life Insurance
All Association members are eligible for life insurance at one and one-half times an individual’s
annual salary, to a limit of $100,000.
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Professional Membership Dues
The Superintendent may approve the cost of membership dues to recognized professional
associations directly supporting an Association member's area of responsibility, contingent upon
available funds.
Long-Term Disability Insurance
The District shall pay for long term disability insurance for all Association members.
Dental Coverage
The District shall provide, upon the request of an Association member, at no cost to the Association
member, single person, two person or family plans for dental coverage. Dental Buy-Up option is
available to all members.
Vision Coverage
The District shall provide, upon the request of an Association member, at no cost to the Association
member, vision coverage for a single, two-person, or family plan.
ARTICLE VII
Leaves of Absence
Vacation Leave
Full Calendar Year Association members shall receive twenty (20) days of annual vacation leave,
accruable on an ongoing monthly basis. Full Calendar Year Association members may accumulate
and carry over up to forty (40) vacation days on August 1* of each year.
Part Time full year Association members shall receive annual vacation leave, and have the same
accrual and carry-over privileges as above, on a prorated basis.
Holidays
All full year Association members shall receive the following paid holidays:
July 4% Day After Thanksgiving
Labor Day Christmas Day
Columbus Day New Year’s Day
Veterans’ Day Martin Luther King Day
Day Before Thanksgiving Memorial Day
Thanksgiving Day
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