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Sick Leave

Each full year Association member shall be entitled to fifteen (15} days sick leave per fiscal year. Sick
leave will be cumulative to 165 days for those employees hired on or after July 1, 2011, and 185 days
for the employees hired prior to July 1, 2011. School year Association members shall be entitled to
11 sick days. Sick leave and accruals for part time employees will be prorated based on the standard
hours for the position.

Sick leave may be used for absences caused by illness or accident of the employee, or the employee's
spouse or domestic partner, children or parents.

FIVILA

The Nashua School District will abide by the requirements of the Family Medical Leave Act as it may
be amended from time to time.

Sick Leave Bank

Any eligible Association member may elect to 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 Days

Full-year Association members shall be entitled, during each fiscal year, to four (4) paid personal
days. School year Association members shall be entitled, during each fiscal year, to three (3) paid
personal days on days they are scheduled to work.

Personal days must be approved in advance by the Association member’s supervisor. Personal leave
for part-time employees will be prorated based on the Standard Hours for the position. Personal
days are not accruable to the next fiscal year.

Military Service Leave

The District will comply with USERRA and the Military Leave Provisions of the Family and Medical Act.
Bereavement Leave

Association members 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 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. School year employees are entitled to the above for deaths that occur during the school
year.

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Extended Leave

Upon the approval of the Superintendent and the Board, an Association member may be granted an
unpaid extended leave of absence 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.

Jury Duty

Employees called to jury duty will be paid the difference between compensation earned for jury duty
and their regular salary. Employees must submit evidence of service as a juror and any compensation
for jury duty to the Payroll Office.

Released Time

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 the purpose of contract negotiations, mediation, fact
finding, grievance representation arbitration and related court hearings.

ARTICLE VIII

Employment Status

Vacancies and New Positions

A. Vacancies and new positions shall be posted in iNews. A copy shall be sent to the Association
President when posted. Such notice shall be posted for no less than ten {10} calendar days
prior to the closing date of application for such vacancies or new positions. Ali posting
notices referred to herein shall delineate the duties, rate of compensation, qualifications for
the position, and application procedure.

Involuntary Transfers

A. Where operational conditions permit, notice of a transfer which has not been requested by
the Association member shall be given to that Association member no less than 30 calendar
days prior to the effective date of the transfer.

B. An Association member who has been transferred and objects to the transfer may request a
meeting with the Superintendent or designee, with or without an Association

Representative, to discuss the transfer. Such a meeting will be scheduled within 10 days of
receipt of the request.

Reduction in Staff
During a reduction in staff, the following guidelines will be used:
A. Where possible, staff reductions will be accomplished through normal attrition.

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Where normal attrition does not suffice to reduce personnel in line with availabie applicable
positions, the following criteria will be considered within each pool—Each pool will be based
on positions within individual departments. First: level of performance as determined by
the performance evaluation, length of administrative experience in the District, and needs
of the District. Additionally, the following items will be considered: total length of service
with the District, prior administrative experience outside the District; voluntary district-wide
contributions; and level of formal education.

The Association member(s} so affected will be rehired or reassigned to vacancies within their
respective pools which may subsequently occur within a period of two years following the
layoff or reassignment and for which the Association member is qualified.

8:4 Probationary Status

A.

New employees in Association positions shall be considered probationary employees for the
first ninety (90) days of employment. At the discretion of the Superintendent, a probationary
period may be extended for an additional thirty (30) days based on reasons such as extended
absence from the job or a change in the Association member’s supervisor.

The purpose of the probationary period is to provide a reasonable period of time for an
employee to learn the fundamental requirements of the position, and for management to
assess an employee’s potential for successful performance in the position.

The Superintendent may dismiss an employee during the initial probationary period for any
reason. An employee who was employed with the District immediately prior to assuming a
new position may be returned to his or her former position or a comparable position if such
a position is available.

8:5 Discipline

A.

The Association recognizes the right of the Nashua School District to discipline or discharge
employees for cause. Discipline shall be corrective in nature and ordinarily utilized
progressively, and shall follow due process. Progressive disciplinary actions normally follow
the following order:

(1) Verbal Warning

(2) Written Warning

(3} Suspension without pay
(4) Termination

The severity of any particular infraction may warrant an immediate disciplinary consequence
at a higher level, up to and including termination.

All disciplinary actions shall be documented and signed by both parties. The original will be
placed in the employee’s personnel folder in the Human Resource office.

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D. Ail disciplinary actions are subject to appeal following the grievance procedure outlined in
Article XII.

Resignations and Retirements

Unless for health reasons, Association members shall provide no less than thirty (30) calendar days
notice of resignations and retirements.

ARTICLE IX

Performance Appraisals

All evaluations and job performance appraisals will be in accordance with the evaluation and
performance forms and procedures adopted jointly by the Joint Labor Association with
representation from both Administration and Union. The evaluation and job performance appraisal
process shall include establishing performance goals for the ensuing year.

Association members shall have the right to comment on any material contained in their respective
personne! file and their comments shall be affixed to the pertinent material.

In those instances when an employee’s job performance consistently fails to meet minimum
performance expectations despite prior counseling and/or warnings from the employee's supervisor,
the employee may be placed on a written plan of remediation. During the time frame when the
employee is on written plan of remediation, no annual wage percentage increase will be rewarded.
Failure of the employee to meet the requirements for improvement in performance outlined in the
plan may result in discharge (termination) from employment.

The Association and the District will create a joint labor management committee to create a rubric
to be used for employee evaluations.

ARTICLE X

Terms and Conditions of Employment

Work Year
A. All Association members shall work the days listed in Appendix A.
B. As a professional, all Association members are expected to devote to work the time

necessary to accomplish the task at hand which may include meetings, conferences,
programs and/or workshops which extend or are beyond the normal eight hour work day.

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Discrimination

There shall be no discrimination against any Association member because of legally permissible
Association activities or because of membership in the Association, or because of the filing or
processing of any grievance under this contract.

Benefits for Part-Time Administrators

Administrators who are employed by the school district on less than a full-time basis shail be entitled
to the following benefits prorated in the ratio the administrator's work day/work year is to the work
day/work year of a full-time administrator:

5:2 Course Tuition Reimbursement;
5:5 Longevity {see Appendix B);

7 Vacation;

7:2 Holidays;

7:3 Sick Leave;

7.4 Sick Leave Bank;

7:5 Personal Day

Administrators who are employed by the schoo! district on less than a full-time basis shail also be
entitled to severance pay and life insurance, the calculation of which already reflect the
administrators’ part-time status.

ARTICLE XI
Association Representatives

Official List of Nashua Association of School Administrators and Supervisors Representatives
The Association shall furnish the Board with a list of its officers and shall as soon as possible notify
the Board in writing of any changes. No Association Representative shall be recognized by the Board
except those designated in writing by the Association.

ARTICLE XIl

Association Privileges and Responsibilities

Fair Practice
As exclusive representative, the Association shall not preclude from membership any person in the

unit described in ARTICLE |. The Association will represent equally all persons described in ARTICLE |
without regard to membership in, participation, or activities in the Association.

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Recognition of Local Organization Representative

The Superintendent shall recognize the Association President and/or a person designated by the
President in writing as the official representative of the local organization.

Distribution of Materials - Mail Boxes

Officers of the Association shall have the right to use reasonably the Administrative Office and/or
school maii boxes for distribution of Association material provided such materials are directly related
to Association business and are not in violation of any laws, rules, regulations or school policies.

Association Meetings

The authorized representative of the Association shall have the right to schedule Association
meetings in a school building before or after regular work hours as iong as such meetings do not
interfere with any school business, acitvities or functions.

Protection of Individual and Group Rights

Nothing contained herein shall be construed to prevent the Board, a member of the Board, or its
designated representatives from meeting with any administrator for expression of views. Nothing
contained herein shal! be construed to prevent any person from informally discussing any dispute
with the immediate superior or processing a grievance on the person's own behalf in accordance
with the Grievance Procedure set forth in Article XIII. None of the provisions of this agreement for
its duration shall be changed or modified without the mutual written consent of the Board and the
Association. Nothing contained herein shail be construed to permit an organization other than the
Association to appear in an official capacity in the processing of a grievance.

Leave for President

The President of the Association or designee shall be granted one day paid leave per fiscal year to
attend AFSA, AFL-CIO conferences.

ARTICLE XIll
Grievance Procedure and Resolution of Complaints

Both parties to this agreement encourage employees to bring forward concerns about work-related
issues to their supervisors, with the hope that direct communication and constructive conversations
can lead to the informa! resolution of disagreements at the lowest possible level. However, should
an employee be unable to resolve a concern with his or her supervisor, the grievance procedure
outlined in this article shall be followed.

The purpose of this article is to establish a procedure for the settlement of grievances which involve

an alleged violation of a term or provision of this Agreement, or which involve a perceived violation
of work place conditions. All such grievances will be handled as follows:

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A grievance must be filed within ten (10) working days of its occurrence or within ten (10) days of the
date the employee, by reasonable diligence, should have known of its occurrence, The grievance
must be submitted to the next step within the time limits provided or it will be considered settled. A
grievance once settled at any one of the following steps shail not be further subject to the grievance
procedure.

Grievances shall be processed in the following manner:

Step1 Any Association member who has a grievance shall, with or without an Association
Representative, discuss it first with the immediate supervisor, in an attempt to resolve the
matter at this level. A decision shall be rendered within ten (10) working days.

Step 2 An unfavorable decision under Step 1 may be formally appealed to the immediate
supervisor within ten (10} working days. The appeal must be in writing on the grievance
form as provided by the Association. The immediate supervisor shall render a decision
within ten (10) working days.

Step3 An unfavorable decision under Step 2 may be appealed to the Superintendent within ten
(10) working days. The Superintendent shall render a decision within ten (10) working
days.

Step 4 —_ An unfavorable decision under Step 3 may be appealed to the Board of Education within
ten (10) working days. The Board shall render a decision within twenty (20) working days.

Step5 If a grievance involving the interpretation or application of a specific provision of this
Agreement has not been settled after being fully processed through the grievance
procedure above, then the Association may submit such grievance to arbitration by giving
written notice thereof to the Board not later than ten (10) working days after the
compietion of Step 4. The grievance shail be considered as having been settled at Step 4,
unless it is so submitted to arbitration within such time limit.

The choice of the Arbitrator shall be by agreement of the parties. However, if such
agreement has not been reached within ten (10) working days after the receipt of such
written notice submitting the grievance to arbitration, the grievance may be referred by
the Association to the New Hampshire Public Employees Labor Relations Board for the
selection of an arbitrator in accordance with the applicable rules of said Board. Any
arbitration hereunder shall be conducted in accordance with such rules, subject to the
provisions of this Agreement. Determinations and decisions set forth by said arbitrator
shall be fina! and binding upon the parties. Each party to the arbitration shall assume its
own expenses and an equal share of the expenses of the arbitrator.

Grievance Mediation: Either party may submit to the other a request for Grievance Mediation.
Grievance Mediation can only take place by mutual agreement at any time during the grievance
procedure. The parties will agree mutually on the mediator. This does not preclude mediation
occurring the day of arbitration nor using the arbitrator as the facilitator. Should Grievance
Mediation occur, the parties shall agree to a time extension for the following steps.

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Failure of the administration to render a decision within the time limits shall permit the grievant to
proceed to the next step. The grievant shall continue to observe the rules and regulations of the
District while the grievance is pending. A grievant shail have all rights provided by RSA 273-A relative
to the processing of grievances.

ARTICLE XIV
Negotiations and Printing of Agreement

Up to five (5} Association members shall be allowed reasonable time off during regular working
hours, without loss of pay, for the purpose of collective bargaining. No overtime or other premium
pay shall be paid for time spent in collective bargaining.

Negotiations shail be conducted in accordance with N.H. RSA 273-A.

The District agrees to pay for the cost of printing copies of this Agreement for each Association
member. The Association agrees to distribute a copy of this Agreement to each Association member
presently employed by the District.

ARTICLE XV

Duration of Agreement

The provisions of this agreement shall become effective as of July 1, 2020 unless otherwise specified
and shall continue and remain in full force and effect to and including June 30, 2021 when it and all
provisions and benefits therein shall expire unless an extension is agreed to by both parties and
expressed in writing prior to such date.

The Board and the Association agree to begin negotiation of a successor agreement concerning
wages, hours and other terms and conditions of employment no later than January 1, 2021.

15:2. IN WITNESS WHEREOF the parties hereto have caused this Agreement to be signed by their
respective presidents.
NASHUA BOARD OF EDUCATION NASHUA ASSOCIATION OF SCHOOL ADMINISTRATORS &
SUPERVISORS
Heather Raymond David Rauseo
PRESIDENT PRESIDENT
Dated Dated

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APPENDIX A
Salary Schedule
Beginning July 1, 2020

The following are the school administrator and supervisor positions who are members of the Nashua
Association of School Administrators & Supervisors.

Position Hours/week
Position Title Type FY20-21 And
Days/Year
Director of Technology A 1.5% 40/260
Director of Plant A 1.5% 40/260
Operations
Director of Food Services A 1.5% 40/260
Director of A 1.5% 40/260
Transportation
Director of Guidance {2} A 1.5% 40/260
Director of Special A 1.5% 40/260
Education
Director of Athletics A 1.5% 40/260
Director of A 1.5% 40/260
Adult/Cammunity Educ.
Director of CTE (2) A 1.5% 40/260
Director of ELL/Student A 1.5% 40/260
Services
Director of Title One A 1.5% 40/260
Services
Director of A 1.5% 40/260
Communications
Assistant Director of A 1.5% 40/260
Special Education
Assistant Director of A 1.5% 40/260
Special Education
Assistant Director of A 1.5% 40/260
Plant Operations
Assistant Director of A 1.5% 40/260
Plant Operations Safety &
Security
Assistant Director of A 1.5% 40/260
Business
Assistant Director of A 1.5% 40/260
Technology

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Hours/week

Position Title Poston FY20-21 And
ype Days/Year

Custodial Supervisor S 1.5% 40/260
{Elem.}
Custodial Supervisor (MS) S 1.5% 40/260
Business Services A 1.5% 40/260
Manager
Office Manager (SPED) S 1.5% 40/260
Office Manager S 1.5% 40/260
(Technology)
Office Manager [Title S 1.5% 40/260
One}
Coordinator of 21* A 1.5% 40/260
Century
Coordinator of A 1.5% 40/199
Brentwood Program
Coordinator of SPED A 1.5% 40/260
Preschool
Coordinator, Out of A 1.5% 40/260
District Placement
Systems Administrator (4) N 1.5% 40/260
Assistant Systems N 1.5% 40/260
Administrator
Assistant Systems N 1.5% 40/260
Administrator (9)
Data Analyst (3) N 1.5% 40/260
Food Service Business § 1.5% 37.5/200
Manager
Food Service Site S 1.5% 37.5/196
Coordinator (6)
Instructional Leader N 1.5% 40/199
Attendance Officer N 1.5% 40/190
Student Information N 1.5% 40/190

Coordinator

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