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F. Birthday Rule: Employees who are married to another employee of the city who also subscribes
to a plan will be subject to the birthday rule. The birthday rule states, whichever spouse’s birthday
falls first in a calendar year, is designated as the subscriber to any health plan.

JOINT LABOR/MANAGEMENT COMMITTEE: For the duration of this Agreement, either party to the
Agreement may request that a joint Labor/Management Committee be convened to consider the
performance of the aforementioned plans, any changes thereto.

CITY CONTRIBUTIONS:

A. For eligible members, effective upon signing of this agreement and thereafter the City shall
contribute 80% of the premium of option (a). All plans offered by the City under option (a) Health
Maintenance Organizations (HMO), shall have the following minimum co-pays:

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).

ENROLLMENT: New employees who wish to enroll in a health insurance program must enroll in one within
the first thirty (30) days of employment. Current employees who want to change their carrier or to subscribe
to another program can only do so during an annual “open enrollment” period or as otherwise provided.

ANNUAL AUDIT: The City of Nashua hereby agrees to conduct a yearly loss ratio analysis of all Health
Insurance plans offered to employees and return all employee overpayments in the form of a Health
Insurance Premium Holiday at the completion of the analysis.

LIFE INSURANCE

GENERAL POLICIES: Employees who work at least thirty (30) hours per week may participate in the term
life insurance program. The benefit is equal to one and a half (1.5) times an employee’s annual base pay
with the City paying one hundred (100%) percent of the premium.

OPTIONAL TERM LIFE: Optional term life is available at full cost to the employee.

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WHOLE LIFE: Whole life is available at full cost to employees who work twenty (20) hours or more per
week.

DENTAL INSURANCE

CONTRIBUTIONS: The City will pay one hundred (100%) percent of the premium for a one- or two-person
dental plan such as Delta Dental. Employees electing to participate in a family plan will pay the difference
between the cost of a two-person and a family plan.

PART-TIME EMPLOYEES: Regular part-time employees working a minimum of twenty (20) hours per
week are eligible to enroll on a pro rata basis.

HIGH OPTION PLAN: Those employees covered by Dental Insurance under this article may elect to
participate in the High Option Plan available through Delta Dental. The employee shall be responsible for
paying the full additional premium cost for the High Option Plan.

OPEN ENROLLMENT: Employees who wish to change carriers may do so during open enrollment.

LONG TERM DISABILITY (LTD)

Employees who are covered by this Agreement may be eligible for Long-Term Disability under the City’s
Long-Term Disability Plan in accordance with the provisions thereof as the same may be amended from
time to time. There shall be no cost to the employee for this benefit.

SHORT TERM DISABILITY

The City of Nashua will offer Short Term Disability coverage to all employees covered under this CBA.
Participation in this program will be completely optional and funded entirely at the employee's expense.

SICK-LEAVE & SICK LEAVE BANK

TRANSFERS FROM ANOTHER OUTSIDE BARGAINING _UNITOR-OTHER-CI-YDEPARTMENT:

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Eullti me-omp ford ther! . . ide-of-the D
from-anether City Deparmentwithout any breaks in Gity semice wil be permitted to retain their sick loave
accrual-balances.-Hewever-_iheywill net be_permited te-use_themtas_sick_ days under this-_articie untit
completion of sh16} menths_of continuous Deparmentemployment

FULL-TIME EMPLOYEES:

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2. Part-Time-Employees-hired-on-or-after September 16,-2003:—For empleyees hired on_or
ynused-sick-leave-balance accrued up te the date of retirementideath.

ARTICLE 17
SICK LEAVE & SICK LEAVE BANK

TRANSFERS FROM ANOTHER OUTSIDE BARGAINING UNIT OR OTHER CITY DEPARTMENT:

Full-time and part-time employees who transfer from another bargaining unit outside of the Department or
from another City Department without any breaks in City service will be permitted to retain their sick leave
accrual balances. However, they will not be permitted to use them as sick days under this article until
completion of six (6) months of continuous Department employment.

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FULL-TIME & PART-TIME EMPLOYEES:
A._ Accruals per Month & Year:

1. Sick leave is accumulated at +25 (10 hours}-days per month for the full time employee as
defined in Article 3Q 40-houra-weel_empleyes provided the employee has been employed
pHerto-and-ineludingon -the 15' of the month. Total accumulation per year is 15 days (120)
hours for the 49-hour-a. full-time employee.

2. Part-Time Eemployees, as defined in Article 3P-vhe-werktess than 40 hours per week shall
receive prorated sick day accruals based on hours in a normal work day and will reach

maximum accrual caps based on full-time accruals for employees.

B. Sick Leave Deductions: For the purposes of this article, a one-day sick leave deduction shall be
the employee’s normal work day hours.

C. Maximum Accruals:

® Employees Hired Prior to 9/16/03:
® Employees can accrue up to a maximum of 1080 sick leave hours.

° Employees hired on or after 9/16/03:
@ Employees can accrue unlimited sick leave hours.

D. Death Payments _For Full-Time_& Rart-Time-EmpleyeesPayment on Death, Retirement, or
Resignation {after 15 years of service for resignations):

Employees Hired Prior to 9/16/03:

e Anemployee will receive 100% of the employees’ sick leave accrued balance; however, the
total payout will not exceed a total of 720 hours. (Payable to the beneficiary in case of

death.)

Employees hired on or after 9/16/03:

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e Anemployee will receive 20% of the employees’ sick leave accrued balance; however, the
total payout will not exceed a total of 720 hours. (Payable to the beneficiary in case of death.)

In the event of the death of an employee, the employee’s beneficiary (as specified in writing by the

employee on an approved form — Appendix B “Designation of Beneficiary Form”) will be entitled to

the payout as outlined above (accrued up to the date of death, calculated at the current rate of pay).

100S--of the-employee’s_sick leave balance {subject to the_madmum_acerual of 726 hours}

accrued. upte the date of death_calculated-atthe-currentrate-of- pay.—If a deceased employee has
not designated a beneficiary, the accrued sick leave will be paid the employee's estate.

In the event of retirement-or resignation (after 15 years of service for resignations) the employee
will be entitled to the payout as outlined above (100% ef the employee's siclteave balance (subject
to the- maximum-_accrual of 720 hours) (accrued up to the date of retirement or resignation,

calculated at the current rate of pay).

GENERAL SICK LEAVE POLICIES:

A.

B.

C,

Completion of Probationary Period: A newly hired Department employee is not entitled to
payment for sick leave until completion of a six-month probationary period, and such payments
may not be applied retroactively.

Payment for Accrued Sick Time: Employees must have the appropriate time accrued before use
of paid sick time is approved. At no time shall an employee be paid sick time if it has not yet been
accrued,

Unpaid Leave of Absence: During an unpaid leave of absence, an employee does not accrue
any sick time.

USE OF SICK LEAVE:

Employees taking sick leave are required to follow the procedures as specified in the Department's Rules
and Regulations Manual.

LOSS & REINSTATEMENT OF SICK LEAVE:

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Loss of Sick Leave: Except in the case of death, accrued sick leave shall be lost if the employee
resigns, is discharged, released, or laid off.

Reinsiatement of Sick Leave: An employee who resigns but returns to employment within three
(3) years will have his or her sick leave balance reinstated.

. Personal Yearly Sick Bank: -—Employees-Hired-Prior-to-September-16,-2003:—Employees
fired prietie September 16,2003, who are subject to a sick leave accrual cap as outlined under
this Article, shall be allowed to accrue beyond the cap during a calendar year.

1. At the start of every new year, the sick leave accrual balance will be brought back to the
employee’s maximum accrual amount as outlined under this Article. Beginning in January of
every year, employees will be able to again accrue sick days as outlined in this Article over and
above their cap during the applicable calendar year, and the process will begin again.

2. Said accrued sick leave days over the specified cap shall at no time be allowed to carry into
the ensuing calendar year.

. Abuse of Sick Leave — First Offense: Full-time employees, who abuse sick leave, shall forfeit
80 hours (for 40-hour-a-week employees), 75 hours (for 37 1/2 hour-a-week employees), or 70
hours (for 35-hour-a-week employees) of accrued sick leave for a first offense. (if the entire 80,
75, or 70 hours as specified previously cannot be deducted from the accumulated total due to the
accrual amount, the negative balance will be carried over until the entire 80, 75, or 70 hours can
be deducted.) Part-time employees, who abuse sick leave, shall forfeit accrued sick leave for a
first offense prorated based on full-time forfeitures contained within this paragraph.

Abuse of Sick Leave - Second Offense: For the second offense, full-time employees shall forfeit
96 hours (for 40-hour-a-week employees), or 90 hours (for 37 1/2-hour-a-week employees), or 84
hours (for 35-hour-a-week employees) of accrued sick leave. (If the entire 96, 90, or 84 hours as
specified previously cannot be deducted from the accumulated total due to the accrual amount, the
negative balance will be carried over until the entire 96, 90, or 84 hours can be deducted.) Part-
time employees, who abuse sick leave, shall forfeit accrued sick leave for a second offense
prorated based on full-time forfeitures contained within this paragraph.

DEATH REHREMENT RAYMENTS FOR-FULL-HME- EMPLOYEES:

Upon-retirementtrem-the City orin the event ofthe death of an-employee,-the-empleyee-orthe-ompleyee’s
beneficiaryas_specified in writing by the employee-on-an-approvedtonn—Appendix-C—Designation-_of
Beneficiary Form} will be entitled to a percsentage-as_specified below of the unused balance of sick leave,

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SICK LEAVE BANK:

All non-probationary full-time and part-time employees covered under this Agreement shall maintain and
contribute to a Sick Leave Bank on a voluntary basis from their unused sick leave accrual balance
(Appendix BC — “Sick Bank Transfer Form”). A Sick Leave Bank Committee appointed by the Union shall
establish the rules, standards, and procedures of the Sick Leave Bank.

Said rules, standards, and procedures shall be provided to and approved by the Chief of Police before
implementation and operation of the sick Leave Bank by the Union. Once the rules, standards, and
procedures have been approved, the Sick Leave Bank usage shall not be subject to the grievance
procedure.

Employees shall hold harmless the Commission, the Department, and the City for any decisions made by
the Sick Leave Bank Committee once installed.

ARTICLE 18
BEREAVEMENT LEAVE

DEFINFHONS:

B.—_Tthe Ghiefs “Designee"is-a Deputy-Chief orthe Bureau-Commander_tn the absence of a Deputy
Ghietorthe Bureau -Gommander the Ghiefs_designee-maybethe-Divisional Superser_tn the
absence-of the-Divisional-Supemiser,the-Chiefs-designee may be the First Line Supervisor.

b.—_Who-wasivinginthe-same household asthe-employee- atthe time of death-and

sd attor the notiontion af tro death, por econroree shall be pommived to a tenulac ulti omployoc and
areguiar part-time employee fora death of a member othe immediais family of an employes.

Empleyees-are_ alowed one 4} Bereavement Dayjorthe death ofan-empleyed's-ortheispeuse's-auak
uncle cousin, niece_and nephew—_Sueh day weuld be coded as _ Bereavement Sick_and deducted trom
empleyee's-siek time_tHhe ompleyee- dees_net have available sick-time,tne-employeeis-netentitedio
Bereavement Sick Bereavement sick will not-have-a-negative impacten-annual-evaluations:

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September 10, 2021 Page 4
20210910 Bridge St E Hollis St Nashua Sanborn Head Amend 1.docx 4381.00

Task FD2 - Asbestos Disposal Site Work Plan

In the event that the environmental field exploration identifies asbestos-containing soil in
the project area, Sanborn Head will prepare a project-specific ADS Work Plan for approval
by the NHDES to comply with the state asbestos regulations in Env-Sw 2100. The ADS
Work Plan will include the information required by the regulations such as contact
information for the City, project description, schedule, summary of work, required
qualifications and training for project personnel, health and safety procedures for handling
of asbestos-contaminated soils during construction, and project notifications and
reporting. The ADS Work Plan, if needed, will become part of the bid documents for the
project.

In estimating the level of effort required for the ADS Work Plan, we assume that the volume
of asbestos-contaminated soil in the project area is limited such that asbestos-
contaminated soil encountered will be disposed off-site at the City’s Four Hills Landfill,
which is permitted to receive asbestos contaminated material. We did not included costs
for engineering needed for design of permanent on-site asbestos disposal sites within the
right-of-way, nor costs for obtaining a waiver from the NHDES to allow on-site disposal in
the event that the volume of asbestos-contaminated soil is significant. We can provide such
services if needed as an additional service for an additional fee.

Task FD3 - Coordination with NHDES on ADS Work Plan

We included an allowance of 20 hours for coordination with the NHDES during review of
the ADS Work Plan and responding to their comments to achieve approval of the ADS Work
Plan.

Task FD4 - Geotechnical Subsurface Exploration and Laboratory Testing

Prior to the geotechnical subsurface explorations, we will prepare a proposed geotechnical
boring location plan for review by the project team. Upon acceptance, we will layout the
proposed boring locations in the field and notify DigSafe to obtain utility clearance. Test
boring locations will be selected by Sanborn Head to avoid existing underground utilities,
which may result in certain borings being drilled up to 30 feet from proposed mast arm
foundation locations.

We included three days of geotechnical test borings to complete 6 to 8 test borings to
depths between 15 and 25 feet, and an additional 2 test borings to a depth of 12 feet for 2
borehole infiltration tests. Split-spoon soil samples will be collected at 5-foot depth
intervals or more frequently at the discretion of the geotechnical engineer. We included an
allowance for police details with a cruiser for up to three days during this work.

The test borings will be observed on a full-time basis by an engineer or geologist from
Sanborn Head who will collect soil samples and prepare logs of the subsurface conditions
encountered. We assume this field work will be observed by a New Hampshire Asbestos
Disposal Site Certified Worker.

SANBORN HEAD