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September 10, 2021 Page 5
20210910 Bridge St E Hollis St Nashua Sanborn Head Amend 1.docx 4381.00

Soil samples from the test borings will be submitted for geotechnical laboratory testing as
follows:

= Grain size analysis (ASTM D6913) - 3 samples;
m» Standard Proctor moisture/density test (ASTM D698) - 1 sample; and,
» California Bearing Ratio (CBR) test (ASTM D1883) - 1 sample.

Task FD5 - Geotechnical Engineering and Report

Sanborn Head will prepare a geotechnical engineering report that summarizes the
subsurface exploration, subsurface conditions encountered, and our recommendations for
foundation design and earthwork construction. The geotechnical engineering report will
include an exploration location plan, logs of test borings, and laboratory testing reports.
The narrative of the report will include:

=» Description of the existing site conditions and proposed project;
= Description of subsurface conditions encountered during the explorations;
=» Foundation type and net allowable bearing capacity for mast arm foundations;
=» Pavement design recommendations;
= Design soil infiltration rate;
= Slope design criteria for cut and fill slopes;
=» An evaluation of the need for temporary dewatering (if any);
=» Segmental retaining wall design criteria for use by third party wall designers, and
» Earthwork procedures including fill material specifications and compaction
requirements.
Task FD6 - Meetings

We included an allowance for three meetings to be attended by the Sanborn Head
Principal-in-Charge or our Project Manager at the offices of McFarland Johnson in Concord,
NH during the Final Design phase.

Construction Documents and Bid Assistance

We will assist McFarland Johnson in the preparation of project specifications and
environmental pay items as follows.

Task CD1 - Special Provision Specifications and Pay Items

We assume that Sanborn Head will prepare the following Special Provision specifications
as needed to amend the NHDOT Standard Specifications for Road and Bridge Construction:

=» Prosecution of Work (as it relates to environmental soil management);

=» Soil Management Plan (project-specific revisions to NHDOT Generic SMP);

s Item 203.38 - Excavation and Off-Site Disposal of Asbestos-Contaminated Soil;
s Item 697.21 - Health and Safety Plan; and

SANBORN HEAD

e Fiscal Year 2022 (7/1/21 — 6/30/22): 3.0%
° Fiscal Year 2023 (7/1/22-6/30/23): 3.0%

PROMOTIONS:

The Chief of Police may at his/her discretion set the compensation for the selected employee at a higher
amount than is set forth in Schedule B based upon the employee's new grade assignment (if any), years
of relevant experience and employee’s current wage level. The probation period is six (6) months unless
otherwise specified in this Agreement.

DEMOTIONS:

Demotions may be voluntary or by administrative directive. Compensation shall be determined by crediting
the employee with the number of years spent at the higher grade and the new grade assignment (if any),
and considering the wages of other Department employees in the same labor grade.

CROSS-TRAINING, CAREER DEVELOPMENT PROGRAM, SCHOOLS, & TEMPORARY
ASSIGNMENTS:

A. Cross-Training/Temporary Assignments: An employee may be transferred to assume the
duties and responsibilities of a position classified higher or lower than his/her current position due
to cross-training, the department's Career Development Program, or to temporary assignmenis to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

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B.

C.

Permanent Assignments: An employee may be assigned to assume the duties and
responsibilities of a position in addition to his/her 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.

Temporary Assignments Beyond 120 Days:

1. Under normal conditions, the cross-training or temporary assignment will not exceed 120
continuous days unless otherwise authorized by the Chief of Police.

2. Higher Labor Grade: If the cross-training/temporary assignment continues beyond the 120
continuous days and the employee continues to work in a higher classified position, he/she will
be paid a wage difference equal to not less than five percent (5%) of his/her annual
compensation (pro-rated).

School Attendance: 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 ona 5 &
2 System shall receive not less than their regular rate of pay during such attendance.

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DAW —JOB-ATLES
SCHEDULE A
JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status
Domestic Violence Victim Advocate 14 Non-Exempt
Secretarial Superviser— 11 Exempt
DetectivesAdministrative Supervisor
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 12 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt
System Suppor SpecialisilT Programs 4313 Ner-
Administrator & Instructor ExemptExempt
Fleet Maintenance Supervisor 14 Non-Exempt
Co-Emergency Manager/Community Policing 15 Exempt
Coordinator
It Network Administrator 15 Exempt
Communications System Engineer/Technician 15 Non-Exempt
Records & Communications Manager 16 Exempt
Police Attorney / Full-Time 16 Exempt
Police Attorney / Part-Time 16 Exempt
It Manager / Software Specialist 17 Exempt
Radio Systems Manager / Part-Time 17 Exempt

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Schedule B
Schedule B

UFPO Hiring / Promotional Range

Wage Increases:
e Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%
e__ Fiscal Year 2020 (7/1/19 — 6/30/20): 2.50%
e Fiscal Year 2021 (7/1/20 — 6/30/21): 2.25%
oe __ Fiscal Year 2022 (7/1/21 — 6/30/22): 2.50%
9__ Fiscal Year 2023 (7/1/19

FY2019: 2.25% FY2020: 3.0%
Labor Grade | Minimum Maximum Labor Grade Minimum Maximum
10 $40,990.00 | $58,637.67 10 $40,990.00 | $60,396.80
11 $45,739.00 | $65,555.81 11 $45,739.00 | $67,522.48
12 $49,407.00 | $70,900.81 12 $49,407.00 | $73,027.83
13 $53,747.00 | $77,223.38 13 $53,747.00 | $79,540.08
14 $58,690.00 | $84,424.17 14 $58,690.00 | $86,956.90
15 $63,385.00 | $91,177.92 15 $63,385.00 | $93,913.26
16 $68,456.00 | $99,888.00 16 $68,456.00 | $102,884.64
17 $73,932.00 | $110,816.00 17 $73,932.00 | $114,140.48

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FY2021: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $62,208.70
11 $45,739.00 | $69,548.16
12 $49,407.00 | $75,218.67
13 $53,747.00 | $81,926.28
14 $58,690.00 | $89,565.60
15 $63,385.00 | $96,730.66
16 $68,456.00 | $105,971.18
17 $73,932.00 | $117,564.69

FY2023: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $65,997.21
11 $45,739.00 | $73,783.64
12 $49,407.00 | $79,799.49
13 $53,747.00 | $86,915.59
14 $58,690.00 | $95,020.15
15 $63,385.00 | $102,621.55
16 $68,456.00 | $112,424.82
17 $73,932.00 | $124,724.38

ARTICLE 2823

FY2022: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $64,074.97
VW $45,739.00 | $71,634.60
12 $49,407.00 | $77,475.23
13 $53,747.00 | $84,384.07
14 $58,690.00 | $92,252.57
15 $63,385.00 | $99,632.57
16 $68,456.00 | $109,150.31
17 $73,932.00 | $121,091.64

4, li the empl is on an unpaid leav n

Longevity payments received by employees shall be added to their total annual wages for computation of
overtime rates and paid in accordance with the regulations of the Fair Labor Standards Act.

lf employees retire, longevity payments will be prorated by month based on the actual length of service.
Employees must work at least 15 calendar days in any month to receive credit for that month.

Two weeks prior to the employee's anniversary date, the employee can request that this longevity payment
be deposited into a 457 Retirement Plan provided that the employee has a 457 Retirement Plan set_up

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ARTICLE 2422
WORK SCHEDULES

ATTENDANCE:

The effectiveness and efficiency of the Nashua Police Department require that employees report promptly
for duty. Employees shall report to work at the appropriate starting time and shall devote their entire
efforts to Department business during scheduled working hours. Unapproved or unexcused absences or
tardiness is unacceptable and will result in appropriate disciplinary action.

WORK SCHEDULE:

A. Anemployee’s work schedule is determined by the Chief of Police or designee based on the
operational needs of the City/Department. The Department has the right to make changes in
work schedules and assignments, as it deems necessary.

B. The Department shall make every attempt to notify affected employees in advance whenever
possible.

C. This Articles does not limit employees requesting any changes to their work schedules, based on
temporary or permanent person needs, to their appropriate Bureau Commander or designee;
however, the Department reserves the management right and authority to determine employees’
schedules based on operational needs of the City/Department.

TIME WORKED:

The following types of leave are all considered time worked for the purpose of calculating overtime.

| Admin Leave w/Pay | Bereavement WG Pending | Holiday
Jury Duty Bereavement Sick Day Owned Personal Day NOT from Sick
Personal time Military Leave Personal Day from Sick , Sick Emergency Leave
Sick Family Member Regular Duty Sick ~ Excused , Special Assignment
Special Personal Day | Sick Time ~~ | Sick — Sick Bank Swap Off Self
Time Coming Taken | Suspendedw/Pay | Swapoff. == =~—_| Training Instructor
Training Order Not OT | Train Off Trainee §+~—_| Vacation emergency Leave

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|

ARTICLE 2522A
EXCHANGE OF WORKDAYS

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.

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.

The number of swaps allowed per individual shall be limited to ten per quarter if approved in
advance by his supervisor/oureau 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.

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, training
conducted by the department, cause the need to hire overtime, and if paid back within six (6)
months.

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.)

The swap of either employee involved does not result in an employee working more than 16 hours
in one work day;

The swaps do not result in interference with scheduled iraining or otherwise interferes with other
duties or assignments or the operations of the department;

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;

No additional swaps will be allowed for the original swap date; and

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.

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