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B,

Permanent Replacement: Unless otherwise designated by State or Federal law, after the 18-
month period if the person is still unable to return to his/her position, he/she shall be deemed to be
unable to return to work. The person will be released, and the position may be filled permanently.
if the employee becomes employable after the 18-month period, he/she may apply for any vacant
position within the Department for which he/she is qualified for.

ARTICLE 3027
VACANCIES

GENERAL POLICY:

It is a policy of the Nashua Police Department to employ the best candidates possible through positive
recruitment and selection to ensure a lower rate of personnel turnover, fewer disciplinary problems, higher
moral, better community relations, and more efficient and effective services. The recruitment process will
be consistent with City and Department procedures and Federal and State laws.

FILLING VACANCIES WITH CURRENT EMPLOYEES:

A,

D.

Opportunity to Apply: When filling vacancies for positions covered by this Agreement, current
employees will be given the opportunity to apply for the position through a City Posting, to be
evaluated for consideration purposes, and to participate in testing procedures if applicable.

Promotions: (Cite Article 21 — Wages for policies.)

Demotions: Employees may apply for vacant positions lower than their current grade, which would
be considered a demotion. (Cite Article 21 — Wages for policies.)

Unsatisfactory Performance: Should the employee's performance be unsatisfactory any time
during the six-month period, the Chief of Police may:

Extend the probationary period for an additional 6 months;

Permit the employee to bid on another vacancy for which he/she is qualified, or,

Return the employee to the position which he/she left if still vacant, or,

« To terminate the employee from employment with the Nashua Police Department.

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ARTICLE 3128
WORK POLICIES & REGULATIONS

GUIDELINES FOR DEPARTMENT OPERATIONS:

It is the policy of the Nashua Police Department to provide certain guidelines to insure efficient Department
operations. Civilian employees must comply with all applicable chapters or sections within the Nashua
Police Department Rules & Regulations Manual or other written or unwritten procedures/policies.

STANDARDS OF CONDUCT:

Civilian employees are subject to the Nashua Police Department's Disciplinary System and Internal
Affairs Investigations for any complaints/allegations relating to a criminal offense; neglect of duty; a
violation of Department/City policies, rules, procedures or ordinances; or conduct, either on or off duty,
which may tend to reflect unfavorably upon the employee, City or Department.

ARTICLE 3229
RETIREMENT SYSTEM

Employees who work thirty-five (35) hours or more per week are mandated to join the NH Retirement
System (NHRS).

ARTICLE 3339
SENIORITY

DEFINITIONS:

A. City Seniority: “City seniority” is defined as continuous service either from the date of hire or
rehire and is used for accrual purpose only.

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HMMH

700 District Ave, Suite 800
Burlington, Massachusetts 01803
781.229.0707

www.hmmh.com

September 27, 2021

Christine Perron
Senior Environmental Analyst
McFarland Johnson

Subject: Air Quality Conformity/NEPA Support City of Nashua
Reference: HMMH Proposal Number P21-0240

Dear Christine:

Harris Miller Miller & Hanson Inc. (HMMH) is pleased to provide McFarland Johnson with this proposal to
conduct an air quality study for the Proposed Action to address National Environmental Policy Act (NEPA)
and Transportation Conformity. HMMH will provide the air quality analysis as described below.

SCOPE OF WORK

The assessment will be conducted consistent with the National Environmental Policy Act (NEPA) including
all Federal Highway Administration (FHWA), Environmental Protection Agency (EPA), and New Hampshire
Department of Transportation (NHDOT) regulations and guidance.

1. Task 1: Traffic Data Collection

HMMH will work with the traffic engineers during their analysis to ensure appropriate traffic data are
collected for use in the air quality study.

For the carbon monoxide (CO) analysis, which is detailed below, traffic will be needed for the East Hollis
Street, Bridge Street and Ferry Street including the intersections within the study area for the Existing,
Opening and Design Year conditions including the No-Build and Build Alternative. The traffic data needed
consists of peak AM and PM hourly volumes and level of service (LOS) for the signalized intersections.
Turning movement figures along with intersection signal timing and average daily traffic (ADT) volumes
should also be included.

2. Task 2: Applicable Level of Pollutants

A project level analysis is typically conducted for operational emissions of carbon monoxide (CO),
Particulate Matter, mobile source air toxics (MSATs), volatile organic compounds (VOCs) and nitrogen
oxides (NOx). The scope of work for each pollutant is project specific and based on expected traffic
volumes (which have not been completed) and the EPA attainment status of the study area. The Project
is located in Hillsborough County which is designated as attainment for all criteria pollutants except the
2010 sulfur dioxide standard and carbon monoxide(see below).

Sulfur Dioxide: All or parts of Hillsborough, Merrimack, and Rockingham counties are designated non-
attainment for the 2010 sulfur dioxide standard. However, this status only covers the towns of Candia,
Deerfield and Northwood, which are outside the project area; therefore, Conformity for SO2 does not

apply.

B. Department Seniority: “Department seniority” is defined from either the date of hire or transfer
into the Department and shall be given due consideration with regard to choice of vacations and
layoffs.

SENIORITY POLICIES:

A. Conflicts: in the event of a conflict, the last names of the two parties shall be considered
alphabetically and placed accordingly. Such placement shall determine City and/or Department
seniority. In these cases, if an individual's last name changes after their date of hire, their seniority
date shall not be affected, but shall remain as was originally established.

B, Department Supervisors: Department supervisors who work in the same bureaus or divisions as
other civilians in this or other bargaining units or who are Merit Employees shall have seniority over
other civilians due to their positions. This also includes Assistant Supervisors; however, the
Supervisor has seniority over the Assistant Supervisor.

C. Full-Time vs. Part-Time Employees: Full-time employees shall have seniority over part-time
employees.

D. Transfers: If an employee moves into another position outside of this bargaining unit, his/her
seniority date shall be as listed in another bargaining agreement or benefit package.

&. Rehires: If an employee resigns from a position within this bargaining unit and returns to the
bargaining unit within twelve months, the employee will regain his seniority and the accrual rate
that was effective at the date of resignation.

ARTICLE 343+
LAYOFFS, RECALLS, & VOLUNTARY RESIGNATIONS

LAYOFFS:

A. Authority: Management reserves the right, power, and authority to lay off employees within the
Nashua Police Department as deemed necessary.

B. Primary Determining Factors: When making any layoff decisions, the primary determining
factors that will be considered are job performance, absenteeism record, and the workload & the
number of personnel within a particular bureau, division, or shift. If the listed factors are the same

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when considering layoff decisions, the full-time continuous date of employment with the Nashua
Police Department will be considered.

Advanced Notification: As a courtesy, the Department shall make every attempt to notify both
the affected employee(s) and the Department Union Representative in advance whenever
possible.

EMPLOYEE CLASSIFICATIONS:

A. Reqular Employee: A full- or part-time employee who has completed a probationary period and
whose funding is not paid by a grant.

B. Temporary Employee: A full- or part-time employee who has not completed a probationary period
or who has completed a probationary period, but whose position is funded either in full or in part by
a grant.

C. Grant Employee: A full- or part-time temporary employee who is paid either in full or in part
through a grant for a period of time and is not guaranteed continued employment.

D. Consultant: A person who works full- or part-time at the Nashua Police Department, is not paid
directly by the Department/City but an outside agency, does not receive any benefits from the
Department, and is not part of the Bargaining Unit.

RECALLS:

Employees, who through no fault of their own are laid off from their position, will be placed on a recall list
and given preferential consideration for like positions with due regard for City/Department seniority and past
performance. Laid off employees will remain on an established list for a period not to exceed two years.

VOLUNTARY RESIGNATIONS:

Employees who fail to return to work when recalled from layoff upon official notice from the City, will be
considered to have abandoned {voluntarily resigned) their position.

ARTICLE 3532
BULLETIN BOARD

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LOCATION AND POSTING OF UNION MATERIALS:

The Department shall maintain a bulletin board for the Union to post notices of Union appointmenis,
elections, meetings, recreational and social affairs, or other Union-related matters. The location of the
bulletin board will be agreed upon by Management and the Union. Said materials shall be posted in no
other locations.

APPROVAL, REMOVAL, & REVIEWING OF POSTED UNION MATERIALS:

No other material or information shall be posted without approval by the Chief. Upon the Chief's written
request, the Union shall promptly remove any maierial which is offensive or detrimental to the
Union/Management relationship. The Union will periodically, or upon the Chief's request, review all posted
material and remove material which is no longer pertinent.

ELECTRONIC MAIL:

A.

B.

C.

General Policies: Department services are provided to certain members/employees to support
communications and exchanges of information. This access is a privilege which is revocable.
Employees should not have any expectation of privacy with respect to any information transmitted,
and such communications may be subject to the NH Right to Know Law. All electronic
communications are also subject to the policies under the Department's Rules and Regulations
Manual.

Legitimate Business Purposes: Electronic mail is to be used for legitimate business purposes.
“Legitimate business purposes,” includes the sending of union notices of meetings to the
membership and any necessary electronic communications during the negotiation process among
the Union Bargaining Team Members.

Approval of the Chief of Police: Any other uses not defined under Paragraph “B” above, shall
be brought to the attention of the Chief of Police or a Deputy Chief in his/ner absence for approval
prior to the electronic communication being sent to the Union membership.

ARTICLE 3633
PARTIAL INVALIDITY, SEPARABILITY, & COMPLIANCE WITH LAWS

INVALID OR UNENFORCEABLE PROVISIONS WITHIN THE AGREEMENT:

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A. Applicable Law: Should the parties hereafter agree that applicable law renders invalid or
unenforceable any of the provisions of this Agreement, the parties shall attempt to agree upon a
replacement for the affected provision. Such replacement provisions shall become effective
immediately upon ratification according to the respective procedures and regulations of the parties
and shall remain in effect for the duration of the Agreement.

B. Court, Board, or Other Authority: In the event that any of the provisions of this Agreement shall
be declared invalid or unenforceable by a court, board, or other appropriate authority, such invalidity
or unenforceability shall not affect the remaining provisions thereof.

AGREEMENT IS SUBJECT TO ALL PERTINENT FEDERAL, STATE, AND LOCAL LAWS/
ORDINANCES:

The parties agree that this Agreement is subject to all pertinent federal, state, and local laws and
ordinances, as the same may be amended or enacted from time to time, and this Agreement shall be
construed in accordance therewith, and the parties shall conform their conduct thereto.

ARTICLE 3734
EDUCATIONAL REIMBURSEMENT, MANDATED TRAINING,
& PROFESSIONAL AFFILIATIONS/LICENSING

AVAILABLE FUNDING:

The Commission shall allocate an amount of $3, 20,000 to spend on educational benefits (tuition
reimbursement) for all department members per fiscal year,,forempleyees-cevered underthis Agreement

A. Said amount is on a first come, first serve basis. In order to receive reimbursement for that fiscal
year, the Financial Services Division must receive any previously approved requests, along with
the grade, by June 15. Any requests for reimbursements received after June 15 may be charged
to the next fiscal year’s allotment.

B. Once the $3,080 $20.000-cap is expended, the educational benefit (tuition reimbursement) is no
longer available to employees covered under this Agreement.

COURSE REIMBURSEMENT CRITERIA:

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The maximum amount the Department will pay per class is $800-duringiscal year 2010 and-$900 during
the fiscal year20+4+. Only-ene-class-wil be reimbursed perschostterm— The Commission shall reimburse

employees up to 100% of the tuition costs for one course successfully completed during the academic term
for a degree- or certificate-related program under the following conditions

A. Degree/Certificate Program: The course selected by the employee must be part of a degree or
certificate program and approved by the Chief or designee prior to enrollment;

B. Accredited: The course must be taken at an accredited college or university;

C. Satisfactory Grade: The employee must receive a passing grade of "C" (or its equivalent) or
better.

D. Job-Related: The degree or certificate program must be job-related. The final decision of whether
or not the degree or certificate program is job-related shall be determined solely at the discretion
of the Chief.

BOOKS AND/OR RELATED FEES:

The City does not reimburse employees for books and/or related fees.

MANDATED TRAINING:

Employees who are mandated to participate in programs or workshops/conferences will be reimbursed at
100%.

PROFESSIONAL AFFILIATIONS/LICENSING:

The Department shall bear the cost of all licenses and/or certifications required by various regulatory
agencies (local, state, and federal) to maintain the employee's required certifications and licenses relating
to their current position within the Department.

GRIEVANCE POLICY:

This article shall not be subject to the grievance procedure.

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EDUCATIONAL INCENTIVE:

AVAILABILITY: On a yearly basis, employees shall be paid on the Thursday following December ist ina
lump sum of the following:

1. $500 for attaining an Associate’s Degree
2. _ $1,000 for attaining a Bachelor’s Degree

3. $1,250 for attaining a Master's Degree

RESTRICTIONS:

1. Duplicate Degrees: Employees shall receive only one lump sum ($500) for an Associate’s Degree
no_ matter how many Associate’s Degrees the member has: only one lump sum ($1,000) for a

Bachelor's Degree no matter how many Bachelor’s Degrees the member has; and, only one lump
sum ($1,250) for a Master's Degree, no matter how many Masters Degrees an employee has.

2. WMaster’s Dearee: Members shall receive only_one incentive ($1,250) for attaining a Master's
Degree. They shall not receive an additional incentive ($1,000) for their Bachelor's Dearee, as this
is a prerequisite for a Master’s Degree.

3._ Submission by Deadline: It is the responsibility of members to submit a copy of their degree by
November ist for the yearly December ist payment (closest to the normal payday) to the Financial

Services Division. Thereafier, it is not needed to submit a copy every year.

4. Degree Earned Aiter Deadline: If members do not submit a copy of their degree, or earns the

degree after the deadline, they shall not become eligible to receive the Educational Incentive until
the following year.

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ADesignation-of Leave: Emergency Leave is _designatedas_an—unferescen—crsis_skrationthat
atises-thatis-not considered -as-any othertype ofleave- contained-within this bargaining agreement
suchas sictteave _famihmedicatleave otc,

BW¥Definition;—orthe surpese-olthis Anicle,-ihe weords—emergencyHeavemeans_time wher-an
employecis-excused from astive duty for emergency-reasons-

D When Sick is Not Available:-if iok4 . ilablo_tt . licib!
receive-an-emergency leave -day_unless the -empleyee-optste-take-an-available-accrued vacatien
day:

by} he-discretion

Chiefs aboense)-wil-a pa-tine oniployeo be allewed to iake-a-cay oft for ernetgoney lonve without
pay

APPROVAL OF LEAVE:

With prie-appreval-and-atthe discretion of the Chief of Police-er-his-designee, Emergency Leave maybe
granted to empleyees.The-appropraie form willbe completed by-the-superviser-orempleyeethe torm
willbe fonwarded to the Financial Senvices-Division for deduotion purneses-

DISPUTES:

Disputes cencerning emergencsyteave shall-netbe subjectto the-Grievance-Procedure-

DEFINFHON:

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