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Cc.

D.

Leave Periods: Employees with one (1) or more years of continuous service may be granted a
leave up to one year. An employee with less than one year may be granted a leave up to thirty
(30) days.

Health, Dental & Life Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved leave of absence. The City will continue to pay
its share of health and dental insurances up to six (6) months for an employee who is on an
approved unpaid leave of absence.

1. Health & Dental Insurances: The City will continue to pay its share of health and dental
insurances for an employee who is on an approved paid leave of absence. The City will
continue to pay its share of health and dental insurance up to six (6) months for an employee
who is on an approved unpaid leave of absence.

2. Life Insurance: The City will continue to pay its share of life insurances up to six (6) months
for an employee who is on an approved paid or unpaid leave of absence.

FAMILY MEDICAL LEAVE ACT (FMLA):

An employee, who is employed for at least twelve (12) months or has worked at least 1,250 hours during
the prior twelve (12) month period, is eligible to take up to twelve (12) weeks leave of absence over a twelve
(12) month period of time. FMLA leave is granted for the serious illness of the employee, spouse, the care
of a minor child, the placement of a foster/adoptive child, the birth of a child, personal illness or the care of
a parent, child or disabled child, who has a serious health condition. (Cite the General Order in the
Department's Rules & Regulations Manual for additional language.)

TEMPORARY/REGULAR REPLACEMENT:

A.

B.

Length of Unpaid Leave: Unless otherwise designated by law, if the Department's operations are
affected due to the length of an unpaid leave of absence for personal illness and a medical authority
cannot determine when the employee is able to work, it shall be the Chiefs of Police discretion to
hire a temporary or regular replacement.

Recovery: If an employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satisfied with the recovery, he/she will have
preference over applicants outside the City to apply for any position within the City that he/she is
qualified for.

Termination: If the employee cannot recover during the limitation period as described above, the
employee shall be terminated.

ARTICLE 20: PERSONAL DAYS

GENERAL POLICIES:

A.

For the purpose of this Article the words "personal day" means a normal workday, when an
employee is excused from active duty for personal reasons.

The receipt and use of personal days will be on a calendar year basis.

Employees on payroll effective January 1* or hired before July 1°! are entitled to three (3) personal

days per year (not deducted from accrued sick leave). In addition, employees are entitled to two

(2) additional personal days; however, said days shall be deducted from the employee’s accrued

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sick leave. If there is no accrued sick time available, the employee may elect to take an accrued
vacation day. If there is no accrued vacation time available, the employee is not eligible for a
personal day.

D. In the first year of employment, employees hired after July 1° are entitled to two (2) personal days
(not deducted from sick) and one (1) personal day (deducted from sick) and those hired on between
October 1° and December 31*' are entitled to one (1) personal day (not deducted from sick).

E. Personal days cannot be carried over from one calendar year to another.

APPROVAL OF PERSONAL LEAVE:

Personal Leave must be approved by your supervisor not more than fifteen (15) days, nor less than five (5)
days prior, to the date of such personal day, except in an emergency. A supervisor may waive the notice
period for requesting personal leave. lf approved, the appropriate form will be completed by the supervisor
or employee. The form will be forwarded to the Department's Financial Services Division. Except in cases
of emergency, the form will be approved/disapproved (pending the availability of personal days), and the
employee will be notified by the Bureau Commander or designee of its approval or disapproval.

PROVISIONS:

A. A personal day's approval is subject to potential workloads, manpower requirements, and any
possibility of an emergency situation as determined by the Chief of Police or designee.

B. Once a personal day is approved and the date is to be changed or canceled by the employee, the
employee must reapply.

C. The approved personal day is subject to recall by the Chief or designee due to potential workloads,
manpower requirements, and any emergencies that may arise.

D. Personal days shall not be taken more than two at a time unless approved by the Chief of Police

or designee.
DISPUTES:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3, at which point,
the decision shall be final and binding upon the parties.

ARTICLE 21; EMERGENCY LEAVE & PERSONAL TIME

EMERGENCY LEAVE

GENERAL PROCEDURES:

A. Designation of Leave: Emergency Leave is designated as an unforeseen situation that arises that
is not considered as any other type of leave contained within this bargaining agreement such as
sick leave, family medical leave, etc.

B. Definition: For the purpose of this Article, the words "emergency leave" means time when an
employee is excused from active duty for emergency reasons.

C. Deduction from Sick Leave: Said time is deducted from the employee's accumulated sick leave.

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D. When Sick Leave is Not Available: If no sick teave is available, the employee is not eligible to
receive an emergency leave day, unless the employee opts to take an available accrued vacation
day.

E. Part-Time Employees: Only upon the discretion of the Chief of Police (or a Deputy Chief in the
Chief's absence) will a part-time employee be allowed to take a day off for emergency !eave without
pay.

APPROVAL OF LEAVE:

With prior approval and at the discretion of the Chief of Police or his designee, Emergency Leave may be
granted to employees. The appropriate form will be completed by the supervisor or employee. The form
will be forwarded to the Financial Services Division for deduction purposes.

EXTENSIONS OF EMERGENCY LEAVE:

An employee may be granted an extension beyond 8-hours of emergency leave up to two (2) weeks at the
sole discretion of the Chief of Police. Any requests for extensions shall be in writing on the appropriate
form and shall set forth in detail the reasons therefor.

DISPUTES:

Disputes concerning emergency leave shall not be subject to the Grievance Procedure.

PERSONAL TIME

DEFINITION:

‘Personal time’ is defined as a special situation that arises that is not considered as any ather type of leave
contained within this bargaining agreement such as a Personal Day, Family Medical Leave, etc.

FULL-TIME NON-EXEMPT EMPLOYEES:

At any one time the minimum time allowed will be (30) minutes, and the maximum time allowed is two (2)
hours. Such time shall not exceed (16) hours in any calendar year, and shall be deducted from the
employee's accumulated sick leave. If no sick leave is available, the employee is not eligible to receive
Personal Time.

REGULAR PART-TIME EMPLOYEES:

At any one time the minimum time allowed will be thirty (30) minutes, and the maximum time allowed is two
(2) hours. Such time shall not exceed four (4) hours in a calendar year and shall be deducted from the
employee’s accumulated sick leave. !f no sick leave is available, the employee is not eligible to receive
Personal Time.

REQUESTING PERSONAL TIME:

In writing on the appropriate Department form, employees will be allowed to formally request Personal Time
off during their workday. On the form, the employee is required to specify the reason(s) for the Personal
Time.

APPROVAL OF PERSONAL TIME:

With prior approval and at the discretion of the Chief of Police or his designee, Personal Time may be
granted to employees. The form will be forwarded to the Department's Financial Services Bureau for
deduction purposes.

DISPUTES:

Disputes concerning Personal Time shall not be subject to the Grievance Procedure.

ARTICLE 22: WAGES

WAGE HIRING / PROMOTIONAL RANGES:

A.

Wage Hiring / Promotional Ranges: The grade and status as exempt or non-exempt employees
is set forth in this article. Schedule A. The Hiring / Promotional range for each employee by grade
and position range is set forth in this Article. Schedule B.

Newly Hired, Promoted, or Transferred Employees: Newly hired, promoted, or transferred
employees shall start at an appropriate wage within the Hiring / Promotional range set forth in
Schedule B based upon labor grade assignment, pertinent years of experience that can be directly
related to the new position’s duties, as well as the wages of other Department employees in the
same labor grade. Management reserves the right to determine the number of years of directly
related experience based on the information supplied by the employee and verified by
Management. Management reserves the right to exceed the Hiring / Promotional range set forth in
Schedule B should it determine, in its discretion, that an individual’s qualifications and level of
experience warrant such a departure.

Pay Increase Eligibility: Only employees who are active employees on or after the date of signing
of this collective bargaining agreement are eligible to receive pay increases.

PAY INCREMENT INCREASES:

A.

New Hires: The salary for new hires will remain in effect until such time as the individuals are
éligible for pay increases. There will be no adjustment to the salary after the probationary period.

1. In the event that an employee has not completed a satisfactory evaluation during the current
fiscal year, the supervisor may, at his or her discretion, extend the employee’s evaluation period
for a period not to exceed three (3) months. After the completion of that period, the supervisor
will conduct an evaluation to determine if the employee has completed the goals for which he
or she is being evaluated. If the employee then receives a satisfactory evaluation, he or she
will be eligible to receive the pay increase effective on the date of the reevaluation.

Contract Pay Increases — Refer to Schedule B — UFPO Hiring / Promotional Range:
Fiscal Year 2019 (7/1/18 — 6/30/19): 2.25%
Fiscal Year 2020 (7/1/19 — 6/30/20): 3.0%
Fiscal Year 2021 (7/1/20 — 6/30/21): 3.0%
Fiscal Year 2022 (7/1/21 — 6/30/22): 3.0%
Fiscal Year 2023 (7/1/22 — 6/30/23): 3.0%

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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 assignments to
provide coverage due to vacations, illness, leaves of absence, vacancies, etc., as determined by
the Chief of Police or designee.

B. 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.

C. Temporary Assiqnmenis 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 (prorated).

D. 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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SCHEDULE A

JOB TITLES
Job Title Labor Grade Exempt / Non-Exempt
Status

Domestic Violence Victim Advocate 11 Non-Exempt
Administrative Supervisor 11 Exempt
Assistant Fleet Maintenance Supervisor 11 Non-Exempt
Business Coordinator 12 Exempt
Building Maintenance Supervisor 12 Non-Exempt
Assistant Records Manager 12 Exempt

IT Programs Administrator & Instructor 13 Exempt
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

UFPO Hiring / Promotional Range

FY2019: 2.25%

Labor Grade | Minimum Maximum
10 $40,990.00 | $58,637.67
11 $45,739.00 | $65,555.81
12 $49,407.00 | $70,900.81
13 $53,747.00 | $77,223.38
14 $58,690.00 | $84,424.17
15 $63,385.00 | $91,177.92
16 $68,456.00 | $99,888.00
17 $73,932.00 | $110,816.00

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

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FY2020: 3.0%

Labor Grade Minimum Maximum
10 $40,990.00 | $60,396.80
11 $45,739.00 | $67,522.48
12 $49,407.00 | $73,027.83
13 $53,747.00 | $79,540.08
14 $58,690.00 | $86,956.90
15 $63,385.00 | $93,913.26
16 $68,456.00 | $102,884.64
17 $73,932.00 | $114,140.48
FY2022: 3.0%
Labor Grade Minimum Maximum
10 $40,990.00 | $64,074.97
11 $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

O-16-026
Endorser: Alderman-at-Large Michael B. O’Brien, Sr.
COMBINING THE BUILDING CODE BOARD OF APPEALS AND THE BOARD OF FIRE PREVENTION
CODE APPEALS INTO ONE BOARD OF BUILDING AND FIRE CODES APPEALS

PERIOD FOR GENERAL PUBLIC COMMENT

REMARKS BY THE MEMBERS OF THE BOARD OF ALDERMEN

Committee announcements:

ADJOURNMENT

McFARLAND JOHNSON, INC.

DETAILED COST BREAKDOWN
EAST HOLLIS STREET AND BRIDGE STREET IMPROVEMENT PROJECT - FINAL DESIGN

NASHUA, NH ‘ >

December 1, 2021

PM SPE PE SE AE JE ST TOTAL DIRECT
TASK _TASK DESCRIPTION $60.00 | $58.56 | $53.52 | $43.62 | $36.66 | $30.35 | $35.65 | HOURS LABOR
PHASE 2 PRELIMINARY DESIGN

IIA Preliminary Plans 28 46 100 147 152 148 188 809 $ 32,904.05
Title Sheet and Index 1 1 2 (¢) 6
Standard Symbols Sheets i) i) i) i) i) 2
Typical Sections 1 1 2 4 8 8 12
Details 1 1 2 8 12 16 24
Existing Conditions Plans i) i) 2 i) i) i) 8
General Plans 4 4 8 8 12 16 24
Profiles 1 1 2 4 12 8
Pavement Layout Plans 1 1 2 i) 8 16
Grading Plans 2 4 8 12 16 12 16
Signing and Striping Plans 1 1 2 8 8 12 16
Traffic Signal Plans 1 1 4 8 16 12 16
Streetscape Plans i) i) 2 i) i) i) 12
Retaining Wall Plans 1 1 2 9 16 12 8
Traffic Control Plans 1 2 4 8 16 12 8
Cross Sections 1 4 8 8 12 16 12
Engineer's Estimate 1 2 8 6 6 12 i)
Drainage and Stormwater Treatment Design 4 8 24 24 16 i) i)
Traffic Timing Calculations 4 8 12 24 i) i) i)
Guardrail and Superelevation Calculations 1 2 2 8 i) i) i)
Traffic Control Committee Meeting & Memo 2 4 8 i) i) i)

\IB Geotechnical Investigations 2 6 0 6 0 0 14 $ 691.30

li Environmental Documentation 6 20 108 ie} 46 ie} 4 184 $ 9,140.22

Impact Assessment and Mitigation

Air Quality (¢) (¢) 8 (¢) (¢) (¢) (¢)
Noise (¢) (¢) 4 (¢) 4 (¢) (¢)
Water Quality (¢) (¢) 4 (¢) i) i) i)
Wetlands and Surface Waters (¢) (¢) 6 (¢) 4 (¢) (¢)
Cultural Resources (¢) (¢) 24 (¢) (¢) (¢) (¢)
Hazardous Materials 4 4 8 (¢) (¢) (¢) (¢)
Environmental Justice (¢) (¢) (¢) (¢) (¢) (¢)
Other (¢) (¢) (¢) 2 (¢) (¢)
NEPA CE Document 2 4 28 (¢) 36 (¢) 4
Resource Agency Coordination i) 12 18 i) i) i) i)

IID Right-of-Way Plans 0 4 4 0 8 8 16 40 $ 1,554.80

IIE Public Involvement 24 0 24 0 0 8 56 $ 2,772.04
Project Steering Committee 18 i) 18 i) i) 6
Public Informational Meeting i) 6 i) i) 2

IIF Utility Coordination 4 12 12 32 16 4 80 $ 3,201.19

IIG Project Meetings 12 0 16 0 0 28 $ 1,289.22

MJ PHASE 2 DIRECT LABOR TOTAL =| $ 51,552.82

Overhead @ 179.73% =| $ 92,655.88

Sub-Total = | $ 144,208.70

Fixed Fee @ 10% =| $ 14,420.87

MJ PHASE 2 TOTAL ESTIMATED LABOR COST =] $ 158,629.57

Page 2 of 8

SCHEDULE B cont:

FY2023: 3.0%

Labor Grade Minimum Maximum

10 $40,990.00 | $65,997.21
14 $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

For purposes of this article, the full-time, continuous date of hire with the City of Nashua will be used for

ARTICLE 23: LONGEVITY

computing length of service.

Full-time and Part-time regular employees, who have been employed by the Nashua Police Department
for five or more years on an uninterrupted basis (except by reason of layoff or an approved leave of
absence), are eligible for a longevity payment on a normal payday following their anniversary date of hire
with the department in accordance with the schedule below. Part-time employees are eligible for prorated

longevity payments based upon the employees’ amount of hours worked.

5th through Sth anniversaries $ 300.00
10th through 14th anniversaries $ 500.00
15th through 19th anniversaries $ 700.00
20th and longer anniversaries $1,000.00

An employee is not eligible for this benefit if the following conditions apply:

1.
2.

3.

If the employee is in layoff status;
If the employee is not currently employed by the Nashua Police Department;
if the employee is on long term disability;

If the employee is on an unpaid leave of absence.

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