f. Any employee who is awarded a transfer shall be allowed to transfer back to his/her
former position within their probationary period. In addition, any employee may transfer
back to his/her former position or to another position, if the other position has a higher
pay rate, for a period of one year after the award is made, and only if a vacancy exists.
B. TEMPORARY JOB ASSIGNMENTS
1. The superintendent may make temporary job assignments which will be filled as
required on the basis of ability, experience required, and departmental seniority. The
employee temporarily assigned will be paid his or her regular pay rate or the pay rate of
the job to which he/she is temporarily assigned, whichever is higher, provided he/she
qualifies under the 120 hour clause as in Article 7, paragraph D.
2. Ifa temporary job assignment is mandated after it has been posted division wide by
the City without any volunteer having the necessary ability and experience required, the
city will assign the least senior employee in the division who has the necessary ability
and experience required for the temporary job assignment.
3. In the case of a temporary assignment to a higher paid classification, the employee
shall receive the rate of pay to which he is entitled under paragraph B.1., above, for
absences caused by paid holidays, provided he is assigned in the higher paid
classification both the workday before and the workday after the holiday.
ARTICLE 12 - WORK POLICY AND REGULATIONS
A. The City may adopt rules for the operation of the division and the conduct of
employees provided such rules do not conflict with any of the provisions of this Agreement.
B. It is agreed that the City has the right to discipline or discharge employees for just
cause. Examples of just cause which apply include, but are not limited to: reporting for work
under the influence of an alcoholic beverage or illegal drugs; bringing an alcoholic beverage or
illegal drug on the job; drinking an alcoholic beverage or using illegal drugs during working
hours; discrimination; theft; knowingly submitting false reports; damaging equipment through
negligence or carelessness; failure to observe safety rules, excessive tardiness or absence;
insubordination; or similar serious offenses.
It is further agreed that if an employee currently employed by the City is convicted of a
Class A felony as defined in the New Hampshire criminal code, that employee will be
immediately discharged.
C. All documentation of written warnings and suspensions shall be removed from an
employee’s personnel file after three (3) years provided that the employee has had no infractions
of discipline within that period. All documentation of verbal warnings shall be removed from an
employee’s personnel file after two (2) years provided that the employee has had no infractions
of discipline within that period.
D; In justice and fairness to the taxpayers of the City, all employees shall be required
to report to work on time, shall not leave the job early, shall be prompt in reporting to their
assigned duties, and shall faithfully perform their duties. It is also agreed that no union business
12
