Agenda

Article 19
Tuition Reimbursement

Required Programs:

The Board will grant employees time with pay to attend job related seminars, workshops, courses
and conferences that it requires an employee to attend.

The Board will reimburse at 100% the cost of tuition and or fees of said required job related
seminars, workshops, courses and conferences plus any other directly related costs such as travel,
lodging, meals, or other necessary expenses that are incurred.

Requested by Employee:

During an unpaid leave of absence, the Board shall continue to pay its portion of health, dental and
life insurance premiums for up to 120 days. Employees who are on such leave shall continue to
pay their portion of the premiums during that period, and thereafter shall pay one hundred percent
(100%) of the cost to continue coverage.

Payment of group insurance premiums during an unpaid leave of absence must be arranged in
advance with the Human Resource and Insurance Department of the City of Nashua.

Article 16
Family and Medical Leave Act

Article 14A
Sick Leave Bank

A. A sick leave bank shall be maintained in accordance with this article for participating
members who have exhausted their individual accrued sick leave as a result of a serious
extended illness or incapacitating accident.

Vacation time must be requested using the city’s time keeping software and approved by the
supervisor and Library Director in advance of his/her vacation to allow for proper scheduling of
personnel.

Vacations that exceed three consecutive weeks at one time must have advance written approval of
the Library Director.

When a holiday falls on an employee's day off, the employee shall be given another day off during
the same pay period.

If an employee works on one of the above-referenced holidays, the employee shall be compensated
as follows:

The employee shall receive two times straight time pay for the hours worked.

Floating holidays are granted with seniority as a deciding factor when two or more employees
request the same day off and there is a scheduling conflict.

When unusual conditions exist, this period may be extended at the discretion of the Library Director
or designee.

The immediate family includes the employee's domestic partner, spouse, children (including fetuses,
miscarriages and _ still-births), parents, brothers, sisters, grandparents, grandchildren, son or
daughter-in-law, mother-in-law, father-in-law and step children.

Management may require a doctor’s statement on employee’s condition after three (3) days of
absence, if desired.

Employees terminating employment because of illness may remain on full salary for the period of
accrued sick leave. However said employees may opt to take a lump sum payment of one-half (1/2)
their accrued sick leave calculated at the rate of pay in effect on their last day of employment.

removed from the recall list. An employee who fails to exercise his/her bumping rights or refuses
recall shall still be considered laid-off and is entitled to collect all unused vacation and
compensatory time as well as sick leave provided for in Article 14.

Article 14
Paid Leaves

Rate of Pay:

Article 13
Job Pos ting/Lay-Offs /Re call

Posting Policy:

A notice of position vacancy shall be communicated to all library employees. The notice of position
vacancy shall be posted on the City of Nashua’s online job site, distributed via email, and posted on
other websites normally used by the Library and City for recruitment to allow qualified eligible
employees to apply.

The notices will include information on job title, grade, salary/hourly, department, brief description
of the usual job content, and position qualifications.