4. Degree Earned After 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 fallowing year.
ARTICLE 38: WAIVER
RIGHTS DURING NEGOTIATIONS:
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:
D. 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/her
absence for approval prior to the electronic communication being sent to the Union membership.
ARTICLE 36: PARTIAL INVALIDITY, SEPARABILITY, & COMPLIANCE WITH LAWS
INVALID OR UNENFORCEABLE PROVISIONS WITHIN THE AGREEMENT:
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.
ARTICLE 33: SENIORITY
DEFINITIONS:
A.
B.
City Seniority: “City seniority” is defined as continuous service either from the date of hire or
rehire and is used for accrual purpose only.
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.
ARTICLE 30: 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:
ARTICLE 29: WORKERS COMPENSATION
GENERAL CITY POLICIES:
A.
State RSA/City’s Worker’s Compensation Insurance: Employees shall be covered by the
provisions of the New Hampshire Worker's Compensation Act, as may be amended from time to
time, and by related City policies. All employees are covered by the City’s worker’s compensation
insurance. The cost of this coverage shall be paid entirely by the City.
UTILIZING COMPENSATORY TIME:
When employees utilize compensatory time:
A. Department Form: The employee will complete the appropriate Department form when utilizing
any compensatory time (time coming). The same procedures will be following as vacations, etc.
Deductions: The time will be deducted from the employee's time coming accrual and from the
ARTICLE 27: COMPENSATORY TIME (TIME COMING)
NON-EXEMPT EMPLOYEES:
Non-exempt employees may convert overtime worked, but not less than one hour of overtime at a time,
into a maximum amount of 16 time coming hours.
EXEMPT EMPLOYEES:
Exempt personnel do not receive time coming for time worked beyond their normal work hours; however,
they may be allowed flextime as outlined under the Overtime Article.
GENERAL POLICIES:
Compensatory time is allowed for non-exempt employees only under the following conditions:
hours during a pay week, Sunday through Saturday. In lieu of overtime, the non-exempt employee
may choose to exchange this overtime to compensation time as set forth in Article 25.
