ARTICLE 25A: EXCHANGE OF WORKDAYS
For the purposes of this Article, the words "Exchange of Workdays” means one normal workday and such
exchange shall be for each other's position's duties, unless otherwise approved by the Chief of Police or
his designee.
A.
Exchanges of workdays are limited to individuals who have been cross-trained to adequately cover
the other position as determined and approved by their bureau commanders or supervisor.
Longevity payments received by employees shall be added to their total annual wages for computation of
overtime rates and paid in accordance with the regulations of the Fair Labor Standards Act.
if employees retire, longevity payments will be prorated by month based on the actual length of service.
Employees must work at least 15 calendar days in any month to receive credit for that month.
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.
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%
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
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:
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.
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:
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).
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.
