appropriate Uniform Field Operations Bureau Commanders or designees as delineated in
the policies listed above. Detention Specialists cannot exchange workdays with Police
Officers.
Disputes:
Disputes concerning Exchange of Workdays shall follow the Grievance Procedure
through STEP 3, at which point, the decision shall be final and binding upon the parties.
ARTICLE 22
SHIFT EXCHANGES
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.
C. Only upon the discretion of the Chief of Police (or a Deputy Chief in his
absence) will a part-time employee be allowed to take a day off for
personal reasons without pay.
D. Part-time employees may use up to 6 days (“days” as defined under
Paragraph “A” under this section), sick days as personal days.
Approval of Personal Leave:
At no time shall an unpaid leave of absence extend beyond 45 continuous
days unless authorized by the Chief of Police. If the member can meet the
eligibility requirements as set by the City's Disability Income Plan, he may
apply for the Long Term Disability Benefit. (Cite Article 31.)
B. More than 6 months:
1. No benefits:
2. Allowed seniority credit for the time spent in the armed forces,
3. Insurance benefits available under COBRA provisions.
Part-Time Employees:
Part-time employees are eligible for paid or unpaid personal leaves of absence. By law,
employees are eligible for Family Medical Leave if they have been employed at least
twelve (12) months and worked at least 1,250 hours during the twelve (12) months
immediately preceding the commencement of the leave.
Paid Leaves of Absence:
Domestic Partner:
The immediate family may also include an employee's domestic partner; however,
Management reserves the right to determine the circumstances under which a "domestic
partner" qualifies under this Article.
Disputes:
Disputes concerning Bereavement Leave shall be subject to the Grievance Procedure
through STEP 2 at which point the decision shall be final and binding upon the parties.
ARTICLE 19
LEAVES OF ABSENCE
Military Leave of Absence:
Full-Time/Part-Time Employees:
BEREAVEMENT
LEAVE
A. 1 DAY LEAVE In the event of the death of an uncle, aunt,
niece, or nephew of the employee
B. 3 DAYS LEAVE In the event of a member of the immediate
family of the employee as defined below.
C. 4 DAYS LEAVE In the event of the member’s parent, step-
parent, spouse, child, or step-child.
Bereavement Leave Policies:
A.
Such leave shall normally commence upon the day following the death of
the immediate family member.
720 hours for 40-hour-a-week employees), calculated at the current rate of
pay on the day of retirement.
3. Upon layoff due to reduction in force, an employee will be paid 25% of all
accrued sick leave calculated at the employee’s then current rate of pay.
Sick Bank:
1. All employees covered under this Collective Bargaining Agreement may
maintain and contribute to a sick leave bank on a voluntary basis from
their unused sick leave credits.
Notwithstanding the frequency, in all cases a doctor’s slip is required for employees
taking three or more successive sick days within five (5) days after returning to work.
Loss & Reinstatement of Sick Leave:
ili
Except in the case of death, accrued sick leave shall be lost if the
employee resigns, is discharged, released, or laid off. If full-time
employees leave employment with the Nashua Police Department, but
return within three (3) years of your date of termination, their accrued sick
leave will be reinstated.
Use of Sick Leave:
1, Sick leave shall not be considered as a privilege which an employee may
use at his discretion. It shall be allowed only in the case of necessity and
actual sickness or disability of the employee, the employee’s spouse or
domestic partner, children, and parents, but only when employee’s
presence is required to actively care for the ill person, or to take physical
and dental examinations or other sickness prevention measures.
