SECTION C
PROCESSING OF GRIEVANCES
Each grievance will be processed separately under the Grievance Procedure.
SECTION D
EXTENSIONS OF TIME LIMITS
EXTENSIONS OF TIME LIMITS:
The parties recognize that after STEP 1 of the grievance procedure, additional time may be required by
both parties to process the grievance. The parties may agree in writing to extend any of the time limits set
forth in any steps of the grievance procedure.
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D. The Board of Police Commissioners will reply in writing to the grievant(s) and the Union within
fifteen (15) working days after the grievance is presented during the scheduled Commission’s
regular monthly or special meeting.
STEP 5.
C. If the grievance is with the employee’s/employees’ immediate supervisor, he/she may go to STEP
2.
STEP 2.
A. Failing a settlement at STEP 1 or expiration of the response time limit, the grievant(s) and the Union
may present the grievance in writing to the Divisional Supervisor, Bureau Commander, or
appropriate Deputy Chief within ten (10) calendar days after the reply in STEP 1.
B. If the grievance is with the employee's/employees’ Divisional Supervisor, Bureau Commander, or
Deputy Chief, he/she or they may go to STEP 3.
PAYMENT FOR REGULAR WORK WEEK:
It is understood that time spent by Union Representatives, witnesses, or a representative of the employee's
choice in settling issues, processing matters through the grievance procedure, attending disciplinary
sessions with supervisors, and attending disciplinary and administrative hearings before appropriate
authorities shall not be paid for if they are off duty. They shall only be paid for their regularly scheduled
workweek,
ARTICLE 12: GRIEVANCE PROCEDURE
DEFINITION:
A.
No more than three (3) representatives of the Union shall be designated to attend collective
bargaining meetings with the Commission or its representatives.
No essential employee, as defined under Article 3, entitled, “Definitions,” shall attend negotiating
meetings who is normally scheduled for duty during the time the meeting is being held.
C. The foregoing Management Rights are set out for purposes of illustration and not limitation; the
Commission retains all such rights, powers, and authority not otherwise specifically relinquished,
restricted, or modified by the terms of this Agreement, whether exercised or not.
ARTICLE 9: UNFAIR LABOR PRACTICES & STRIKES PROHIBITED
A. Unfair Labor Practices: it is agreed that the exclusive representative of the bargaining unit will
not:
1.
2 ND
Discharge, suspend, discipline, or otherwise discriminate against any employee because the
employee has filed a complaint, affidavit or petition, or given information or testimony under
RSA 273-A; and
Refuse to negotiate in good faith with the exclusive representative of the bargaining unit,
including the failure to submit to the legislative body any cost item agreed upon in negotiations;
Invoke a lockout;
Fail to comply with Chapter 273-A or any rule adopted under the Chapter;
Breach a collective bargaining agreement;
. The wages and benefits provided under this Agreement shall apply to all employees.
ARTICLE 6: UNION DUES
N. ESSENTIAL EMPLOYEE/PERSONNEL: An employee that is considered essential at all times to
maintain the critical 24-hour operations of the Nashua Police Department as determined by the
Chief of Police or designee.
O. NON-ESSENTIAL EMPLOYEE/PERSONNEL: An employee that is not normally essential to
maintain the 24-hour operations of the Nashua Police Department as determined by the Chief of
Police or designee; however, this condition may change due to emergencies that could occur.
ARTICLE 1; PREAMBLE/AGREEMENT
