Budget Review Committee
Regular MeetingNashua, NH · June 23, 2011
Minutes
BUDGET REVIEW COMMITTEE
JUNE 23, 2011
A meeting of the Budget Review Committee was held Thursday, June 23, 2011 at 7:02 p.m. in the Aldermanic
Chamber.
Alderman-at-Large David W. Deane, Chair presided.
Members of Committee present: Alderman-at-Large Mark S. Cookson, Vice Chair (7:04 p.m.)
Alderman-at-Large Lori Wilshire (7:10)
Alderman Jeffrey T. Cox
Alderman Diane Sheehan
Alderman Mary Ann Melizzi-Golja
Members not in Attendance: Alderman Richard P. Flynn
Also in Attendance: Mayor Donnalee Lozeau
Alderman-at-Large Ben Clemons
Chairman Deane
Alderman Wilshire called me and told me that she had a work related item to attend to and that she would
probably be running 10 or 15 minutes late, and Alderman Cookson said he might not be available, but I
have yet to hear from him.
PUBLIC COMMENT - None
TABLED IN COMMITTEE
MOTION BY ALDERMAN COX TO TAKE FROM THE TABLE O-10-42
MOTION CARRIED
O-10-42
Endorser: Mayor Donnalee Lozeau
ADOPTION OF AMENDMENTS TO MERIT EMPLOYEE RULES AND REGULATIONS EFFECTIVE
JANUARY 1, 2011
• Also assigned to Personnel/Administrative Affairs Committee; Final Passage as Amended – 6/9/11
MOTION BY ALDERMAN SHEEHAN TO RECOMMEND FINAL PASSAGE AS AMENDED
ON THE QUESTION
Chairman Deane
Alderman Clemons I believe you made all of these amendments did you not?
Alderman Clemons
They were made in committee. I don’t know if I made the motion or not, but certainly we did make them per
the recommendation that came forward from the Mayor. There were some updates that we had gone over
in a joint meeting late last year, but some of the more substantial things that this does is changes the merit
employees healthcare to be what is in line with for example what the library contract came forward with and
what the teachers’ union has agreed to regarding what the Mayor had set forth. It might be helpful if the
Mayor, I would defer to the Mayor to discuss most of those.
Budget Review – 06/23/11 Page 2
Chairman Deane
Sure. Mayor would you like to comment on this?
Alderman Cookson
Mr. Chairman, as the Mayor approaches, I just had a general question. We’re seeing a new way of editing
these files that are presented to us. There are now some highlight fields and then there are what we have
typically seen as areas of the contract that are underlined to represent new text. Could somebody just
distinguish why we are seeing it this way and what it actually represents now?
Mayor Lozeau
Certainly.
Alderman Cookson
Thank you.
Mayor Lozeau
Mr. Chairman…
Chairman Deane
Go ahead Mayor.
Mayor Lozeau
I guess this will fall under the category of no good dead goes unpunished again.
Alderman Cookson
Just trying to understand it.
Alderman Cox
Oh, of course.
Mayor Lozeau
Happy to help. As you recall this was brought in quite some time ago, and between then and now there
have been some changes made, an amendment that I brought into the committee. In an effort to
distinguish for them the changes between the original version and the version that is here now, it is
highlighted in yellow.
Alderman Cookson
So the highlighted in yellow pieces are amendments that were made in the committee that…
Budget Review – 06/23/11 Page 3
Mayor Lozeau
No. They are amendments that I offered to the committee at their last meeting that are different than what
was offered in the original ordinance as introduced. There are four such changes that are highlighted in
yellow, and if the Chairman would like I will walk through those four changes seeing we have already had
the discussion on…
Alderman Clemons
Just for clarification too further to that is that the highlighted changes were the ones that the Mayor had
come into Personnel with the last Personnel meeting. The underlined changes some of which are in the
yellow some of which are not, were changes that came forward when this was originally proposed back in
the fall of 2010.
Alderman Cookson
June 9, 2011?
Alderman Clemons
Highlighted un-underlined if that makes sense.
Chairman Deane
The highlighted language is what was changed at his meeting by motions made by members of the
Personnel Committee. The ones that are underlined are ones that were originally brought in when the
legislation was introduced.
Alderman Cookson
Thank you.
Chairman Deane
Is that correct?
Mayor Lozeau
That is correct, and I think what Alderman Clemons was trying to point out is that there are some things that
are highlighted in yellow that are also underlined because they had been in the original. As we walk
through this, what I had asked the Personnel/Administrative Affairs Committee to consider in addition are
the following changes; on the first page you will note three paragraphs that are highlighted. One is to allow
the senior management that did not receive their step increase last year and got zero to receive their step
increase in this fiscal year. The second one is relating to all of the merit employees getting the .5%
increase, as Alderman Clemons said, that runs parallel with the contracts that have already been adopted.
The third piece is what you have seen new to the contracts that have been presented, which is funds being
returned based on concessions, and in this legislation for the merit funds, my preference, what I am asking
the committee to consider, is moving that money into our capital improvements building dollars because
one of the things that would be very helpful to be able to do is to change out some of our 30 year old
carpets and some other things in the building, and that would allow us a little bit more cash to use instead of
the bond.
Budget Review – 06/23/11 Page 4
On page 3 you see the change with performance evaluations. Originally when I brought this legislation in
and at the joint meeting the discussion surrounded whether it should be anniversary dates or annual and
based on feedback from both the committee and the employees, we determined that we would only have
my staff be on their anniversary date. The administrative support staff that we have talked about time and
again during the budget cycle comes in as a new Mayor comes in so it doesn’t have to be me it could be
whoever the next Mayor might be.
On page 7, highlighted again in yellow again is just another provision that had been anniversary and is now
back to just my staff being anniversary. Those two highlighted yellow paragraphs ahead of that are what is
currently in the merit plan. They are highlighted only because this is just a component that rides together,
but those first two paragraphs are existing in the merit plan.
On page 11 is the last change, and that is the effective date for the change in the increased healthcare
contribution. That again mimics the contracts that we have adopted.
Those are the pieces that are new that the Budget Committee has not seen, but that the
Personnel/Administrative Affairs Committee considered and passed at their last meeting when they took
this up.
Chairman Deane
So the change in plan is only in your office so you have control of that?
Mayor Lozeau
No. There are two things in that whole section. I was speaking specifically to the yellow section, which is
for all merit employees increasing both their Point of Service Plan and their HMO plan to mimic the
increased contribution that we have seen through all of the unions. The two paragraphs above that that are
underlined were what was in the original ordinance when I brought it in, that speak specifically to my staff,
and that is brought in because when I came in I was not aware that there was a merit plan that would limit
me on having my staff have a different contribution level than others. When I came in the city plan was at
95% paid by the city and 5% paid by the employees, and at that time I changed it to be for myself and all of
my staff in my office to be at the contribution that we are now negotiating at the 80/20 and so the provisions
that aren’t highlighted but are instead underlined allow me to change that to having the employee potentially
pay more, but in no instance less.
Chairman Deane
On the first page, which CPI-U are you using?
Mayor Lozeau
The same one that we use for everything else. I would imagine it is the northeast.
Chairman Deane
That should be probably part of the amendment right so it is clearly…
Budget Review – 06/23/11 Page 5
Mayor Lozeau
That is the current merit plan speaks to the CPI-U. That is what exists today. I didn’t make the change
there.
Chairman Deane
So these three highlighted areas in yellow aren’t a change?
Mayor Lozeau
They are a change, but the language that says “the three year average of the COPI-U, but will receive a…”
that language is existing language right now. It is for people that are maxed out. That is in the second
paragraph. The first paragraph is existing language, but the only change there is that this is for the
employees that did not get an increase last year that they will get their normal increase this year.
Chairman Deane
Provided they…
Mayor Lozeau
Receive a satisfactory performance evaluation.
Chairman Deane
And who gives the evaluation?
Mayor Lozeau
I do. It is for my direct reports, senior staff level, that list that I distributed to the Budget Committee.
Alderman Clemons
Could you repeat the motion that is on the floor Alderman Deane?
Chairman Deane
The motion is to recommend final passage as amended by Alderman Sheehan.
Alderman Clemons
Did this committee ever vote to amend? You may want to …
Chairman Deane
We haven’t voted to amend anything. I think what Alderman Sheehan has done is she has made a motion
to accept what we have received with our agenda as the amendments and…
Budget Review – 06/23/11 Page 6
Alderman Clemons
Okay. Well I have a further clarification.
Chairman Deane
Okay. What page are we on?
Alderman Clemons
The first page. Something that the Personnel Committee, it is minor, but, not really minor actually, it is
pretty important, but something that the committee overlooked was changing the effective date. Currently it
states January 1, 2011. We want to make sure that in the title it states July 1, 2011. Also further below
mentions January 1st again, you probably want to change that to July 1st. Then if you flip over to the Merit
Employees Rules and Regulations it should again read effective July 1, 2011.
Alderman Cox
Mr. Chairman, just for a clarification, I see up top where Alderman Clemons is mentioning January
switching to July, down below it states July in the yellow.
Alderman Clemons
That is something very specific though to the …
Alderman Cox
Okay. Thank you very much.
Chairman Deane
I believe the motion would be to amend in the body to read effective dates throughout to read July 1, 2011,
is that what you would like to make?
Alderman Clemons
Well in those three spots. There are other areas where that wouldn’t be appropriate I believe.
Chairman Deane
Do you want to point to those?
Alderman Clemons
For example on a highlighted sheet it says employees who are prior to promoted between January 1st and
June 30th. There are a few other spots, but it is those three spots that need to be changed…
Budget Review – 06/23/11 Page 7
Chairman Deane
So the motion is to amend 50-7 under merit pay compensation, under A, amend that to July 1, 2011. The
next one reads July 1, 2011, the next one has no date, the next amendment has no date, the effective date
on the front of the Merit Employee Rules and Regulations would also be amended to read July 1, 2011…
Alderman Clemons
And then just the title of the ordinance.
Chairman Deane
…that is in the body, and in the title, the title would also be amended to July 1, 2011.
Alderman Clemons
Yes.
MOTION TO AMEND O-10-42 UNDER §50-7 A, BY CHANGING THE EFFECTIVE DATE FROM
“JANUARY 1, 2011” TO “JULY 1, 2011”, BY CHANGING THE EFFECTIVE DATE OF THE MERIT
EMPLOYEES RULES AND REGULATIONS HANDBOOK FROM “JANUARY 1, 2011” TO “JULY 1,
2011”, AND IN THE TITLE BY CHANGING THE EFFECTIVE DATE FROM “JANUARY 1, 2011” TO
“JULY 1, 2011”
MOTION CARRIED
MOTION BY ALDERMAN DEANE TO FURTHER AMEND IN THE FIRST AND SECOND PARAGRAPHS
UNDER SECTION §50-7 BY ADDING THE WORD “NORTHEAST” AFTER “CPI-U”
ON THE QUESTION
Chairman Deane
That would keep it consistent with the ordinance we have that describes which CPI-U we use when we are
doing our budget. That way we have some consistency. Are there any questions on that motion?
MOTION CARRIED
Chairman Deane
Have these amendments been given to the employees to look at?
Mayor Lozeau
Yes.
Chairman Deane
And what did they say anything?
Budget Review – 06/23/11 Page 8
Mayor Lozeau
All of the original amendments that is what prompted me to change the direction I was heading on
anniversary dates for performance evaluations. The newest amendments we have had meetings and
discussions surrounding them, and there were no comments.
Chairman Deane
There were no comments from anybody?
Mayor Lozeau
Well I mean no comments that would change anything. All of the merit employees were all invited to a
meeting here and we discussed the healthcare changes, the merit changes. We had a discussion that
night.
Chairman Deane
So there was a discussion.
Mayor Lozeau
Yes.
Alderman Cookson
Thank you. I had a question with regard to the first paragraph in yellow just to make sure that I understand
it. It begins with for FY 2012, and then the merit employees there are two criteria. It is one or the other.
They either did not receive a one step advancement with their job or they did not receive a salary increase
equal to the three year average of the CPI-U for FY 2011. Those are the two criteria…
Mayor Lozeau
Right.
Alderman Cookson
…one of the two criteria which need to be met in order for a one step advancement with their job
classification effective July 1, 2011?
Mayor Lozeau
Right.
Alderman Cookson
Okay. And then the performance evaluation I know that you said that you conducted it. Is it based on the
individual’s PDF?
Budget Review – 06/23/11 Page 9
Mayor Lozeau
Of course.
Alderman Cookson
Okay. And is it an evaluation that the H.R. Department created or is responsible for so that it is consistent
throughout the entire city?
Mayor Lozeau
Actually no. The senior management team has a different evaluation tool than the remainder of the city
employees. We put an effort in to creating a more comprehensive evaluation tool for senior managers. So
it is consistent across the board with the senior managers that report directly to me and then we have
worked on developing a tool for other managers and then a different tool for what I would call line staff.
Alderman Cookson
And then in your second paragraph it talks about all other merit employees will not receive a one step
advancement with their classification, but will receive a salary increase of ½ a percent.
Mayor Lozeau
That is correct so the grid is frozen.
Alderman Cookson
The grid didn’t change at all?
Mayor Lozeau
No. Did not.
Chairman Deane
Are you all set Alderman Cookson?
Alderman Cookson
I had one other question. It wasn’t any language that was changed, but I did have a question about sick
leave and vacation time, and the amount of days which an employee may accrue. Sick leave they can
accrue a maximum of 90 days and then they will receive 100% of their sick leave upon retirement. In the
union contracts that we just recently saw the union contract was it 100 days?
Mayor Lozeau
I believe it is 100 days. I can’t confirm that off the top of my head.
Alderman Cookson
Okay. And then…
Budget Review – 06/23/11 Page 10
Chairman Deane
Was that the library contract you are speaking of or the teachers?
Alderman Cookson
I think it may have been in both, but I distinctly remember the teachers’ contract being 100 days and then
there was another factor of 120 days, but I don’t have that contract in front of me so I just wanted to see
how the two of them compared. I will say that at that meeting when we discussed the teachers’ contract I
thought the 100 days was a very nice benefit to be able to carry that many days and then upon retirement
be able to cash in at 100% of those days. I think I feel the same way with this. I think 90 days is very
generous to be able to accrue.
Has there been any conversation at all about the number of days which might be accrued?
Mayor Lozeau
It only relates to employees hired after 1995.
Alderman Sheehan
Before.
Mayor Lozeau
Pardon me, before 1995.
Alderman Sheehan
It is a grandfathered clause.
Mayor Lozeau
I don’t know that we can go back and take it away from them.
Alderman Cookson
Understood.
Mayor Lozeau
Okay, but the 90 days that you are referring to here that is who that is.
Alderman Cookson
Right. And what are they able to accrue …
Mayor Lozeau
The paragraph right ahead, total accumulation per year is 15 days.
Budget Review – 06/23/11 Page 11
Alderman Cookson
Thank you.
Mayor Lozeau
You are welcome.
Alderman Cookson
And finally city contributions…
Mayor Lozeau
I’m sorry Alderman Cookson, if you look at the third paragraph under sick leave, it talks about hired after
1995 they can accrue an unlimited amount of sick time, but they are only eligible for 20% of their unused
sick leave balance upon retirement.
Alderman Cookson
That is distinctly different from the union contracts that we are seeing.
Mayor Lozeau
It is.
Alderman Cookson
Finally, the city contributions, which I don’t have a page, but it is the very next page, the highlighted portion
where you have four paragraphs HMO, Point of Service, and then effective July 1, 2011, HMO and Point of
Service. Can you explain to me again one more time the difference between the first two paragraphs that
are not highlighted and the second two paragraphs which are?
Mayor Lozeau
The difference is my staff versus the rest of the city. I did not realize when I came into office that I didn’t
have the ability as the manager to change benefits for immediate staff that I hired in my office, and so I
changed it for myself and for that staff to the city’s contribution was 80% and our contribution was 20%.
Alderman Cookson
That was for the HMO.
Mayor Lozeau
For the HMO, and then for the Point of Service it changed to I believe it was 70% and 30%. When this
legislation came in originally it was only to deal with giving me the ability to do that. Because of where we
are today and what we have been able to negotiate and what I have asked for for concessions, we have
added that provision for the rest of the employees. The way this language reads it still will allow me to
reduce the city’s contribution for the direct administrative support staff in the Mayor’s Office. Now hopefully
my staff isn’t listening and not going to panic, but I mean it would allow me to say you know well 80/20 isn’t
Budget Review – 06/23/11 Page 12
enough, my staff is going to give 30% and the city is going to give 70%. I don’t see that happening. I have
no plans for that, but I think the discretion should be there in that instance, and that is what I have
proposed.
Alderman Cookson
I don’t see any difference in the language between the un-highlighted and the highlighted with the exception
of the effective date.
Mayor Lozeau
I see what you are saying. So you are saying why do we need the underlined language because the
highlighted picks up what we have already said and adds the addition about the Mayor reducing the staff.
Alderman Cookson
That is correct. So should the first two paragraphs be stricken?
Mayor Lozeau
I don’t think it is a problem if they are taken out because they are just repeated is what you are saying.
Alderman Cookson
Right.
MOTION BY ALDERMAN COOKSON TO AMEND, UNDER “CITY CONTRIBUTIONS (EFFECTIVE
JANUARY 1, 2008)” BY STRIKING THE UN-HIGHLIGHTED PORTIONS REFERRING TO HMO AND
POINT OF SERVICE
ON THE QUESTION
Mayor Lozeau
Mr. Chairman if I could, you will see that effective January 1, 2008 is what applies to those two things so
that should have been changed at some point too so with the new effective dates in and all of the language
captured in those last two, I don’t think it is a problem.
AMENDED MOTION BY ALDERMAN COOKSON TO AMEND, UNDER “CITY CONTRIBUTIONS” BY
STRIKING THE LANGUAGE “(EFFECTIVE JANUARY 1, 2008)” AND THE UN-HIGHLIGHTED
PORTIONS REFERRING TO HMO AND POINT OF SERVICE
ON THE QUESTION
Chairman Deane
So under HMOP City Contributions is that where you are Alderman Cookson?
Alderman Cookson
That is correct.
Budget Review – 06/23/11 Page 13
Mayor Lozeau
Page 11.
Chairman Deane
And you want to strike …
Alderman Cookson
The un-highlighted references beginning with “HMO the city contributes 90%...” that entire sentence, the
next sentence beginning with “Point of Service (POS) the city contributes 80%...” strike that entire
sentence, and then right above that in the parenthesis “(effective January 1, 2008)” that would be struck as
well.
Chairman Deane
So you are leaving the “except the Mayor may reduce the city’s contribution for the direct administrative
support staff in the mayor’s office.”
Alderman Cookson
What is left would be the title of the paragraph “City Contributions”, and then the highlighted portions…
Chairman Deane
So you want to strike the underlined, you want to strike all of those things right through?
Alderman Cookson
That is correct, the entire sentence beginning with “HMO the city contributes 90%...
Chairman Deane
All the way to “office” is the last word right?
Alderman Cookson
That is correct.
Chairman Deane
Okay. Under City Contributions the motion by Alderman Cookson is to strike the first two sentences
starting with HMO and Point of Service.
Alderman Cox
Thank you Mr. Chairman. I see a great benefit in leaving it in there in that historically as we look back,
especially as these contracts come across, that we see how and when changes have been made to
whether it be the merit plan, any of these contracts, and obviously it says January 1, 2008. This is what the
Budget Review – 06/23/11 Page 14
change was. And then we see July 1, 2011, this is what the change was. I think it is of great benefit having
it left in there. Thank you.
Chairman Deane
We will still have the older version of this when it was originally looked at…
Alderman Cox
But not laid out in front of you like this. You would have to research it.
Chairman Deane
Well that would be like leaving a contract with everything stricken in it and left and…it is up to the board on
how they will vote.
Alderman Sheehan
I was unclear whether the bolded City Contributions (effective January 1, 2008) that whole line, it sounded
to me like the Alderman wanted that whole line struck. I would counter that perhaps just changing it to
reflect July 1, 2011.
Chairman Deane
That was his motion. His motion was to change …
Alderman Sheehan
Okay I was unclear. That is why I’m checking.
Chairman Deane
…in City Contributions and then parenthesis effective would be July 1, 2011 instead of January 1, 2008.
That was part of his motion and then the other part was just to strike where it is bold HMO and bold where it
is Point of Service, and that those two highlighted items below will cover that.
Alderman Sheehan
That part I understood I just was unclear on the bold title.
Chairman Deane
You heard the motion. Is there any more discussion on the motion?
MOTION CARRIED
Mayor Lozeau
Mr. Chairman, does that mean you would like to leave “effective July 1, 2011” in all three places?
Budget Review – 06/23/11 Page 15
Chairman Deane
Probably isn’t necessary.
Mayor Lozeau
No it doesn’t matter, but I just…it is just about form now. I think when Alderman Cookson made his motion
I think his intention, I won’t speak for him because I know he is more than capable, but I think that is why he
was just striking the effective language in that top one.
Chairman Deane
Do you want to leave that? What is the will of the committee? Do you want to take it out?
MOTION BY ALDERMAN DEANE TO AMEND BY STRIKING THE WORDS “EFFECTIVE JULY 1, 2011”
ON BOTH THE HMO AND POINT OF SERVICE HIGHLIGHTED SENTENCES THAT ARE LEFT UNDER
“CITY CONTRIBUTIONS”
MOTION CARRIED
Alderman Cox
Thank you Mr. Chairman. On page 5, the title called “Merit Pay Program” that carries over into the next
page, and there are three highlights. I would just like to point out to the Chairman that the next paragraph
after the three highlights at the very end it says “CPI-U”, which we didn’t pick up for the northeast when you
made your amendment.
MOTION BY ALDERMAN COX TO FURTHER AMEND UNDER “MERIT PAY PROGRAM” PARAGRAPH
FIVE BY ADDING THE WORD “NORTHEAST” AFTER THE WORD “CPI-U”
MOTION CARRIED
Chairman Deane
Are there any other items in this? How much money did we budget for carpet? Why do we need another
$100,000 for City Hall?
Mayor Lozeau
It is not just for carpet. Actually Alderman Deane we haven’t finished all of the work at City Hall that I would
like to do. We haven’t finished work at Public Health. When I look at the dollars that we have it seemed to
me that it made some sense to put some of that cash in here. It can be used in a lot of different places, but
as I mentioned to the committee there is some work that needs to be done at the back entrance, which is
now more of the main entrance than the back entrance. We have carpet that is over 30 years old here.
We have some issues down in the Assessing Office as it relates to air quality that need to be dealt with
differently than just through an HVAC system. There are just other things in this building and some of the
other city buildings that need attention.
Based on things that were cut from the budget as they related to merit employees, I thought that the best
use of those funds were the quality of their work environment and the ability not to have to use bonded
money for it I thought was a good thing.
Budget Review – 06/23/11 Page 16
Chairman Deane
So we have the money we just want to use cash in stead of borrowed money…
Mayor Lozeau
That is correct.
Chairman Deane
…so the money is available.
Mayor Lozeau
Yes.
Chairman Deane
So there is plenty of money you just want to use cash so we can reduce the bond by $93,474?
Mayor Lozeau
I wouldn’t characterize that there is plenty of money. Alderman Deane as I told the Budget Committee as
we were doing the City Hall project, we put money aside and our priority was for the windows, the HVAC
system, things like that. The renovations, cosmetic renovations, were not necessarily budgeted for.
Depending on what we could save on other projects, that would determine either how much was left at the
end for the Court Street building or how much more we could put into public health. I don’t know what the
final analysis is going to be. We are working on getting prices right now for the cost of the new build for
public health. I think that there is an opportunity here, and I wanted to use it.
Alderman Cookson
Thank you. I just had a quick question about the language as it relates to the three year average of the
CPI-U index, and I will just refer to the first highlighted paragraph for the ease of having a conversation. It
says “equal to the three year average of the CPI-U index in FY2011”. It is the previous three years. So it is
leading up to 2011. So would you use ‘09, ‘10, and ‘11 or ‘08, ‘09, and ‘10 to determine the average CPI-U
index for FY11?
Mayor Lozeau
I don’t know the answer to that. I don’t know if it includes FY11 or if it is the three years prior to FY11. It is
the same calculation that is used for the Spending Cap for the budget.
Alderman Cookson
Do you recall Alderman Deane which years they use to calculate…
Chairman Deane
It was the three prior…
Budget Review – 06/23/11 Page 17
Alderman Cookson
It is the three prior so…
Chairman Deane
…like this year they used ’08, ’09, and ’10 right because the…
Mayor Lozeau
I believe it is prior, but I’m just not confident enough to say that without…
Chairman Deane
Well the CPI-U isn’t set …
Mayor Lozeau
For ’11 yet.
Chairman Deane
For ’11…
Alderman Cookson
For ’11, so it would be the…
Chairman Deane
So it is the three prior years. What was it this year, 2? It was 2 right?
Mayor Lozeau
Just about. It might have been 2.3.
Alderman Cookson
Do we have enough faith that we don’t have to spell that out within this document that we know which years
to use for the calculation?
Mayor Lozeau
Yes we do. And if I went back to the office I could answer your question, but as Alderman Deane pointed
out, knowing that the FY11 one wouldn’t be done in time it must be the three prior years.
Alderman Cookson
So it would be ’08, ’09, and ’10 to determine ’11.
Budget Review – 06/23/11 Page 18
Mayor Lozeau
Right.
Chairman Deane
Any further discussion? We put all of the amendments, and now I guess we are back to the main motion.
We have made all of the amendments because we further amended so I believe Alderman Sheehan; back
to her main motion was to recommend final passage as amended. Is that correct?
MOTION CARRIED
PUBLIC COMMENT - None
REMARKS BY THE ALDERMEN
Alderman Sheehan
Just want to say attaboys for my sons for their report cards today.
Alderman Cox
A quick congratulations to my son Timmy who graduated Elm Street Middle School earlier today.
ADJOURNMENT
MOTION BY ALDERMAN WILSHIRE TO ADJOURN
MOTION CARRIED
The meeting was declared closed at 7:42 p.m.
Alderman-at-Large David W. Deane
Chairman, Budget Review Committee
Agenda
BUDGET REVIEW COMMITTEE AGENDA
JUNE 23, 2011
7:00 PM Aldermanic Chamber
ROLL CALL
PUBLIC COMMENT
O-10-42
Endorser: Mayor Donnalee Lozeau
ADOPTION OF AMENDMENTS TO MERIT EMPLOYEE RULES AND REGULATIONS EFFECTIVE
JANUARY 1, 2011
• Also assigned to Personnel/Administrative Affairs Committee; Final Passage as Amended – 6/9/11
GENERAL DISCUSSION
PUBLIC COMMENT
REMARKS BY THE ALDERMEN
POSSIBLE NON-PUBLIC SESSION
ADJOURNMENT
RECOMMENDED AMENDMENTS
MADE AT PERSONNEL/ADMINISTRATIVE
AFFAIRS CMTE – 6/9/11
AMENDED O-10-42
ORDINANCE
ADOPTION OF AMENDMENTS TO MERIT EMPLOYEE RULES AND
REGULATIONS EFFECTIVE JANUARY 1, 2011
CITY OF NASHUA
In the Year Two Thousand and Ten
The City of Nashua ordains that Chapter 50 “Personnel”, Article I “General Provisions”,
Section 50-7 “Merit Pay Compensation System” is hereby amended by deleting the struck-
through language and adding the new underlined language as follows:
Ҥ 50-7. Merit Pay Compensation System.
A. The merit pay compensation system set forth on the “Merit Salary Schedule
(Appendix A) and Merit Employee Rules and Regulations” effective January 1, 200811,
is hereby adopted.”
A copy of the amended “Merit Salary Schedule (Appendix A) and Merit Employee Rules and
Regulations” is attached.
For FY 2012, merit employees who did not receive a one step advancement within their job
classification or a salary increase equal to the three year average of the CPI-U in FY 2011 will
receive a one step advancement within their job classification on July 1, 2011 provided he or she
attains a satisfactory performance evaluation.
For FY 2012, all other merit employees will not receive a one step advancement within their job
classification, but will receive a salary increase of 0.5%. Merit employees who have reached the
maximum step within their designated grade will not receive a salary increase equal to the three
year average of the CPI-U, but will receive of salary increase of 0.5%.
The sum of $93,474 shall be transferred from Account 6105-798 “Employee Benefits Fund,
Appropriation – General Fund” into Account 617-01 “Capital Improvements, Building
Maintenance – General Repairs, City Hall”.
MERIT EMPLOYEE RULES AND
REGULATIONS
EFFECTIVE JANUARY 1, 200811
The City of Nashua reserves the right to amend or revoke any of the provisions of
any of the benefits, terms and conditions of employment provided herein. The
benefit package shall not be construed as a contract of employment.
MERIT EMPLOYEE RULES AND REGULATIONS
INTRODUCTION
This document applies to employees covered under Chapter 250 “Personnel”, Article 5I “General
Provisions”, “Personnel Administration Merit System,” Section 2-30450-4 “Personnel covered” of the
Nashua Revised Ordinances.
EMPLOYMENT
Work Schedule
An employee’s work schedule is determined by his or her division director based on the operational needs
of the city/department. The city has the right to make changes in work schedules and assignments, as it
deems necessary.
Attendance
Employees are responsible for their attendance. Employees who know in advance that they will be late or
absent shall notify the department manager prior to the date in question. An employee who fails to notify
the department manager of their absence will be deemed absent without leave. This absence may be
without pay and subject to disciplinary action.
Equal Employment Opportunity (EEO)
The City of Nashua is an equal opportunity employer. EEO applies to all terms and conditions of
employment, that is hiring, placement, promotion, termination, layoffs, recall, transfer, leaves of absence,
compensation, training, and all illegal harassment.
Probation Period
Newly hired or promoted employees must successfully complete a six-month probationary period.
Performance Evaluations
Employees will receive an annual evaluation at the completion of the fiscal year. The direct
administrative support staff in the mayor’s office will receive an annual evaluation on the anniversary of
their date of hire. In addition, all newly hired, or promoted employees will receive an end of probation
performance evaluation.
Personnel File
Employees are entitled to review their personnel file during normal office hours with adequate notice to
Human Resources. Authorized personnel/representatives will be required to sign to review personnel
files.
Vacancies
Designated vacancies will be posted for a minimum of five workdays.
Promotions
Selected candidates will be placed on the designated grade of the attached Merit Salary Schedule
(Appendix A) one step above the salary equal to or greater than their current salary just prior to the
effective date of the promotion.
The hiring source may elect to place the candidate no more than two (2) steps above this requirement.
Under extraordinary circumstances, the mayor may approve further adjustments and the Mayor shall
notify the Board of Aldermen in writing when this privilege is exercised.
Employees who do not serve a successful probationary period may, at the discretion of management, be
returned or request to be returned to their former position if available or to a similar position if available.
Reclassification
A department manager, division director, or an employee through his or her respective supervisor may
request a review of their position classification by submitting a position description form (PDF) to Human
Resources for evaluation.
In the event that a position is reclassified to a higher grade classification, the compensation will be
determined within the attached Merit Salary Schedule (Appendix A) by placing the employee on the
designated grade one step above the salary equal to or greater than their current salary.
The hiring source may elect to place the employee no more than two (2) steps above this requirement.
Under extraordinary circumstances, the mayor may approve further adjustments and the Mayor shall
notify the Board of Aldermen in writing when this privilege is exercised.
Demotions
Demotions may be voluntary or by administrative directive. Compensation is determined by crediting the
employee with the number of years spent at the higher grade and then adjusting his or her salary to a step
within the lower grade.
Seniority
City seniority is defined as continuous service either from the date of hire or rehire. 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.
Discipline
The city has the right to discipline or discharge employees for cause. Discipline shall be corrective in
nature and ordinarily utilized progressively. Disciplinary actions normally follow the order of (1) written
warning; (2) suspension without pay and (3) discharge.
The severity of any particular infraction may warrant deviation from the cited steps, for example willful
destruction of property, theft, falsification of records, fighting, etc.
Grievance Procedure
Employees, who have completed a successful probationary period, have the right to discuss a grievance
with their supervisor within 10 days of the event giving rise to the grievance. The supervisor then has ten
(10) days to render a decision.
If an employee is not satisfied with the decision, he or she may file a written grievance with the
department manager within ten (10) workdays of receipt of the supervisor’s decision. The employee and
the department head must discuss the issue(s) within ten (10) workdays of the submission. The manager
must render a written response within ten (10) workdays of receipt of the submission.
If an employee is not satisfied with that decision, he or she may file a written grievance with the division
director, who may elect to involve the elected board/commission. The division director, in conjunction
with the Human Resources Manager, shall discuss the merits of the grievance at a meeting to which all
interested parties are welcome to attend, including any representative of the employee. The division
director then has ten (10) workdays from hearing the grievance to render a written decision.
Employees who are not satisfied with the decision of the division director may appeal within ten (10)
workdays of receipt of the division director’s decision to the Personnel Advisory Board (PAB).
Personnel Advisory Board (PAB)
Employees who are not satisfied with the decision of the division director may file a written appeal with
the PAB within 10 workdays of receipt of the division director’s decision. The PAB shall hear the
grievance and render a written recommendation to the Mayor within 30 workdays of the hearing.
All recommendations will be advisory except in those instances of discharge when an employee
demonstrates that the discharge was based on race, color, religion, sex, sexual orientation, age, national
origin, disability, marital status or political affiliation. Under the above stated exceptions the PAB may
order the employee reinstated.
Resignation
Employees are considered to have resigned in good standing provided they have given a two (2) week
notice or the department has waived the timeframe.
Employees who have failed to notify the department manager of an absence in excess of two (2) pay
periods, failed to report to work at the end of an approved leave of absence, or fails to return to work
when recalled from layoff upon official notice from the city, will be considered to have abandoned
(voluntarily resigned) their position.
Termination
Direct administrative support staff in the mayor’s office will serve an indefinite term at the pleasure of the
mayor.
Exit Interview
Employees whom, either voluntarily or through an administrative action, leave the employment of the city
must meet with Human Resources to return all city property, review their benefits and to be informed of
their rights to COBRA health benefits as required by law.
Recall
Employees who through no fault of their own are laid off from their position will be placed on a recall list
and given preferential consideration for like positions with due regard for city/department seniority and
past performance. Laid off employees will remain on an established list for a period not to exceed two
years.
Retired Employees
No person who is receiving or is eligible to receive a pension, as a result of prior service in the
employment of the city, or a pension which is or has been funded in whole or in part with city funds, shall
be hired or rehired unless such person agrees in writing to a remuneration reduced by the amount of the
pension. Retirees are eligible to participate in the city’s health and dental plan at full cost to the retiree.
Medical Examinations
A Pre-employment physical that is considered to be a condition of employment will be
conducted by a physician designated by the city and will be paid for by the city.
A Fitness for duty/return to duty physical may be required. Fitness for duty physicals will be
conducted by a physician designated by the city and may be paid by the city.
City Property
City owned or leased equipment is for city business purposes only. Any violation will be subject to
disciplinary action. Personal calls on city telephones shall be kept to an absolute minimum.
COMPENSATION
Compensation for all merit employees shall be in compliance with the Merit Salary Schedule attached in
Appendix A. Although the city discourages the payment of stipends, fees and additional compensation, it
is recognized that there may be instances when such payment for services, which are deemed not to be
part of an employee’s normal job duties, is in the best interest of the City. The Board of Aldermen shall
receive written notification on a quarterly basis of any and all such stipends, fees, and additional
compensation paid to any merit employee.
Merit Salary Schedule
Grades One through twenty as shown as Appendix A.
Steps One through seventeen as shown on Appendix A.
Merit Pay Program
Newly hired employees may receive a starting salary within the job classification grade from step 1
through step 12 on the attached Merit Salary Schedule (Appendix A). Recruitment should be based on
the documented education and/or experience he/she brings to the job.
Employees who are hired or promoted after July 1st but before December 31st of each calendar year will
be eligible for a one step advancement within their job classification on July 1st of the next year provided
he/she attains a satisfactory performance evaluation.
Employees who are hired or promoted between January 1st and June30th will not be eligible until they
have completed an entire fiscal year.
Direct administrative support staff in the mayor’s office will be eligible for a one step advancement
within their job classification on their annual anniversary of their date of hire provided he or she attains a
satisfactory performance evaluation.
An employee who has reached the maximum step within his/her designated grade and has attained a
satisfactory performance evaluation shall be eligible for a salary increase equal to the three (3) year
average of the CPI-U.
Classification and Compensation
Compensation will be determined by the designated grade and step within the attached Merit Salary
Schedule (Appendix A). The Mayor, through the Board of Aldermen, may grant a cost of living
adjustment to all merit employees. Any changes to the Merit Salary Schedule shall be approved by the
Board of Aldermen before taking effect.
Overtime
Overtime will be compensated in accordance with the Fair Labor Standards Act (FLSA). Employees
classified as exempt shall not be entitled to the overtime provisions set forth in FLSA.
Payroll Deductions
Employees are paid on a weekly basis. All required deductions, such as State, Federal, court ordered, and
voluntary deductions are automatically withheld from the employee’s paycheck. Employees may elect to
enroll in the Dependent Care Program, Flexible Spending Account, United Way, US Savings Bonds,
Credit Union and Deferred Compensation Program. Employees assigned to the Division of Public Works
who are members of the DPW retirement system, hired after 4/1/86 are subject to a Medicare deduction.
Working Out of Classification
When it is determined that an employee is assigned to the functions of a vacant higher classification, the
affected employee shall be eligible for the promotional rate of that classification provided he/she has
worked a minimum of four (4) hours in any one (1) calendar day for an accumulated period of forty (40)
hours within a twenty-four (24) month period. Once the employee has met those criteria, he/she shall
remain eligible for that promotional compensation while performing the assigned functions of that
classification
Workers’ Compensation
All employees are covered by the city’s workers’ compensation insurance. In the event an employee is
injured on the job, he or she must give immediate notice to their supervisor and complete the required
paper work. After determination of total disability, the City shall pay to the employee each week the
difference between the amount paid under workers’ compensation and the amount of the employee’s pay
for his/her regularly scheduled workweek in effect at the time the disability occurred. Payment of
supplemental pay by the City shall continue as long as the employee is ruled to be totally disabled, but not
to exceed a maximum of 26 weeks. Otherwise, Tthe employee may choose to supplement his or her
worker’s compensation payment utilizing available benefit leave balances. Employees will continue to
accrue full benefits while receiving workers’ compensation benefits.
LEAVE BENEFITS
Bereavement Leave
Employees are entitled to bereavement leave for three (3) consecutive days from either the date of death
or three (3) days from the date of burial of a member of the employee’s immediate family. Employees on
a scheduled leave of absence will not be eligible for bereavement leave.
The immediate family includes an employee’s spouse and the following relatives of the employee or their
spouse: children, brother, sister, parents, step-parents, grandparents, grandchildren, daughter-in-law, son-
in-law, blood relative or ward residing in the employee’s household.
Holidays
There are eleven (11) paid holidays per calendar year, plus the Presidential Election Day every fourth
year.
The following are standard holidays:
1. New Year’s Day
2. Labor Day
3. Civil Rights Day
4. Veteran’s Day
5. Memorial Day
6. Thanksgiving Day
7. Independence Day
8. Christmas Day
The remaining three (3) days are determined by the Mayor in January of each year. Nonexempt
employees who are required to work a holiday will receive 1.5 times their regular hourly rate. Exempt
employees are allowed to carry forward and use the holiday compensatory time within sixty (60) days
following the holiday.
If a holiday falls on a Saturday, the preceding Friday is observed. If the holiday falls on a Sunday, the
following Monday is observed. Employees must be on payroll the day before and the day after the
holiday in order to be eligible for holiday pay. Part time employees who are not scheduled to work on the
holiday are not eligible for holiday pay.
Jury Duty
Employees called to jury duty will be paid the difference between the time served and their regular
weekly salary. Employees must submit evidence of service as a juror and any compensation for jury duty
to the Payroll Section.
Personal Days
Employees on payroll effective July 1st or hired before December 1st are entitled to three (3) personal
days per fiscal year. Employees hired after December 1st are entitled to two (2) Personal Days and those
hired dafter April 1st are entitled to one (1) Personal Day.
Personal days cannot be carried over from one fiscal year to another. Personal time must be requested
and approved in advance and may be taken in half-hour increments.
Vacation
Employees are entitled to use accrued vacation leave provided they are on payroll at least fifteen (15)
days beginning the first of each month and have been employed with the city at least ninety (90) calendar
days. Part time employees working a minimum of 20 hours earn vacation leave on a pro rated basis.
Vacation leave must be requested and approved by the employee’s supervisor. Vacation leave is
approved based on the operational needs of the department. Employees who resign or leave after ninety
(90) days of employment with the city will be paid for all unused accrued vacation.
Vacation leave is accumulated per the vacation schedule below provided the employee is on payroll for
the first fifteen (15) calendar days of any given month. Vacation is accumulated as follows:
• Less than 5 years: 10.8 days (7.2 hrs per month)
• Less than 10 years: 15 days (10 hrs per month)
• Less than 20 years: 21 days (14 hrs per month)
• 20 or more years: 27 days (18 hrs per month).
Employees on Long Term Disability will not accrue vacation leave.
Employees may carry no more than two (2) times their respective annual accrual rate. Vacation is
calculated at the employee’s regular straight time rate. Vacation preferences must be made known to the
department manager by April 1st. Employees with the most seniority have preference in requesting
vacation time. In the event of an employee’s death, lay off, retirement, or resignation, accrued vacation
will be paid to the employee or designated beneficiary.
Credible Service Credit
Employees who have been hired into a Merit position from a direct/indirect service contract or as an
independent contractor without a break in service may upon request be granted credible service credit for
the purpose of vacation accrual and eligibility for long-term disability.
Sick Leave
Sick leave is accumulated at 1.25 (10 hours) days per month provided the employee is on payroll for the
first fifteen (15) calendar days of any given month. Total accumulation per year is fifteen (15) days. Part
time employees working a minimum of 20 hours earn sick leave on a pro rated basis. Employees on Long
Term Disability will not accrue sick leave.
Employees hired prior to July 1995 may accrue up to a maximum of ninety (90) days for which they will
receive 100% of their sick leave upon retirement from the City.
Employees hired on or after July 1, 1995 can accrue an unlimited amount of sick time; however, they will
be eligible for twenty (20%) percent of their unused sick leave balance upon their retirement. Sick leave
may be taken in ½ hour increments.
The City may, at its discretion, require medical verification from a licensed medical practitioner, which
must state the nature of the illness, date seen, and the anticipated date of return. In the event of death, the
employee’s beneficiary will be entitled to fifty (50%) percent of the unused balanced of sick leave. An
employee who resigns but returns to employment within one (1) year will have his or her sick leave
balance reinstated.
Leave of Absence
An employee must submit to the hiring source a written request for a leave of absence prior to the initial
date of leave indicating the reason for the leave of absence and the duration of the leave. An employee
may request to use available vacation and/or personal time. Employees on an unpaid leave of absence
will not accrue benefit leave (vacation/sick).
Employees with one (1) or more years of continuous service may be granted a personal leave up to one
year. An employee with less than one year may be granted a personal leave up to thirty (30) days. The
city will continue to pay its share of health insurance up to six (6) months for an employee who is on an
approved leave of absence.
Family Medical Leave Act (FMLA)
An employee, who is employed for at least twelve (12) months, who has worked at least 1,250 hours
during the prior twelve (12) month period, is eligible to take up to twelve (12) weeks leave of absence
over a twelve (12) month period of time. FMLA leave is granted for the serious illness of the employee,
spouse, the care of a minor child, the placement of a foster/adoptive child, the birth of a child, personal
illness or the care of a parent, child or disabled child, who has a serious health condition.
Military Leave
An employee who voluntarily or involuntarily enters into the Armed Forces is entitled to a leave of
absence for the anticipate length of enlistment. The employee upon discharge is entitled to reinstatement
to his or her previous position or a position of like status.
Employees called to serve in the National Guard or Armed Forces Reserve are entitled to seventeen (17)
days of paid leave of absence per Federal fiscal year (October 1st through September 30th). The
employee will be required to submit verification of leave orders as evidence of the amount of pay
received. Reservists called into active duty will be eligible for benefits in accordance to the Mayoral
Memo dated October 5, 2001.
BENEFITS
Health Insurance
Health insurance is offered to all full time employees or part time employees, who work a minimum of
twenty (20) hours per week. The cost for health insurance for part time employees is pro-rated. The
types of coverage for health insurance are for an individual, two person, and family. The City offers the
following plans:
Health Maintenance Organization: (HMO): selected by the city.
Point of Service Plan: selected by the city: New employees who wish to enroll in a health
insurance program must enroll in one within the first 30 days of employment. Employees who
want to change their carrier or subscribe to another program can only do so during an annual
“open enrollment” period.
Additional Plans: selected by the city: The city may make additional plans available to
employees with benefit levels and premium cost sharing determined by the city.
City Contributions (effective January 1, 2008)
HMO the city contributes 90%, except the mayor may reduce the city’s contribution for the direct
administrative support staff in the mayor’s office.
Point of Service (POS) the city contributes 80%, except the mayor may reduce the city’s
contribution for the direct administrative support staff in the mayor’s office.
Effective July 1, 2011:
HMO the city contributes 80%, except the mayor may reduce the city’s contribution for the direct
administrative support staff in the mayor’s office.
Effective July 1, 2011:
Point of Service (POS) the city contributes 70%, except the mayor may reduce the city’s
contribution for the direct administrative support staff in the mayor’s office.
Employees who are married to another employee of the City, who also subscribes to a plan, will be
subject to the birthday rule. The birthday rule states, whichever spouse’s birthday falls first in a calendar
year, is designated as the subscriber to any health plan.
Dental Insurance
The city will pay 100% of the premium for a one or two person dental plan selected by the city.
Employees electing to participate in a family plan will pay the difference between the cost of a two person
and a family plan. Employees may choose to elect to enroll in just the dental plan. Regular part time
employees working a minimum of twenty (20) hours per week are eligible to enroll on a pro rata basis.
Employees who wish to change carriers may do so during open enrollment.
COBRA
Medical and dental coverage may be maintained at the employee’s expense for the following “qualifying
events”:
1. Termination other than for “gross misconduct”
2. Reduction of work hours
3. Death, divorce or legal separation
4. Child no longer dependent for IRS purposes
Employees who are terminated for other than “gross misconduct” are eligible for 18 months of coverage
at his or her expense.
An employee’s dependents are eligible for coverage for up to 36 months in the event of “qualifying
events” at their own expense. Coverage may continue until dependents become eligible under another
plan. Changes in plans may be made during open enrollment.
Life Insurance
Employees who work at least thirty (30) hours per week may participate in the term life insurance
program. The benefit is equal to one and a half (1.5) times an employee’s annual base pay with the city
paying sixty-six (66%) percent of the premium. Optional term life is available at full cost to the
employee. Whole life is available at full cost to employees who work twenty (20) hours or more per
week.
Long Term Disability (LTD)
Full time employees who have been employed by the city for at least one (1) year are eligible for LTD.
Part time employees, who work a minimum of twenty (20) hours per week and have been employed for
an equivalent of one (1) year of full time continuous service are eligible for LTD. LTD is effective after
45 continuous workdays of illness or injury and is subject to federal income tax. Employees on Long
Term Disability will not accrue either vacation or sick leave.
Dependent Care Assistance Plan (DCAP)
Any employee who is regularly scheduled to work at least 25 hours per week and has dependent care
expenses (day care, after school care, summer camp, etc.) which are incurred to enable them to work will
be eligible to participate in this plan. This program is governed by the IRS and allows the employee to
deduct up to $2,500 if married and filing separately or up to$5,000 if single or married filing a joint return
which is pre-tax and pre-FICA.
Flexible Spending Account (FSA)
Any employee who is regularly scheduled to work at least 20hours per week is eligible to participate in
this plan. This program is governed by the IRS and allows the employee to deduct up to $2,000 annually
which is pre-tax and pre-FICA, to pay out of pocket health care expenses.
Deferred Compensation Plan (DCMP).
This supplemental retirement plan is governed by the IRS rules and regulations and is funded 100% by
employee contribution. This plan (457) allows employees to deduct up to the maximum set by the IRS
annually that is pre-tax dollars. Contributions are invested at the employee’s direction.
Educational Reimbursement
In order for employees to access educational reimbursement, funding must be included in the department
budget. Employees who are mandated to participate in programs or workshops/conferences will be
reimbursed at 100%. Employees are eligible for course reimbursement at an accredited institution for a
maximum of $1,500 per fiscal year as follows:
1. 75% for courses taken in a work related degree or certificate program.
2. 75% for work related courses.
3. 50% for courses taken in a non-work related degree or certificate program but related to the
overall operations of the City.
4. 50% for courses taken in a non-work related, non-degree program, however the course must
be related to overall operations of the City.
The City does not reimburse employees for books and/or related fees.
In order to qualify for this benefit, the employee must achieve a satisfactory grade of a “C” for
undergraduate work and a “B” for graduate work that includes law and doctoral programs.
Employee Assistance Program (EAP)
All employees are eligible to request assistance from EAP at no cost to the employee. Any contact with
EAP is confidential. Employees and their respective spouse and/or children are eligible for EAP services.
Transportation/Travel
City vehicles may only be used for work related business. Personal use of city vehicles, when authorized
by the division director or the department manager, shall be subject to applicable Internal Revenue
Service (IRS) regulations. An employee who either is provided transportation or reimbursed must present
a valid driver’s license annually to the Risk Management Department.
Parking
Employees shall be allowed to park at no cost to the employee in a City owned or leased lot or garage.
Retirement System
Employees who work thirty-five (35) hours or more are mandated to join the NH Retirement System
(NHRS). Merit employees are assigned to Group I and contribute 5% of their total pre-tax pay. In the
Fire Department, the Chief, Assistant Chief(s) and Deputy Chiefs are assigned to Group II and contribute
9.3% of their total pre-tax pay. Employees should contact Human Resources or NHRS for additional
information.
DPW merit employees are required to join the Public Works Retirement System at a rate of 9.15%. DPW
merit employees should contact the DPW Business and Administration Office for additional information.
APPENDIX A
Proposed Merit Salary
Schedule
Current Merit Grid
GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
1 20,221.67 20,855.13 21,508.43 22,182.20 22,877.08 23,593.72 24,332.81 25,095.06 25,847.91 26,623.35 27,422.05 28,244.71 29,092.05 29,964.81 30,863.76 31,789.67 32,743.36
2 20,592.18 21,237.27 21,902.58 22,588.72 23,296.36 24,026.16 24,778.83 25,555.08 26,321.73 27,111.38 27,924.73 28,762.47 29,625.34 30,514.10 31,429.53 32,372.41 33,343.59
3 21,097.63 21,758.56 22,440.19 23,143.18 23,868.20 24,615.92 25,387.07 26,182.38 26,967.85 27,776.89 28,610.19 29,468.50 30,352.56 31,263.13 32,201.03 33,167.06 34,162.07
4 21,697.66 22,377.38 23,078.40 23,801.38 24,547.00 25,315.99 26,109.06 26,926.98 27,734.79 28,566.83 29,423.84 30,306.55 31,215.75 32,152.22 33,116.79 34,110.29 35,133.60
5 22,329.91 23,029.41 23,750.82 24,494.83 25,262.15 26,053.50 26,869.65 27,711.36 28,542.70 29,398.98 30,280.95 31,189.38 32,125.06 33,088.81 34,081.48 35,103.92 36,157.04
6 23,123.84 23,848.22 24,595.29 25,365.76 26,160.37 26,979.86 27,825.03 28,696.68 29,557.58 30,444.31 31,357.64 32,298.37 33,267.32 34,265.34 35,293.30 36,352.10 37,442.66
7 24,101.71 24,913.40 25,752.42 26,619.70 27,516.19 28,442.87 29,400.75 30,390.90 31,302.63 32,241.71 33,208.96 34,205.23 35,231.39 36,288.33 37,376.98 38,498.29 39,653.24
8 24,951.63 25,830.86 26,741.08 27,683.36 28,658.85 29,668.72 30,714.17 31,796.46 32,750.35 33,732.86 34,744.85 35,787.20 36,860.82 37,966.64 39,105.64 40,278.81 41,487.17
9 25,971.37 26,926.84 27,917.46 28,944.52 30,009.37 31,113.39 32,258.03 33,444.78 34,448.12 35,481.57 36,546.01 37,642.39 38,771.66 39,934.81 41,132.86 42,366.84 43,637.85
10 26,828.69 27,836.02 28,881.18 29,965.58 31,090.69 32,258.05 33,469.24 34,725.90 35,767.68 36,840.71 37,945.93 39,084.31 40,256.84 41,464.54 42,708.48 43,989.74 45,309.43
11 30,126.59 31,257.76 32,431.39 33,649.09 34,912.51 36,223.37 37,583.45 38,994.60 40,164.44 41,369.37 42,610.45 43,888.77 45,205.43 46,561.60 47,958.44 49,397.20 50,879.11
12 32,674.04 33,900.89 35,173.81 36,494.52 37,864.83 39,286.59 40,761.73 42,292.26 43,561.03 44,867.86 46,213.89 47,600.31 49,028.32 50,499.17 52,014.14 53,574.57 55,181.81
13 35,688.25 37,028.28 38,418.63 39,861.18 41,357.89 42,910.81 44,522.04 46,193.76 47,579.57 49,006.96 50,477.17 51,991.48 53,551.22 55,157.76 56,812.49 58,516.87 60,272.37
14 39,120.90 40,589.82 42,113.90 43,695.20 45,335.88 47,038.16 48,804.36 50,636.88 52,155.99 53,720.67 55,332.29 56,992.25 58,702.02 60,463.08 62,276.97 64,145.28 66,069.64
15 43,021.65 44,637.03 46,313.07 48,052.05 49,856.32 51,728.33 53,670.64 55,685.88 57,356.46 59,077.15 60,849.46 62,674.95 64,555.20 66,491.85 68,486.61 70,541.21 72,657.44
16 46,892.98 48,653.77 50,480.67 52,376.17 54,342.84 56,383.36 58,500.50 60,697.14 62,518.05 64,393.60 66,325.40 68,315.17 70,364.63 72,475.56 74,649.83 76,889.33 79,196.01
17 51,112.87 53,032.11 55,023.41 57,089.48 59,233.13 61,457.28 63,764.93 66,159.24 68,144.02 70,188.34 72,293.99 74,462.81 76,696.69 78,997.60 81,367.52 83,808.55 86,322.81
18 55,713.39 57,805.36 59,975.89 62,227.92 64,564.51 66,988.84 69,504.19 72,114.00 74,277.42 76,505.74 78,800.91 81,164.94 83,599.89 86,107.88 88,691.12 91,351.86 94,092.41
19 60,726.29 63,006.45 65,372.23 67,826.85 70,373.63 73,016.03 75,757.65 78,602.22 80,960.29 83,389.10 85,890.77 88,467.49 91,121.51 93,855.16 96,670.81 99,570.94 102,558.07
20 66,796.87 69,304.56 71,906.40 74,605.92 77,406.79 80,312.80 83,327.91 86,456.22 89,049.91 91,721.40 94,473.05 97,307.24 100,226.46 103,233.25 106,330.25 109,520.16 112,805.76
Proposed Merit Grid-Additional $750 (effective January 1, 2008)
GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17
1 20,971.67 21,605.13 22,258.43 22,932.20 23,627.08 24,343.72 25,082.81 25,845.06 26,597.91 27,373.35 28,172.05 28,994.71 29,842.05 30,714.81 31,613.76 32,539.67 33,493.36
2 21,342.18 21,987.27 22,652.58 23,338.72 24,046.36 24,776.16 25,528.83 26,305.08 27,071.73 27,861.38 28,674.73 29,512.47 30,375.34 31,264.10 32,179.53 33,122.41 34,093.59
3 21,847.63 22,508.56 23,190.19 23,893.18 24,618.20 25,365.92 26,137.07 26,932.38 27,717.85 28,526.89 29,360.19 30,218.50 31,102.56 32,013.13 32,951.03 33,917.06 34,912.07
4 22,447.66 23,127.38 23,828.40 24,551.38 25,297.00 26,065.99 26,859.06 27,676.98 28,484.79 29,316.83 30,173.84 31,056.55 31,965.75 32,902.22 33,866.79 34,860.29 35,883.60
5 23,079.91 23,779.41 24,500.82 25,244.83 26,012.15 26,803.50 27,619.65 28,461.36 29,292.70 30,148.98 31,030.95 31,939.38 32,875.06 33,838.81 34,831.48 35,853.92 36,907.04
6 23,873.84 24,598.22 25,345.29 26,115.76 26,910.37 27,729.86 28,575.03 29,446.68 30,307.58 31,194.31 32,107.64 33,048.37 34,017.32 35,015.34 36,043.30 37,102.10 38,192.66
7 24,851.71 25,663.40 26,502.42 27,369.70 28,266.19 29,192.87 30,150.75 31,140.90 32,052.63 32,991.71 33,958.96 34,955.23 35,981.39 37,038.33 38,126.98 39,248.29 40,403.24
8 25,701.63 26,580.86 27,491.08 28,433.36 29,408.85 30,418.72 31,464.17 32,546.46 33,500.35 34,482.86 35,494.85 36,537.20 37,610.82 38,716.64 39,855.64 41,028.81 42,237.17
9 26,721.37 27,676.84 28,667.46 29,694.52 30,759.37 31,863.39 33,008.03 34,194.78 35,198.12 36,231.57 37,296.01 38,392.39 39,521.66 40,684.81 41,882.86 43,116.84 44,387.85
10 27,578.69 28,586.02 29,631.18 30,715.58 31,840.69 33,008.05 34,219.24 35,475.90 36,517.68 37,590.71 38,695.93 39,834.31 41,006.84 42,214.54 43,458.48 44,739.74 46,059.43
11 30,876.59 32,007.76 33,181.39 34,399.09 35,662.51 36,973.37 38,333.45 39,744.60 40,914.44 42,119.37 43,360.45 44,638.77 45,955.43 47,311.60 48,708.44 50,147.20 51,629.11
12 33,424.04 34,650.89 35,923.81 37,244.52 38,614.83 40,036.59 41,511.73 43,042.26 44,311.03 45,617.86 46,963.89 48,350.31 49,778.32 51,249.17 52,764.14 54,324.57 55,931.81
13 36,438.25 37,778.28 39,168.63 40,611.18 42,107.89 43,660.81 45,272.04 46,943.76 48,329.57 49,756.96 51,227.17 52,741.48 54,301.22 55,907.76 57,562.49 59,266.87 61,022.37
14 39,870.90 41,339.82 42,863.90 44,445.20 46,085.88 47,788.16 49,554.36 51,386.88 52,905.99 54,470.67 56,082.29 57,742.25 59,452.02 61,213.08 63,026.97 64,895.28 66,819.64
15 43,771.65 45,387.03 47,063.07 48,802.05 50,606.32 52,478.33 54,420.64 56,435.88 58,106.46 59,827.15 61,599.46 63,424.95 65,305.20 67,241.85 69,236.61 71,291.21 73,407.44
16 47,642.98 49,403.77 51,230.67 53,126.17 55,092.84 57,133.36 59,250.50 61,447.14 63,268.05 65,143.60 67,075.40 69,065.17 71,114.63 73,225.56 75,399.83 77,639.33 79,946.01
17 51,862.87 53,782.11 55,773.41 57,839.48 59,983.13 62,207.28 64,514.93 66,909.24 68,894.02 70,938.34 73,043.99 75,212.81 77,446.69 79,747.60 82,117.52 84,558.55 87,072.81
18 56,463.39 58,555.36 60,725.89 62,977.92 65,314.51 67,738.84 70,254.19 72,864.00 75,027.42 77,255.74 79,550.91 81,914.94 84,349.89 86,857.88 89,441.12 92,101.86 94,842.41
19 61,476.29 63,756.45 66,122.23 68,576.85 71,123.63 73,766.03 76,507.65 79,352.22 81,710.29 84,139.10 86,640.77 89,217.49 91,871.51 94,605.16 97,420.81 100,320.94 103,308.07
20 67,546.87 70,054.56 72,656.40 75,355.92 78,156.79 81,062.80 84,077.91 87,206.22 89,799.91 92,471.40 95,223.05 98,057.24 100,976.46 103,983.25 107,080.25 110,270.16 113,555.76
Prepared by Financial Services-Payroll