For at least 2 years: Keep basic records of employment and earnings, such as season cards, pay tables, shipping and accounting documents, and records of salary increases or deductions. Also keep records that show why you may pay different salaries to employees of different genders, such as pay rates, job evaluations, seniority and benefit systems, and collective agreements. This summary does not constitute qualified legal advice. Laws are always subject to change and may vary from municipality to municipality. It is up to you to ensure that you comply with all the laws and statutes of your region. If you need additional compliance assistance, we recommend contacting a qualified attorney, checking with your local authorities, or registering with Homebase for help from our certified HR professionals. Here`s another important and often misunderstood fact: By law, there is no counting time for salaried (exempt) employees! By definition, an employee earns the same wage, regardless of the number or number of hours worked in a pay period. You may want to reward employees for hours that go beyond normal expectations. However, it is advisable to call this “reward” something other than comp time to avoid confusion. There is also no legal obligation to pay for unused time that may be granted in these circumstances. It would be desirable to specifically inform employees about this. Information about New Hampshire`s holiday laws can now be found on our New Hampshire Leave Laws page.
The New Hampshire Worker Adjustment and Retraining Act (NH WARN Act) requires 60 days` notice of a mass layoff or plant closure for affected employees, as well as for the labor commissioner, the New Hampshire attorney general, and elected officials in each New Hampshire community where the plant closure or mass layoff occurs. N.H. RSA § 275-F:3. The content of the notification must comply with the requirements of the WARN Act. Employers must allow their employees to take at least 24 consecutive hours of leave in a seven-day period. Unless an employer receives permission from the New Hampshire Department of Labor (NHDOL) to do otherwise, New Hampshire law requires employers to pay employees within 8 days of the week the employee performed the work for which the employer pays them. This essentially leads to a standard rule that employees should receive a weekly paycheck. The NHDB does not allow an employer to pay you less than once a month. Employers are not required to provide paid or unpaid sick leave, but must comply with their own policies set out in an employer-employee contract if they choose to implement one. At the time of recruitment, the employer must inform each employee of his rate of pay, as well as the date and place of payment. N.H.
RSA § 275:49. Employers must also notify employees before making any changes to this information. Employees must also be notified (written or by mail) of employment practices and policies relating to paid leave, leave, sick leave, bonuses, severance pay, personal days, payment of employee expenses, pensions and any other benefits. N.H. Code Admin. Rules, Exercise 803.03. New Hampshire`s labor laws do not require employers to give breastfeeding mothers breaks to express their breast milk. However, the federal Fair Labor Standards Act requires certain employees to provide non-exempt breastfeeding mothers with reasonable rest periods for expressing milk for one (1) year after the birth of a child and private rooms, other than a bathroom, to express breast milk. An hourly worker is paid for all time worked, including overtime, if applicable. An employee receives a fixed amount, which is remuneration, regardless of the quantity or quality of the work performed, or the number of days and hours the work is performed (RSA 275:43; RSA 275:43-b). Employers may be required to grant an employee leave without pay under the Family and Medical Leave Act or other federal legislation.
Under New Hampshire labor laws, employers may not require an employee to work more than five (5) consecutive hours without providing thirty (30) minutes of lunch or meal. If the employer cannot allow thirty (30) minutes, the employee must be paid if he eats and works at the same time. Under federal law, an employer who opts for additional breaks must be paid if they are of the type that usually lasts less than twenty (20) minutes. NH Statute 275:30-A. Salary Payments for EmployeesState law (RSA 275:43) requires each employer to pay all wages due to employees within eight days, including Sunday, after the end of the week in which the work is performed, unless the DOL commissioner has authorized it to pay less frequently. Your organization can ask the Commissioner of the Ministry of Labour to allow you to pay wages less frequently (e.g., every two weeks for hourly employees or once a month for employees classified as dependents), as long as you do not have a history of wage and hour violations and that employees do not experience financial hardship due to a reduction in wage frequency. These wages must be paid in cash (U.S. currency) or by cheques made to banks near the place of work if appropriate arrangements have been made for such cheques to be cashed by employees for the full amount of wages owing.
New Hampshire law requires that employees who are laid off or laid off receive their last pay within 72 hours. Employers are required to provide a 30-minute meal to employees who work more than 5 consecutive hours.