The right of an employee to compensation is based on either an express or implied contract. Whether the employment contract is express or implied, it need not be formalized in order for the terms of employment to begin. Once employment has begun, the employment contract represents the right of the employee to be paid the wages agreed upon for services he or she has performed and the right of an employer to receive the services for which the wages have been paid.
New Hampshire Complaint for Recovery of Unpaid Wages
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How to fill out Complaint For Recovery Of Unpaid Wages?
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Regular Payment of Wages 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 in which the employee performed the work for which the employer is paying them.
In New Hampshire, you are allowed to talk about pay at work based on the state's public policy. An employer cannot lawfully prohibit you from discussing your wages if you wish to do so.
Pay Requirements in New Hampshire The New Hampshire minimum wage is currently $7.25 per hour, which aligns with the federal minimum wage. Employers must establish a regular payday and pay employees at least once per calendar month. Payment of wages must be made within eight days of the end of the pay period.
2 Employee Access to Personnel Files. ? I. Except as provided in paragraph III, every employer shall provide a reasonable opportunity for any employee who so requests to inspect such employee's personnel file and further, upon request, provide such employee with a copy of all or part of such file.
RSA 2-b Pay Disclosure. No employer shall require that an employee refrain from disclosing the amount of his or her wages or sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages, salary, or paid benefits, as a condition of employment.
Toll-Free: 1-800-272-4353. Occupational Safety and Health: An employee may file a complaint with the New Hampshire Department of Labor and request a review of the employer's action. The Department will hold a hearing and may order reinstatement.
The Worker Adjustment and Retraining Notification (WARN) Act ensures advance notice of qualified plant closings and mass layoffs. New Hampshire law requires any temporary or permanent layoff of 25 or more people to the New Hampshire Department of Employment Security.