New Hampshire Resolution Regarding Salaries of Officers
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How to fill out Resolution Regarding Salaries Of Officers?
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FAQ
New Hampshire is an at-will state, which means employers can generally fire their employees at any time and for any reasonwith some important exceptions. Note that the state's at-will laws do not apply to union employees or those working on employment contracts.
Employees who usually work more than 35 hours per week (at all jobs within an establishment) regardless of the number of hours actually worked. Persons who were at work for 35 hours or more during the survey reference week are designated as working full time.
The Emergency Paid Sick Leave Act (EPSLA), implements a new federal paid sick leave law, whereby all employers, including government employers would need to provide up to 80 hours (or the equivalent of two weeks for part-time employees) of paid sick leave to employees for Coronavirus/COVID-19 issues.
No federal or state law in New Hampshire requires employers to pay out an employee's accrued vacation, sick leave or other paid time off (PTO) at the termination of employment.
It's illegal to ask for salary history in several states including California, Connecticut, Delaware, Hawaii, Massachusetts, Oregon and Vermont, which all have some form of ban for private employers.
DOLE now mandates that in order to effectively harmonize the management prerogative of the employer and the right of the employee, the final pay shall be released within thirty (30) days from the date of separation or termination of employment, unless there is a more favorable company policy, individual or collective
Stat. Ann. § 2, an employer must issue a final paycheck to a terminated employee within seventy-two (72) hours. However, if an employer lays off an employee, he or she need not issue a final paycheck until the next regularly scheduled pay date.
Section 432.3 prohibits an employer from (1) relying on salary history information of an applicant in determining whether to offer employment or what salary to offer and (2) seeking, personally or through an agent, salary history information about an applicant.
§ 2, an employee who quits his or her job is entitled to receive his or her final paycheck on the next regularly scheduled pay date, or within seventy-two (72) hours, if the employee gives at least one (1) pay period's notice.
California's ban prohibits private and public employers from seeking a candidate's pay history. Even if an employer already has that information or an applicant volunteers it, it still can't be used in determining a new hire's pay.
