New Hampshire Equal Pay Checklist
Description
How to fill out Equal Pay Checklist?
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FAQ
Employers must give all their employees and workers payslips, by law (Employment Rights Act 1996). Workers can include people on zero-hours contracts and agency workers. Agency workers get their payslips from their agency.
The Equal Pay Act (EPA) protects both men and women. All forms of compensation are covered, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.
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.
Yes, employers must provide, in writing, an employee's rate of pay at the time of hire and upon any changes, as well as all policies pertaining to any fringe benefits.
Employers must allow their employees to have at least 24 consecutive hours off from work in every seven-day period.
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal.
Gov. Sununu's veto means that New Hampshire remains the only state in New England that doesn't require prevailing wage on state projects, and one of 24 states nationally without a statewide prevailing wage law.
However, most states allow employers to provide electronic pay stubs that can be printed (with access to a printer ensured by their employer). Some states require employees to give consent to receive pay stubs electronically.
How to implement equal payProduce an equal pay policy.Create clear and transparent job descriptions and titles.Follow a job evaluation scheme.Look at your grading structures.Consider more action for a fair pay system.