New Hampshire Employment Policies Package
Description
How to fill out Employment Policies Package?
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FAQ
A reemployment plan is similar to a roadmap. It is designed to help you navigate the increasingly complex roads to your next job or a better career. You may be out of a job or have a job that doesn't offer the amount of hours or pay that you need.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.
An hourly employee is paid for all time worked including overtime, if applicable. A salaried employee receives a fixed amount of money constituting compensation regardless of the quantity or quality of the work performed or of the number of days and hours which the work is performed (RSA 2; RSA 2-b).
The FLSA defines employee as "any individual employed by an employer" and employ is defined as including "to suffer or permit to work." The concept of employment in the FLSA is very broad and is tested by "economic reality."
Summary. New Hampshire law prohibits an employer from discriminating and retaliating against employees in a variety of protected classes. Employers must also allow employees to access their personnel files, protect whistleblowers and allow wage discussions. See EEO, Diversity and Employee Relations.
In New Hampshire, there are no federal or state laws that mandate employers to give their workers paid or unpaid vacation time. This means that companies have the freedom to establish their own vacation policies, whether it be paid time off, vacation days, sick leave, or paid holidays.
The termination of an employee may be considered wrongful if it is based on: Discrimination ? An employer may terminate a worker based on the worker's race, religion, nationality, sex, gender identity, sexual orientation, or other facet of their identity.
An employer cannot require that an employee work more than five consecutive hours without granting a thirty minute lunch or eating period. If the employer cannot allow thirty minutes the employee must be paid if they are eating and working at the same time (RSA 2-A).