Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it. The content of the notice is prescribed by the Wage and Hour Division of the Department of Labor. An approved copy of the minimum wage poster is made available for informational purposes or for employers to use as posters.
New Hampshire Fair Labor Standards Act FLSA Minimum Wage Poster
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FAQ
The 2023 minimum wage in New Hampshire is $7.25 an hour for employers. ing to the US Labor Law Center , these are the previous and current minimum wage rates for the state of New Hampshire.
All covered employers are required to display the poster in their workplace. Employers do not need to replace previous versions of the poster. Employers must display the poster in a conspicuous place where workers can see it.
Section 213(a) of the Fair Labor Standards Act. Unless otherwise provided by statute, no person, firm or corporation shall employ any employee at an hourly rate lower than that set forth in the federal minimum wage law, which is $7.25.
The New EEOC Labor Law Poster Update The notice addresses the Pregnant Workers Fairness Act, and goes into effect on June 27, 2023. The Know Your Rights: Workplace Discrimination is Illegal notice has been updated to include more rights for employees who are disabled, pregnant, or with a related medical condition.
Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it.
Required Federal Posters The mandatory federal posters for 2023 are: Family and Medical Leave Act (FMLA) Fair Labor Standards Act (FLSA) Uniformed Services Employment and Reemployment Rights Act (USERRA)
2023 FLSA Poster Update The right for nursing mothers to pump breast milk previously only applied to nonexempt workers. That reference has been removed from the FLSA poster. Also, the new poster makes clear that only narrow exceptions to the PUMP Act apply.
The FLSA does not require payment for time not worked, such as vacations, sick leave or holidays (Federal or otherwise). These benefits are matters of agreement between an employer and an employee (or the employee's representative).