Published: New Hampshire Business Review
April 27, 2023
With our newfound time now that pandemic-related matters are no longer monopolizing our days, it is a good time for New Hampshire businesses to review some basic wage and hour compliance matters in their workplace. Some businesses are surprised by the specific requirements imposed by New Hampshire's state laws and regulations. From the initial communication of pay, to tracking, calculating and distributing wages, employers will likely find a specific statute and/or labor regulation governing the transaction. Fortunately, however, this area of employment law is relatively easy to master, once you are familiar with the basics. This article will briefly address some of the more frequent problem areas that result in civil fines and penalties being imposed by the New Hampshire Department of Labor ("DOL") following an audit.
First, all employers must notify employees in writing at the time of hiring (which is usually prior to the first day of employment) of their rate of pay, the applicable pay period, and the day and place/manner of payment. New Hampshire Lab. 803.03(a). This notice is traditionally delivered to employees by way of an offer letter or some sort of "New Hire Rate of Pay" form (a sample form is available on the DOL's website). In addition, and what surprises most employers, is that pursuant to New Hampshire Lab. 803.03(f)(6), employers must not only provide the written notification of wages to employees but...
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