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Wage and hour laws in New Hampshire are designed to ensure employees are paid fairly for their work and receive the benefits and protections to which they are entitled. These laws cover aspects such as minimum wage, overtime pay, payday requirements, recordkeeping, youth employment, and more. Both federal laws and New Hampshire state laws apply in this area, and often the law that provides greater protection to employees will prevail.
Understanding your rights and obligations under wage and hour laws can be challenging, as they are detailed and subject to change. Employees, as well as employers, must comply with all relevant regulations to avoid penalties and to foster a fair workplace.
You may require legal assistance with wage and hour matters for a variety of reasons. Some common situations include:
A lawyer specializing in wage and hour law can help you navigate claims, communicate with your employer, file complaints with government agencies, and represent you in court if necessary.
New Hampshire wage and hour laws have some unique features. Below are key aspects relevant for employees and employers to understand:
Many federal laws, like the Fair Labor Standards Act (FLSA), also apply in New Hampshire, and sometimes provide greater protections than state law.
New Hampshire follows the federal minimum wage, which is currently seven dollars and twenty-five cents per hour.
Most non-exempt employees must receive overtime pay at one and one-half times their regular rate for all hours worked over forty in a workweek.
Employees must generally be paid on a weekly basis in New Hampshire, with a few exceptions for certain salaried employees and written agreements.
Employers can only deduct amounts required by law, such as taxes or court orders, and only with written authorization for other deductions like insurance or retirement plans.
If you work more than five consecutive hours, you are entitled to a thirty-minute meal break. Short rest breaks are not required by law in New Hampshire.
Yes, for tipped employees, employers may count tips toward the minimum wage, but if your total earnings (wage plus tips) do not equal at least the minimum wage, your employer must make up the difference.
Contact your employer to try to resolve the issue. If unresolved, you can file a wage claim with the New Hampshire Department of Labor or consult an attorney.
All wages owed must be paid within seventy-two hours after separation.
No, some salaried or executive, administrative, and professional employees may be exempt from overtime depending on their job duties and pay.
Generally, wage and hour protections apply only to employees. If you are misclassified as an independent contractor, you may still have rights and should seek legal advice.
If you believe your rights have been violated or you have questions about wage and hour law, you should start by gathering all relevant documents, such as pay stubs, work schedules, employment agreements, and any communications with your employer. Try to resolve the matter with your employer first, as many wage disputes can be remedied quickly.
If the issue is not resolved, you may file a complaint with the New Hampshire Department of Labor or seek legal advice from an experienced attorney. An attorney can help you understand your rights, evaluate your specific situation, and determine the best course of action.
Taking prompt action is important, as there are time limits for filing wage claims. Use the resources above and consult with a qualified professional to ensure your rights are protected.
