[COMPANY NAME] Employee Handbook
(New Hampshire Edition)
[// GUIDANCE: Replace bracketed placeholders with client-specific information. Delete guidance notes before finalization.]
Document Header
Effective Date: [DATE]
Applicable Jurisdiction: State of New Hampshire, United States of America
Prepared For: [COMPANY NAME], a [STATE OF FORMATION] [ENTITY TYPE] (“Company”)
Audience: All Employees of the Company (“Employee” or “Employees”)
This Employee Handbook (“Handbook”) sets forth the Company’s policies, procedures, benefits, and conditions of employment. It is intended to comply with all applicable federal laws, the laws of the State of New Hampshire—including, without limitation, N.H. Rev. Stat. Ann. chs. 275 (Labor Standards), 279 (Minimum Wage), and 354-A (Law Against Discrimination)—and any controlling municipal ordinances.
Disclaimer & Reservation of Rights
1. Employment with the Company is at will unless otherwise provided in a duly authorized, written agreement signed by the Chief Executive Officer.
2. This Handbook is not an employment contract and does not create any contractual rights, promises, or guarantees.
3. The Company reserves the right to interpret, modify, suspend, or terminate any provision of this Handbook at any time, with or without notice, subject to applicable law.
Table of Contents
- Definitions
- Equal Employment Opportunity & Anti-Discrimination
- Wage & Hour Compliance
- Timekeeping & Payroll
- Employee Benefits
- Leave of Absence Policies
- Workplace Conduct & Discipline
- Health, Safety & Security
- Confidentiality, IP & Data Security
- Use of Company Property & Technology
- Conflicts of Interest & Business Ethics
- Dispute Resolution
- Indemnification, Limitation of Liability & Injunctive Relief
- Handbook Administration
- Acknowledgment of Receipt
1. Definitions
“Arbitration Agreement” – The optional, standalone agreement by which an Employee and the Company mutually agree to resolve covered claims exclusively by binding arbitration.
“Company” – [COMPANY NAME] and all of its parents, subsidiaries, affiliates, successors, and assigns.
“Employee” – Any individual classified by the Company as an employee—whether full-time, part-time, temporary, exempt, or non-exempt.
“Handbook” – This document, including any addenda and updates.
“Protected Classification” – Race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, age, national origin, disability, genetic information, veteran status, marital status, or any other status protected by applicable law.
2. Equal Employment Opportunity & Anti-Discrimination
2.1 Policy Statement
The Company provides equal employment opportunity to all qualified individuals and strictly prohibits discrimination, harassment, or retaliation based on any Protected Classification, in accordance with N.H. Rev. Stat. Ann. ch. 354-A and Title VII of the Civil Rights Act of 1964.
2.2 Reasonable Accommodation
The Company will provide reasonable accommodations to qualified individuals with disabilities and to employees with pregnancy-related conditions, consistent with the interactive process required by law.
2.3 Complaint Procedure
Employees are encouraged to report violations to [TITLE OR DEPARTMENT]. Reports may be made verbally or in writing and may be submitted anonymously through the [HOTLINE/PORTAL].
2.4 Prohibition on Retaliation
Retaliation against any Employee for making a good-faith complaint or participating in an investigation is strictly prohibited.
3. Wage & Hour Compliance
3.1 Classification of Employees
The Company classifies Employees as exempt or non-exempt in accordance with the Fair Labor Standards Act (FLSA) and N.H. Rev. Stat. Ann. chs. 275 & 279.
3.2 Minimum Wage
No Employee will be paid less than the greater of:
a) the federal minimum wage, or
b) any higher minimum wage that may be enacted by the State of New Hampshire or applicable municipalities.
3.3 Overtime
Non-exempt Employees are entitled to overtime pay at one and one-half times their regular rate for hours worked in excess of 40 in a workweek.
3.4 Meal & Rest Periods
Under RSA 275:30-a, Employees working more than five consecutive hours are afforded a 30-minute unpaid meal break. Employees must accurately record all break periods.
3.5 Paydays & Wage Statements
The Company issues paychecks on [PAY SCHEDULE] in compliance with RSA 275:43. Wage statements itemize all deductions as required by RSA 275:49.
3.6 Deductions
Only lawful deductions—such as taxes, court-ordered garnishments, or voluntary benefits—will be taken from wages.
3.7 Final Wages
Upon separation, final wages will be paid within the statutory timeframe set forth in RSA 275:44.
[// GUIDANCE: Insert any collective bargaining or prevailing wage obligations if applicable.]
4. Timekeeping & Payroll
4.1 Time Records
Employees must accurately record hours worked using the Company’s [TIMEKEEPING SYSTEM]. Any falsification of time records is grounds for immediate discipline.
4.2 Reporting Time Worked Off-Site
Remote work or off-site hours must be pre-approved and recorded in the same manner as on-site work.
4.3 Corrections & Disputes
Employees should immediately notify [PAYROLL CONTACT] of any paycheck discrepancies.
5. Employee Benefits
5.1 Health & Welfare Plans
Eligible Employees may enroll in medical, dental, vision, and other benefits as outlined in the Summary Plan Descriptions (SPDs).
5.2 Retirement Savings
The Company sponsors a [401(k)/OTHER] plan. Eligibility, vesting, and matching contributions are governed by the plan document.
5.3 Workers’ Compensation
In accordance with RSA 281-A, Employees injured in the course of employment are covered by workers’ compensation insurance.
5.4 Unemployment Insurance
Employees may be eligible for unemployment benefits through the New Hampshire Department of Employment Security upon qualifying separation.
6. Leave of Absence Policies
6.1 Paid Time Off (PTO)
• Accrual Rate: [XX] hours per pay period.
• Carryover: [POLICY].
• PTO must be requested through [SYSTEM] and approved by [MANAGER TITLE].
6.2 Sick Leave
Employees may use PTO for illness, medical appointments, or to care for immediate family.
6.3 Domestic Violence Victim Leave
Employers with 50 or more Employees must provide unpaid leave for victims of domestic violence pursuant to RSA 275:61.
6.4 Pregnancy Disability Leave
Pregnancy-related conditions are treated the same as any other temporary disability. Additional accommodations will be provided under RSA 354-A and federal law.
6.5 Family and Medical Leave Act (FMLA)
Eligible Employees (12 months of service and 1,250 hours worked in the past 12 months) may take up to 12 weeks of unpaid, job-protected leave for qualifying reasons.
6.6 Military Leave
The Company complies with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any applicable state provisions.
6.7 Other Statutory Leave
Jury duty, voting leave, and emergency responder leave will be granted in compliance with applicable law.
[// GUIDANCE: Insert any paid family or medical leave benefits if offered by the Company.]
7. Workplace Conduct & Discipline
7.1 Code of Conduct
Employees must:
a) Comply with all laws and Company policies.
b) Act honestly and ethically in all business dealings.
c) Treat colleagues, customers, and vendors with respect.
7.2 Prohibited Behavior
• Harassment, discrimination, or retaliation
• Violence or threats of violence
• Possession of illegal drugs or firearms (except as allowed by law and Company policy)
• Theft, fraud, or misappropriation of Company property
7.3 Progressive Discipline
The Company may utilize verbal warnings, written warnings, suspension, or termination, depending on the severity and frequency of violations. The Company reserves the right to bypass progressive steps when appropriate.
8. Health, Safety & Security
8.1 Compliance
Employees must follow all OSHA standards and Company safety protocols.
8.2 Drug-Free Workplace
The unlawful manufacture, distribution, possession, or use of controlled substances is prohibited. The Company reserves the right to conduct drug testing as permitted by law.
8.3 Workplace Violence Prevention
Threatening behavior should be reported immediately to [SECURITY CONTACT] or Human Resources.
9. Confidentiality, IP & Data Security
9.1 Confidential Information
Employees must not disclose proprietary or confidential information without prior authorization.
9.2 Intellectual Property
All work product created within the scope of employment is the sole property of the Company.
9.3 Data Protection
Employees must comply with the Company’s information security policies, including password protocols and encryption requirements.
10. Use of Company Property & Technology
10.1 Acceptable Use
Company property is to be used for legitimate business purposes. Limited personal use is permissible if it does not interfere with job duties.
10.2 Monitoring
Employees have no expectation of privacy in Company-owned devices or systems. The Company may monitor usage to the extent permitted by law.
11. Conflicts of Interest & Business Ethics
11.1 Outside Employment
Employees must obtain written approval before engaging in outside employment that could create a conflict of interest.
11.2 Gifts & Gratuities
Employees may not accept gifts that could influence business judgment.
12. Dispute Resolution
12.1 Open-Door Policy
Employees are encouraged to resolve workplace concerns informally with their supervisor.
12.2 Formal Complaint Procedure
Unresolved issues may be escalated in writing to Human Resources.
12.3 Arbitration (Optional)
Employees who execute a separate Arbitration Agreement agree to submit covered claims to binding arbitration under the Federal Arbitration Act. Arbitration will occur in [COUNTY], New Hampshire, before a single arbitrator under [RULES]. Class or collective actions are waived to the extent permitted by law.
12.4 Venue & Governing Law
Absent an effective Arbitration Agreement, all legal proceedings shall be brought exclusively in the state courts located in [COUNTY], New Hampshire, and governed by New Hampshire law.
12.5 Jury Waiver
Nothing herein shall be construed to waive any constitutional right to a jury trial.
12.6 Injunctive Relief
Either party may seek temporary or preliminary injunctive relief where necessary to prevent irreparable harm, subject to statutory limitations.
13. Indemnification, Limitation of Liability & Injunctive Relief
13.1 Employee Indemnification
To the fullest extent permitted by law, Employees shall indemnify and hold the Company harmless from any loss, liability, or expense arising out of the Employee’s willful misconduct, gross negligence, or violation of law.
13.2 Company Limitation of Liability
The Company’s liability to any Employee shall not exceed any statutory limits applicable under New Hampshire law.
13.3 Insurance
The Company maintains employment practices liability insurance (EPLI). This coverage does not create any third-party beneficiary rights.
14. Handbook Administration
14.1 Modifications
Only the [TITLE, e.g., Chief Human Resources Officer] may authorize Handbook revisions. Updated versions supersede prior editions.
14.2 Severability
If any provision of this Handbook is held unlawful or unenforceable, the remaining provisions shall remain in full force.
15. Acknowledgment of Receipt
I acknowledge that I have received, read, and understand the Company’s Employee Handbook dated [EFFECTIVE DATE], and I agree to comply with the policies and procedures contained herein. I understand that nothing in this Handbook creates a contract of employment or alters the at-will nature of my employment.
| Employee Name (Print) | Signature | Date |
|---|---|---|
| Company Representative | Signature | Date |
|---|---|---|
[// GUIDANCE: Retain each signed acknowledgment in the Employee’s personnel file for at least the minimum record-retention period required by RSA 275:56 and applicable federal regulations.]
End of Employee Handbook