New Hampshire Passes Partial Scheduling Law

New Hampshire Passes Secure Scheduling Law

WorkforceHub

HR tech that powers small businesses. Get in, get the job done and keep your business moving with an easy to use solution for time, HR and benefits.

Employment Law and Compliance

New Hampshire’s Law is Minimal, but Part of Typical Scheduling Regulations

New Hampshire isn’t typically considered a state with secure scheduling or advanced scheduling laws. That’s because the state hasn’t passed full scheduling employment laws.

However New Hampshire has passed a law that is typically the first step in typical scheduling laws.

Senate Bill 146 is “relative to flexible working arrangements in employment”. It prohibits “an employer from retaliating against an employee who requests a flexible work schedule.”

The law doesn’t require employers to oblige employee requests, but does prohibit any negative action against the employee who makes the request.

It also protects employers against employee action for failing to provide the requested schedule.

The law aims to get rid of negative employment stigmas to employees who request flexible schedules.

Senator Feltes, who sponsored the bill said that substantial childcare responsibilities born by two-career households interfere with the ability of young families to remain in the workforce and contribute to the economy.

Other sponsors stated that this law would encourage conversation among employees and employers and would help in worker retention and expand opportunity for women.

The bill is brief, but has strict consequences for employers that violate the conditions of the bill. In addition, it fails to mention the types of actions that would be considered retaliation, which could cause uncertainty around when the law has been violated.

The law could cause confusion and conflict anytime an employer has negative action after an employee requests a flexible schedule. Employers will need to heavily document the reasons for the negative or disciplinary action to avoid the appearance of penalizing employees who make schedule requests.

Fortunately, the law does not provide for civil action by employees.

The ability for employees to request flexible schedules without employer retaliation is typically part of full advanced scheduling laws. The original bill included other provisions for scheduling requirements, but they were dropped with the final passage of the bill.

Currently Oregon and 6 cities have passed full scheduling laws. The cities with current advanced scheduling laws include San Francisco, Emeryville, Seattle, San Jose, and New York City.

Let SwipeClock Help

New Hampshire businesses, as well as employers across the United States have to comply with multiple conflicting City ordinances defining Scheduling requirements, Sick leave accrual and local FMLA usage laws.

Additionally, these businesses have to also comply with Federal Overtime Laws, the Federal Family Medical Leave Act and any other national or local laws that are enacted. SwipeClock provides a comprehensive array of workforce management and time tracking tools that can help businesses to more easily stay in compliance with local and national laws.

Records are effortlessly kept for years and accrual is automatically tracked and reported to employees according the state and city laws. Additionally, with geo-timekeeping clocks, businesses can effortlessly track time worked in specific cities to ensure compliance.

Resources

New Hampshire Flexible Working Arrangements

Written by Annemaria Duran. Last written October 28, 2017

Simplify HR management today.

Simplify HR management today.

SwipeClock HR software for multistate employers

Multi-State Employer? Compliance Checklist for Companies With Employees In Multiple States

May 2, 2022
Posted in

Multi-State Employer? Pay Attention to State Workplace Laws Congratulations to all multi-state employers! You are driving economic growth, providing jobs, and investing in communities. We wish you continued success. If you are opening your first out-of-state location, you can pat yourself on the back for reaching a milestone many businesses never reach. Of course, there…

Read More
FMLA laws

Employers: Don’t Make These Top 13 FMLA Mistakes

January 7, 2022
Posted in ,

Improve your FMLA administration to ensure employees can take advantage of it if necessary. In addition, you will protect your company from violations and penalties. 4 Key FMLA Findings Helen Applewhaite (FMLA Branch Chief) identified 3 areas that cause employers the most difficulty with FMLA: 1. notifications and communications between employers and employees; 2. recertifications;…

Read More
brand-workforce-shower

WorkforceHub takes care of business.

We’ll show you how.

Request a Demo

Looking for log-in help? Please reach out to your HR or payroll manager.

brand - dots