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New Hampshire Jury Duty/ Court Appearance: What you need to know

An employer may not threaten, coerce, or fire an employee who has been summoned for jury service or who serves as a juror or attends court for prospective jury service (NH Rev. Stat. Sec. 500-A:14).
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An employer that violates these provisions may be found in contempt of court. If the employee was discharged, the employer may be sued and ordered to pay lost wages, plus reasonable attorney’s fees and court costs. The employer may also be ordered to reinstate the employee.
The average juror serves 2 to 3 days during the month they are summoned. Employers can ask employees to request and obtain verification of the dates and times of their attendance at court. The New Hampshire Judicial Branch has a jury duty information Web page for employers at http://www.courts.state.nh.us.
State law requires employers with 25 or more employees to provide unpaid leave to employees who are victims of certain crimes to attend court or other legal or investigative proceedings associated with the prosecution of the crime.
Before an employee may leave work, he or she must provide the employer with a copy of the notice of each scheduled hearing, conference, or meeting that is provided to the employee by the court or agency. Employers must maintain the confidentiality of any written documents or records submitted by an employee.
Employers may not discharge or otherwise discriminate against an employee who is a victim of a crime because the employee exercises his or her right to leave work under the law (NH Rev. Stat. Sec. 275:61, 62, and 63et seq.).
An employer may limit the leave given if the employee's leave creates an undue hardship to the employer's business. "Undue hardship" means a significant difficulty and expense to ...

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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