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New Hampshire Equal Pay/Comparable Worth: What you need to know

The New Hampshire Equal Pay Law prohibits discrimination in wages on the basis of gender for equal work or work on the same operations (NH Rev. Stat. Sec. 275:37 et seq.). The Law also prohibits discrimination against employees who file equal pay complaints or participate in the investigation or hearing of claims under the Law. The Law is applicable all employers in the state, regardless of size.
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Domestic servants working in the home of the employer are not covered by the Law. The Law also exempts agricultural employees, temporary and seasonal employees, and the employees of any nonprofit social club, fraternal or charitable organization, or educational, religious, scientific, or literary association.
Pay differentials based on seniority, experience, training, skill, ability, duties and services performed, shift schedules, or pursuant to a collective bargaining agreement are permissible, provided no gender discrimination is involved.
The Law is enforced by the labor commissioner or the employee in state court. Employees can file claims within one year of the alleged pay discrimination. Remedies can include twice the unpaid wages (NH Rev. Stat. Sec. 275:39).
Under the New Hampshire Law Against Discrimination, an employer may not discriminate in compensation on the basis of an individual's age, sex, race, color, marital status, physical or mental disability, religious creed, national origin, or sexual orientation (NH Rev. Stat. Sec. 354-A:7). The Law applies to employers with six or more employees.
Under the Lilly Ledbetter Fair Pay Act of 2009, the federal fair employment laws were ...

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