New Hampshire Termination (with Discharge): What you need to know

New Hampshire is an “employment-at-will” state. This means that an employer or employee may generally terminate an employment relationship at any time and for any reason. However, there are reasons why an employer may not terminate an employee. Federal or state law, collective bargaining agreements, judicial decisions, or individual employment contracts may place limitations on an otherwise employment-at-will relationship.
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Crime victims. It is unlawful for an employer to terminate an employee because he or she has taken leave under state law that permits crime victims to take time off to attend court or other legal proceedings associated with the prosecution of the crime (NH Rev. Stat. Sec. 275:62).
Garnishment. An employer may not discharge an employee for a garnishment for any one indebtedness that is not related to support. In addition, an employer may not refuse to hire an applicant or discipline or discharge an employee on account of an income-withholding order for support (NH Rev. Stat. Sec. 161-H:5 and NH Rev. Stat. Sec. 458-B:6).
Jury duty. It is unlawful for an employer to retaliate against an employee for responding to a summons, serving on a jury, or attending court for prospective jury service (NH Rev. Stat. Sec. 500-A:14).
Health and safety. Employers may not retaliate against an employee because he or she exercised rights under the state's occupational safety and health laws (NH Rev. Stat. Sec. 277:35-a andSec. 277-A:7).
Military service. New Hampshire law prohibits employers from terminating or otherwise discriminating against employees who are members of the state National Guard because of the employee's participation in the National Guard or absence ...

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New Hampshire Termination (with Discharge) Resources

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The Termination Process Webinar Recording
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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.