NEW HAMPSHIRE EMPLOYMENT LAW LAWYER
NH Employment Law — Everyone wants to work at the perfect job, involving recognition for a job well done, a healthy and productive work environment with coworkers, and a professional and understanding boss. Unfortunately, because some workplaces don’t live up to our expectations, our NH employment law attorneys will aggressively represent you.
It seems unfair if you work hard and play by the rules but your employer does not do the same. There are many reasons why you may need to involve a New Hampshire employment law lawyer such as wrongful termination, harassment, or race, gender or age discrimination. Your rights are protected under state and federal law.
NH Employment Law Lawyers
Most clients who are facing an employment law matter are anxious because not knowing the outcome can be highly stressful. Depending on the outcome, it can impact your career, reputation and family.
Employers can afford to have teams of people working for them to challenge your claim. Don’t be at the mercy of your employer.
New Hampshire Employment Law Attorneys
You want someone with experience and a proven record of success in NH employment law. We think you deserve that and more. You need a law firm to send a clear message to your employer. Our lawyers include a former State Supreme Court and Superior Court judge. He actually wrote the New Hampshire Evidence Manual which is used by judges and lawyers across New Hampshire regarding evidence in court cases.
Once our employment law attorneys are involved, we’ll take immediate action. We’re here to understand the facts and develop solutions that are best for you. This involves interviewing witnesses, consulting experts or preserving other helpful evidence. We’re here to bring an end to your employment problem so you can get on with your life.
Douglas, Leonard & Garvey’s employment lawyers handle many employment law areas, including:
New Hampshire is considered an “employment at will” state, which means an employer can fire an employee without warning for nearly any reason. However, a wrongful termination involves an employer firing an employee for an illegal or discriminatory reason.
Sex discrimination is based on treating an applicant or employee unfavorably because of that person’s sex. Gender discrimination involves interfering with any aspect of employment because of someone’s sex.
It is unlawful to harass an applicant or employee because of that person’s sex. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Pregnancy discrimination involves treating a woman unfavorably because of pregnancy, childbirth or a medical condition related to pregnancy or childbirth. The Pregnancy Discrimination Act (PDA) forbids discrimination or harassment based on pregnancy when it comes to any aspect of employment.
Race and color discrimination forbid treating someone unfavorably because she or he is of a certain race or because of personal characteristics associated with race or because of skin color complexion.
National origin discrimination involves treating employees or applicants unfavorably because they are from a particular country or part of the world, because of ethnicity or accent or because they appear to be of a certain ethnic background. It is unlawful to harass a person because of his or her national origin.
Age Discrimination involves treating an employee or applicant less favorably because of his or her age. The law protects against discrimination when it comes to any aspect of employment, involving hiring, firing, pay, layoffs and any other term or condition of employment.
Disability discrimination occurs in several situations, including when an employer treats a qualified individual with a disability who is an employee or applicant unfavorably because she or he has a disability. The law defines a disability and requires an employer to provide a reasonable accommodation unless doing so would cause a significant difficulty or expense.
It is illegal to harass or discriminate against a person because of that person’s religion or religious beliefs. An employer needs to accommodate an employee’s religious beliefs or practices if doing so would not be an undue hardship to the employer.
The United States Department of Labor Wage and Hour Division is responsible for enforcing the Fair Labor Standards Act, which establishes overtime pay requirements. Also, an employee can file a claim in court for overtime pay violations.
The New Hampshire Department of Labor administers the wage claims process to ensue employees get paid their wages, which may include salary and hourly pay, commissions, severance pay and vacation or sick pay. An employee can also bring their claim in NH Superior Court.
The New Hampshire Whistleblowers’ Protection Act provides protections to employees who engage in specific “whistleblowing” activities. The whistleblower can pursue a claim at the NH Department of Labor or in NH Superior Court.
State and federal employment prohibit punishing job applicants or employees from asserting their rights to be free from employment discrimination and harassment. Asserting these rights is called protected activity, such as filing a complaint, serving as a witness or participating in the process.
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. The FMLA involves entitlement to leave, maintenance of health benefits during leave and job restoration after leave.
Contact a New Hampshire employment law lawyer at Douglas, Leonard & Garvey to aggressively represent you against your employer. Our experienced attorneys will represent you at the Equal Employment Opportunity Commission (EEOC), New Hampshire Commission for Human Rights or in court. If you need help with a NH employment law matter, contact our NH employment law attorneys at 1-800-240-1988 for a free evaluation or fill out our free evaluation form.
Additional Resources for New Hampshire Employment
|U.S. Equal Employment Opportunity Commission|
|NH Commission for Human Rights|
|NH Department of Employment Security|
|NH Department of Labor|
|National Employment Lawyers Association|
|NH Supreme Court Decision Wrongful Discharge by Justice Charles Douglas|