reglab/housing_qa huggingface dataset:
NH Rev Stat § 275-E:8 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-E - Whistleblowers' Protection Act|Section 275-E:8 - Complaint Investigation by Department of Labor.

    275-E:8 Complaint Investigation by Department of Labor. –||I. The department of labor shall have the authority to receive and investigate complaints or information from any public employee concerning the possible existence of any activity constituting fraud, waste, or abuse in the expenditure of any public funds, whether state or local, or relating to programs and operations involving the procurement of any supplies, services, or construction by governmental entities within the state.||II. The labor commissioner shall make an initial determination as to whether a complaint received under paragraph I is without merit, unfounded, or in need of further information, in which case, the complaint may be dismissed without further action, or held until such time as additional information is received, or dismissed if no further information is received within the time period specified by the commissioner. If the labor commissioner makes an initial determination that the complaint has merit and warrants further investigation, the labor commissioner may undertake such investigation or refer the matter to the appropriate enforcement authority. The identity of the person who filed the complaint shall not be disclosed without his or her written consent, unless such disclosure is to a law enforcement agency that is conducting a criminal investigation.||III. If the labor commissioner undertakes further investigation of the complaint, the commissioner shall have access to all records, confidential or otherwise, reports, audits, reviews, papers, books, documents, recommendations, and correspondence, including information or data that is deemed necessary by the commissioner to carry out the investigation. The labor commissioner may request such information, cooperation, and assistance from any state, county, or local governmental agency and may coordinate activities with the attorney general's office. In carrying out his or her duties and responsibilities, the labor commissioner shall immediately report to the attorney general and either the United States Attorney or local enforcement agency any suspected violation of state or federal criminal law.||IV. No governmental entity shall take any retaliatory action against a public employee who, in good faith, files a complaint under this section and the public employee shall be afforded all protections under RSA 275-E:2.||V. The labor commissioner shall adopt rules under RSA 541-A relative to the complaint investigation process established in this section, including the administrative procedure used for responding to complaints, gathering additional information, and rendering decisions.||VI. For purposes of this subdivision, the labor commissioner shall include any person designated by the labor commissioner to carry out the investigation authorized by this section. Public employee shall mean any employee of a governmental entity, as defined in RSA 275-E:1, III.|||Source. 2010, 340:1, eff. July 20, 2010.|
NH Rev Stat § 275-E:9 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-E - Whistleblowers' Protection Act|Section 275-E:9 - Protection of Public Employees.

    275-E:9 Protection of Public Employees. –||No governmental entity shall threaten, discipline, demote, fire, transfer, reassign, or discriminate against a public employee who files a complaint with the department of labor under RSA 275-E:8 or otherwise discloses or threatens to disclose activities or information that the employee reasonably believes violates RSA 275-E:2, represents a gross mismanagement or waste of public funds, property, or manpower, or evidences an abuse of authority or a danger to the public health and safety. Notwithstanding this provision of law, public employers may discipline, demote, fire, transfer, or reassign an employee so long as the action is not arbitrary or capricious and is not in retaliation for the filing of a complaint under this chapter. Any public employee who files such a complaint or makes such a disclosure shall be entitled to all rights and remedies provided by this chapter.|||Source. 2010, 340:1, eff. July 20, 2010.|
NH Rev Stat § 275-F:1 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:1 - Statement of Purpose.

    275-F:1 Statement of Purpose. –||The purpose of this chapter is to protect workers of the state by requiring advance notification of significant employment losses and by providing a means for workers to seek a remedy through administrative procedure. The legislature finds that advance notice of a major employment loss event allows all levels of government to prepare to help a sudden large number of affected workers. The legislature also finds that, while the United States already has a federal WARN Act, the state of New Hampshire should enforce its own program to allow quicker administrative determinations and enforcement. This purpose is enhanced by allowing the state of New Hampshire to pursue claims on behalf of employees affected by violations of RSA 275-F and asserting liens against the assets of employers who have liability under RSA 275-F.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:3 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:3 - Notice.

    275-F:3 Notice. –||I. No employer shall order a mass layoff or plant closing unless 60 days before the order takes effect the employer gives written notice of the order to:||(a) Affected employees and representatives of affected employees;||(b) The commissioner, who shall notify additional governmental units as appropriate;||(c) The New Hampshire attorney general; and||(d) The chief elected official of each municipality in New Hampshire within which the plant closing or mass layoff occurs.||II. Any employer required to give notice of any mass layoff or plant closing under this chapter shall include in its notice the elements required by the Worker Adjustment and Retraining Notification Act, 29 U.S.C. section 2101 et seq.||III. The mailing of notice to an employee's last known address or inclusion of notice in the employee's paycheck shall be considered acceptable methods for notice to each affected employee under this chapter.||IV. If an employer sells all or part of its business, the seller shall be responsible for providing notice for any plant closing or mass layoff under this section, up to and including the effective date of the sale. After the effective date of the sale of part or all of an employer's business, the purchaser shall be responsible for providing notice for any plant closing or mass layoff under this section. Notwithstanding any other provision of this chapter, any person who is a full-time employee of the seller, other than a part-time employee, as of the effective date of the sale shall be considered an employee of the purchaser immediately after the effective date of the sale.||V. The rights and remedies of employees under this chapter are in addition to any other contractual, statutory, or common law rights and remedies of the employees, and are not intended to alter or affect such rights and remedies, except that the period of notification required by this chapter shall run concurrently with any period of notification required by contract or by any other law.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:4 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:4 - Exceptions.

    275-F:4 Exceptions. –||I. In a mass layoff or plant closing, an employer is not required to comply with the notice requirement of RSA 275-F:3 if:||(a) The employer is a faltering company and at the time that notice would have been required, the employer was actively seeking capital in the form of loans, or the issuance of stocks, bonds, or other methods of internally generated financing, or additional money, credit, or business through a commercially reasonable method which opportunities were objectively realistic; and||(1) The capital or business sought, if obtained, would have enabled the employer to avoid or postpone the mass layoff or plant closing; and||(2) The employer reasonably and in good faith believed that giving the notice required by RSA 275-F:3 would have precluded the employer from obtaining the needed capital or business; or||(b) The need for notice was not reasonably foreseeable at the time the notice would have been required; or||(c) The plant closing is of a temporary facility or the plant closing or mass layoff is the result of the completion of a particular project or undertaking, and the affected employees were hired with the understanding that their employment was limited to the duration of the facility, project, or undertaking; or||(d) A mass layoff or plant closing is necessitated by a physical calamity, natural disaster, or an act of terrorism or war; or||(e) The closing or layoff constitutes a strike or lockout not intended to evade the requirements of this chapter. Nothing in this chapter shall require an employer to serve written notice when permanently replacing a person who is deemed to be an economic striker under the National Labor Relations Act, 29 U.S.C. section 151 et seq. Nothing in this chapter shall validate or invalidate any judicial or administrative ruling relating to the hiring of permanent replacements for economic strikers under the National Labor Relations Act.||II. An employer relying on such exceptions shall provide as much notice as is practicable and at that time shall provide a complete statement of the basis for reducing the notification period.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:5 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:5 - Extension of Layoff Period.

    275-F:5 Extension of Layoff Period. –||A layoff of more than 6 months which, at its outset, was announced to be a layoff of 6 months or less shall be treated as an employment loss under this chapter unless:||I. The extension beyond 6 months is caused by business circumstances, including unforeseeable changes in price or cost, not reasonably foreseeable at the time of the initial layoff; and||II. Notice is given at the time it becomes reasonably foreseeable that the extension beyond 6 months will be required.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:6 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:6 - Determinations With Respect to Employment Loss.

    275-F:6 Determinations With Respect to Employment Loss. –||In determining whether a plant closing or mass layoff has occurred or will occur, employment losses for 2 or more groups at a single site of employment, each of which is less than the minimum number of employees specified in RSA 275-F:2, VI or RSA 275-F:2, VIII but which in the aggregate exceed that minimum number, and which occur within any 90-day period shall be considered to be a plant closing or mass layoff unless the employer demonstrates that the employment losses are the result of separate and distinct actions and causes and are not an attempt by the employer to evade the requirements of this chapter.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:7 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:7 - Authority of the Commissioner.

    275-F:7 Authority of the Commissioner. –||I. The commissioner shall have the authority to determine any liabilities or civil penalties under RSA 275-F:8 and RSA 275-F:9 and the applicability of any exceptions under RSA 275-F:4.||II. The commissioner shall have the authority to examine the books and records of an employer, but only to the extent necessary to administer the provisions of this chapter.||III. To determine whether the employer was actively seeking capital or business, or that the need for notice was not reasonably foreseeable under RSA 275-F:4, I(b) the employer shall make available to the department, upon request:||(a) A written record of documents relevant to the determination of whether the employer was actively seeking capital or business, or that the need for notice was not reasonably foreseeable; and||(b) An affidavit verifying the contents of the documents contained in the record.||IV. Except as provided in this section, information obtained from any employer subject to this chapter regarding the material provided and the books, records, or wages paid to workers during the investigation of possible violations of this chapter, shall be confidential, shall not be disclosed to employees or their representatives, shall not be used in any court in any pending action or proceeding, and shall not be admissible in evidence in any action or proceeding other than one arising out of this chapter.||V. The commissioner shall adopt rules under RSA 541-A relative to the administration and enforcement of this chapter.||VI. The commissioner may hold in trust any proceeds from a lien filed under RSA 275-F:8 pending adjudication of any claims to the proceeds by an employer. Following the final adjudication of such claims, the commissioner shall distribute any proceeds from the lien on a pro rata basis to the employees of the employer or employers against whose business revenues and real and personal property the lien was obtained.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:9 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:9 - Civil Penalty.

    275-F:9 Civil Penalty. –||I. An employer who fails to give notice as required by RSA 275-F:3, I(b) may be assessed a civil penalty of up to $2,500; in addition, such an employer may be assessed a civil penalty of up to $100 per employee for each day of noncompliance. The employer is not subject to a civil penalty under this section if the employer pays to all applicable employees the amounts for which the employer is liable under RSA 275-F:8 within 3 weeks from the date the employer orders the mass layoff or plant closing. All such civil penalties collected shall be deposited in the department of labor restricted fund established in RSA 273:1-b.||II. Any penalty amount paid by the employer under federal law shall be considered a payment under this chapter.||III. If an employer proves to the satisfaction of the commissioner that the act or omission that violated this chapter was in good faith and that the employer had reasonable grounds for believing that the act or omission was not a violation of this chapter, the commissioner may in his or her discretion reduce the amount of the penalty provided for in this section.|||Source. 2009, 325:1, eff. Jan. 1, 2010. 2011, 224:53, eff. July 1, 2011.|
NH Rev Stat § 275-F:10 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:10 - Appeal.

    275-F:10 Appeal. –||Any party may appeal a finding of employer liability or civil penalty under RSA 541.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:11 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:11 - Notice to Employers.

    275-F:11 Notice to Employers. –||Before September 30 of each year, the department, with the cooperation of the department of employment security, shall issue a written notice to each employer that the employer may be subject to this chapter and shall advise the employer of the requirements of this chapter and the remedies provided for violations.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-F:12 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-F - New Hampshire Worker Adjustment and Retraining Notification Act|Section 275-F:12 - Interpretation.

    275-F:12 Interpretation. –||Whenever possible, this chapter shall be interpreted in a manner consistent with the federal Worker Adjustment and Retraining Notification Act, 29 U.S.C. section 2101 et seq. and the federal regulations and court decisions interpreting that to the extent the provisions of federal and state law are the same.|||Source. 2009, 325:1, eff. Jan. 1, 2010.|
NH Rev Stat § 275-G:1 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-G - Veterans' Preference Employment Policy|Section 275-G:1 - Definitions.

    275-G:1 Definitions. –||In this chapter:||I. "Private employer" means a sole proprietor, corporation, partnership, limited liability company, or other entity with one or more employees. It does not include the state, a subdivision of the state, or a public institution of higher education.||II. "Veteran" means a person who served on active duty in the armed forces and was discharged or released with an honorable discharge.||III. "Veterans' preference employment policy" means a private employer's policy for hiring or promoting a veteran over another qualified applicant or employee.|||Source. 2015, 187:1, eff. July 1, 2015.|
NH Rev Stat § 275-G:2 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-G - Veterans' Preference Employment Policy|Section 275-G:2 - Veterans' Preference Employment Policy.

    275-G:2 Veterans' Preference Employment Policy. –||Notwithstanding any law to the contrary, a private employer may establish a veterans' preference employment policy. Such policy:||I. Shall be in writing.||II. Shall be applied uniformly to employment decisions regarding hiring and promotion.|||Source. 2015, 187:1, eff. July 1, 2015.|
NH Rev Stat § 275-G:3 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-G - Veterans' Preference Employment Policy|Section 275-G:3 - Verification of Eligibility.

    275-G:3 Verification of Eligibility. –||A private employer may require that a veteran submit a Department of Defense DD Form 214, report of separation, in order to be eligible to receive the preference under RSA 275-G:2.|||Source. 2015, 187:1, eff. July 1, 2015.|
NH Rev Stat § 275-H:1 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-H - Use of Criminal Records in Employment Decisions|Section 275-H:1 - Definitions.

    275-H:1 Definitions. –||In this chapter:||I. "Commissioner" means the commissioner of the department of labor.||II. "Applicant" means a person who applies for employment for a wage, salary, fee, or payment to perform work for an employer, but excludes any person applying for employment in the domestic service of any family or person at the person's home.||III. "Employer" means any department, agency, bureau, or administrative unit of the state of New Hampshire. "Employer" shall not include:||(a) Any bank holding company, financial holding company, bank, savings bank, savings and loan association, credit union, or trust company, or any subsidiary or affiliate thereof, that is chartered by any state or the United States.||(b) Any state or local government agency which requires use of the employee's or applicant's criminal history or criminal background.|||Source. 2020, 31:1, eff. Sept. 22, 2020.|
NH Rev Stat § 275-H:2 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-H - Use of Criminal Records in Employment Decisions|Section 275-H:2 - Prohibition on Questions Relating to Criminal Records.

    275-H:2 Prohibition on Questions Relating to Criminal Records. –||I. Except as provided in paragraph II, no employer shall include a question on any application for employment, as to whether the applicant has ever been arrested, charged with, or convicted of any crime or violation, or adjudicated as a juvenile delinquent, except when the applicant is applying for:||(a) A position with, or related to, a law enforcement agency.||(b) A position that requires a standard fidelity bond or equivalent bond, where the applicant's conviction of a crime would disqualify the applicant from obtaining such a bond.||(c) Any other position that requires automatic disqualification of an applicant with a criminal history pursuant to federal or state law.||(d) A position with an employer who is contractually prohibited from employing any person with a criminal record.||II. An employer may inquire about an applicant's criminal history during an employment interview.|||Source. 2020, 31:1, eff. Sept. 22, 2020.|
NH Rev Stat § 275-H:3 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 275-H - Use of Criminal Records in Employment Decisions|Section 275-H:3 - Penalty.

    275-H:3 Penalty. –||Any employer who violates RSA 275-H:2 may be subject to a civil penalty not to exceed $2,500, to be imposed by the commissioner in accordance with the procedures established in RSA 273:11-a. Any person aggrieved by the commissioner's assessment of such penalty may appeal in accordance with RSA 273:11-c.|||Source. 2020, 31:1, eff. Sept. 22, 2020.|
NH Rev Stat § 276-A:1 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 276-A - Youth Employment Law|Section 276-A:1 - Statement of Policy.

    276-A:1 Statement of Policy. –||The legislature of the state of New Hampshire declares that it is the policy of the state to foster the employment of young people while, at the same time, providing the necessary safeguards made necessary by their age.|||Source. 1969, 243:1, eff. Aug. 12, 1969.|
NH Rev Stat § 276-A:2 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 276-A - Youth Employment Law|Section 276-A:2 - Title.

    276-A:2 Title. –||This chapter shall be entitled the "Youth Employment Law".|||Source. 1969, 243:1, eff. Aug. 12, 1969.|
NH Rev Stat § 276-A:3 (2021)
2021 New Hampshire Revised Statutes|Title XXIII - Labor|Title 276-A - Youth Employment Law|Section 276-A:3 - Definitions.

    276-A:3 Definitions. –||As used in this chapter:||I. The term "certificate" shall mean youth employment certificate.||II. The term "youth" shall mean any person under 18 years of age.||III. The term "commissioner" shall mean the labor commissioner.||IV. The term "department" shall mean the labor department.||V. The term "hazardous occupation" shall mean employment so determined by the Children's Bureau of the United States Department of Labor pursuant to the provisions of the Fair Labor Standards Act, or on determination by the commissioner after all parties have been given an opportunity to be heard thereon.||VI. The term "investigator" shall mean personnel of the department who are authorized to enforce labor laws.||VII. The term "casual work" shall mean employment which is infrequent or of brief duration or productive of little or sporadic income or not commonly held to establish an employer-employee relationship.||VIII. The term "regulation" shall mean the body of administrative rules promulgated by the commissioner, setting forth procedures and prescribing forms by which to carry out the provisions of this chapter.|||Source. 1969, 243:1, eff. Aug. 12, 1969.|