New Hampshire Salaried Employee Appraisal Guidelines — General are comprehensive guidelines used by employers in the state of New Hampshire to evaluate the performance of their salaried employees. These guidelines serve as a framework for assessing employees' job performance, setting goals, and providing feedback to enhance their professional development. The New Hampshire Salaried Employee Appraisal Guidelines — General outline the key aspects that should be considered during the appraisal process. They cover various areas such as job knowledge, quality of work, productivity, initiative, teamwork, communication skills, problem-solving abilities, and adherence to company policies and procedures. By utilizing these guidelines, employers can ensure a fair and consistent evaluation of their salaried employees' performance. This helps in identifying areas of strength and improvement, acknowledging outstanding achievements, and providing constructive feedback for growth and development. Moreover, the New Hampshire Salaried Employee Appraisal Guidelines — General enable employers to align performance appraisals with organizational objectives and individual employee goals. This ensures that the evaluation process supports the overall organizational strategy and helps drive employee engagement and productivity. While the term "General" suggests that these guidelines apply to a broad range of salaried positions, there might be specific guidelines tailored to different industries or departments within organizations. For example, there could be New Hampshire Salaried Employee Appraisal Guidelines — General for the finance department, marketing department, engineering department, or customer service department. These specialized guidelines may highlight specific skills, competencies, or metrics relevant to each department's unique requirements. In summary, the New Hampshire Salaried Employee Appraisal Guidelines — General provide a structured approach for employers in New Hampshire to assess the performance of their salaried employees. By adhering to these guidelines, employers can ensure fair evaluations, provide meaningful feedback, and promote professional growth and development.
New Hampshire Salaried Employee Appraisal Guidelines - General
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Section 432.3 prohibits an employer from (1) relying on salary history information of an applicant in determining whether to offer employment or what salary to offer and (2) seeking, personally or through an agent, salary history information about an applicant.
It's illegal to ask for salary history in several states including California, Connecticut, Delaware, Hawaii, Massachusetts, Oregon and Vermont, which all have some form of ban for private employers.
New Hampshire's unemployment tax rates for the third quarter of 2021 are unchanged, the state Employment Security department said July 9. Effective from July 1, 2021, to Sept 30, 2021, tax rates for positive-rated employers range from 0.1% to 2.7% and rates for negative-rated employers range from 4.3% to 8.5%.
California Governor Jerry Brown signed Assembly Bill 168 into law in October of 2017. The new law goes into effect on January 1, 2018. Assembly Bill 168 prohibits California employers from asking about an applicant's prior salary. If an applicant asks, employers are also required to provide a pay range for the job.
New Hampshire is one of four states (New Hampshire, New Jersey, Tennessee and Vermont) that assign SUI tax rates on a fiscal year, rather than a calendar year, basis.
California's ban prohibits private and public employers from seeking a candidate's pay history. Even if an employer already has that information or an applicant volunteers it, it still can't be used in determining a new hire's pay.
The FLSA exempts employees from the minimum wage and overtime requirements who are paid a salary of not less than $455 per week, or $23,660 per year, and who are employed in a bona fide executive, administrative, professional, certain computer professions or creative professions, or outside sales capacity as defined
The FLSA includes these job categories as exempt: professional, administrative, executive, outside sales, and computer-related. The details vary by state, but if an employee falls in the above categories, is salaried, and earns a minimum of $684 per week or $35,568 annually, then they are considered exempt.
The New Hampshire Department of Employment Security announced that as a result of the state's decreased unemployment insurance (UI) trust fund balance due to COVID-19 UI benefits, employers will see an increase in their state unemployment insurance (SUI) tax rates for second- and third-quarter 2020.
Who is eligible for overtime pay? To qualify as an exempt employee one who does not receive overtime pay staff members must meet all the requirements under the duties and salary basis tests.