With the New Year upon us, now is a great time to review your Employee Handbook to ensure it is as up to date as possible. With several new laws passed in New Hampshire in 2024 that impact the workplace, we recommend an employment attorney-vetted Handbook review.
For starters, Governor Sununu signed a law in 2024 that recognizes an employee’s right to store a firearm in their personal vehicle on employer premises. There are several nuances to this law, but one key takeaway for employers is that if you see a firearm in an employee’s car and there is a credible fear for human safety, call the local police or 911. Do not attempt to inspect the employee’s car using company employees. The law prohibits employers from searching employee vehicles for weapons. This law was enacted in part due to the reality that some employees hunt or attend target practice after work and wish to bring their weapons in their cars so that they can attend their sport of choice without having to stop at home for their firearm. Employees are not permitted to store the gun in plain view; they must store the gun out of sight. This law does not prohibit employers from banning firearms from company vehicles, workspaces, or other common areas under the employer’s control. Employers are advised to review any policies in their current handbooks that speak to company-run inspections of employee property on work premises, or firearms in the workplace.
Second, New Hampshire employers should be aware that there is a new state law recognizing volunteer first responders’ need to respond to emergencies while en route to their regular place of employment. The law took effect on August 13, 2024, and prohibits an employer from disciplining an employee for tardiness or absence from work if that employee was attending to an emergency in their capacity as a volunteer first responder. The employer may ask for proof of the emergency and the employee’s presence at the emergency.
The Creating a Respectful and Open World for Natural Hair (CROWN) Act is also now the law in New Hampshire. This law recognizes an employee’s right to wear their hair in a protective style (including but not limited to: locs, twists, afros, Bantu knots, braids, cornrows, and headwraps) traditionally associated with their ethnicity or race. It is illegal under the New Hampshire Law Against Discrimination for an employer to direct an employee to wear their hair straight or in a fashion other than that which they choose. Employers can still ask employees to wear protective gear or head coverings to avoid accidents or injuries. Employers are advised to review any grooming, appearance, or hygiene policies in their current handbooks to ensure compliance with this new law. Messaging around this topic can be tricky, and we advise consulting an employment lawyer to ensure compliance and cultural sensitivity in the wording and implementation of these policies.
Writing these policies for your workforce can be challenging for the average manager. For assistance with writing and incorporating these policies into your company’s existing handbook, please contact the Employment Law attorneys at Devine Millimet at 603-669-1000.
