New Hampshire production worker employment contract template

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How New Hampshire production worker employment contract Differ from Other States

  1. New Hampshire does not require employees to sign non-compete agreements as a condition of employment, unlike some other states.

  2. Production workers in New Hampshire are entitled to weekly payment of wages unless both parties agree in writing to a different pay frequency.

  3. New Hampshire law mandates that final wages be paid within 72 hours after separation if the employee is terminated, which differs from many states.

Frequently Asked Questions (FAQ)

  • Q: Is overtime pay required in New Hampshire for production workers?

    A: Yes, New Hampshire requires overtime pay at 1.5 times the regular rate for hours worked over 40 per week.

  • Q: Can production worker contracts in New Hampshire be signed electronically?

    A: Yes, electronic signatures are legally recognized for employment contracts in New Hampshire, provided both parties consent.

  • Q: Are meal breaks mandatory for production workers in New Hampshire?

    A: New Hampshire law requires a 30-minute meal break after 5 consecutive work hours, except when fewer than 5 employees are on shift.

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New Hampshire Production Worker Employment Contract

This New Hampshire Production Worker Employment Contract (the “Agreement”) is made and entered into as of [Date], by and between [Company Name], a company organized under the laws of New Hampshire, with a principal place of business at [Company Address] (“Employer”), and [Employee Name], residing at [Employee Address] (“Employee”).

1. Position:

Option A: Production Worker

Option B: Specific Title (e.g., Assembly Line Worker, Machine Operator): [Specific Title]

The Employee is hired as a Production Worker and will be responsible for the following duties:

  • Assembly line work
  • Operation and maintenance of specific machinery or equipment: [Specify Machinery]
  • Manual handling of materials
  • Adherence to quality control protocols
  • Use of safety apparel and personal protective equipment (PPE)
  • Compliance with machine lockout/tagout procedures
  • Routine cleaning and inspection of workstations
  • Strict adherence to production schedules and quotas
  • Reporting of equipment faults
  • Participation in mandatory safety drills
  • Proper completion of production logs or checklists
  • Other duties as assigned: [Specify Other Duties]

2. Required Skills and Certifications:

  • Option A: OSHA 10-hour General Industry card
  • Option B: Forklift operator’s certification (if applicable)
  • Option C: In-house machine operator training
  • Option D: Other certifications or skills: [Specify Other Certifications/Skills]

3. Reporting Relationship:

The Employee will report to:

  • Direct Supervisor: [Supervisor Name]
  • Production Lead: [Production Lead Name]
  • Shift Coordinator: [Shift Coordinator Name]

4. Location of Employment:

The Employee will primarily work at the following location:

  • Plant/Facility Name: [Plant Name]
  • Physical Address: [Plant Address]

Option A: The Employee may be required to work at other company locations within New Hampshire.

Option B: Offsite production or warehouse support may be required.

5. Employment Type and Schedule:

This is a full-time position, typically involving [Number] hours per week.

Standard Schedule: [Days of the Week]

Shift: [First, Second, Third, Rotating]

Start Time: [Time]

End Time: [Time]

Meal and Rest Breaks: The Employee is entitled to a half-hour unpaid meal break after five consecutive hours of work, in compliance with NH RSA 275:30, and other reasonable rest breaks.

Overtime: Any time worked over 40 hours per week will be compensated at 1.5 times the regular hourly rate, unless otherwise exempt under applicable law.

6. Overtime, Weekend/Holiday Shifts, and Scheduling:

Option A: Voluntary overtime is available, subject to management approval.

Option B: Mandatory overtime may be required based on production demands.

Option C: Weekend/Holiday shifts may be required, with appropriate notice provided.

Option D: Shift differentials will be paid for late evening or overnight work at a rate of [Amount] per hour.

Option E: Call-in procedures are as follows: [Describe Call-In Procedures]

Option F: Scheduling flexibility may be required due to production demand.

7. Compensation:

The Employee's hourly wage is [Amount], which is at or above the New Hampshire minimum wage.

Pay Frequency: [Bi-weekly, Weekly]

Method of Pay: [Direct Deposit, Check]

Itemized deductions and permitted payroll withholdings will be made in accordance with N.H. Admin Code Lab 803.

8. Incentives and Bonuses:

Option A: Production-based incentives may be offered based on [Specify Criteria].

Option B: Quality or attendance bonuses may be offered based on [Specify Criteria].

Option C: The Employee is eligible to participate in the company's gainsharing/profit-sharing plan, according to the plan's terms and conditions.

9. Benefits:

Eligibility and enrollment rules for group health, dental, and vision insurance will be provided separately.

Option A: The Employer offers HSA or FSA accounts.

Option B: The Employer provides disability and life insurance.

Paid Time Off (PTO): [Number] days per year.

Vacation: [Number] days per year, accrued according to company policy.

Sick Leave: [Number] days per year (if offered, otherwise state policy).

Paid Holidays: [List of Holidays]

Option A: The Employer offers a 401(k) or other retirement plan.

Option B: The Employer provides tuition or skills training reimbursement, subject to approval.

Option C: The Employer offers wellness programs.

Option D: The Employer provides an Employee Assistance Program (EAP).

10. Safety:

The Employee is required to use appropriate PPE at all times.

The Employer will provide necessary uniforms or gear and will be responsible for their maintenance.

Machine-specific safety protocols must be followed at all times.

The Employer is committed to maintaining a safe work environment in compliance with New Hampshire Department of Labor and federal OSHA standards.

The Employee has the right to refuse unsafe work.

Accidents and incidents must be reported immediately.

Option A: The Employee will participate in joint safety committees.

11. Employee Responsibilities - Safety:

The Employee is responsible for adhering to all plant safety rules.

The Employee must attend periodic safety and compliance training.

The Employee must use hazardous materials only as authorized and in accordance with safety protocols.

12. Confidentiality:

The Employee agrees to maintain the confidentiality of proprietary processes, trade secrets, production workflows, specialized products, and customer information.

13. Non-Disparagement and Company Representation:

The Employee agrees not to disparage the Employer.

The Employee will represent the company professionally and ethically at all times.

14. Prohibited Substances and Items:

The use of alcohol, drugs, and possession of weapons are strictly prohibited in the workplace.

Reference to New Hampshire’s relevant drug testing laws (NH RSA 275:37-b) if employer requires testing: [State Drug Testing Policy]

15. Anti-Harassment and Equal Employment Opportunity:

The Employer is an equal opportunity employer and prohibits harassment and discrimination based on race, color, religion, national origin, age, sex (including pregnancy), sexual orientation, marital status, disability, gender identity, and veteran status, in accordance with NH RSA 354-A.

Procedures for reporting and investigating workplace harassment or discrimination: [Describe Reporting Procedures]

16. Intellectual Property:

The Employee agrees that any inventions, process improvements, or product designs/innovations developed during employment are the property of the Employer, unless legally excepted.

17. Non-Competition, Non-Solicitation, and Moonlighting:

Option A: The Employee is subject to a non-compete agreement (provided prior to job offer per NH RSA 275:70), the terms of which are: [Describe Terms].

Option B: The Employee is subject to a non-solicitation agreement, the terms of which are: [Describe Terms].

Option C: The Employee is subject to restrictions on moonlighting. [Describe Restrictions].

18. Company Property:

The Employee is responsible for the maintenance and return of all company tools, uniforms, electronic devices, and ID badges upon termination of employment.

19. Termination:

Termination for Cause: The Employer may terminate the Employee for cause, including but not limited to egregious misconduct, repeated safety violations, theft, or falsification of records.

Termination Without Cause: The Employer may terminate the Employee without cause.

Voluntary Resignation: The Employee is requested to provide [Number] weeks' notice of resignation.

Final Paycheck: The final paycheck will be issued within 72 hours of separation, as per NH RSA 275:44, and will include payout for accrued but unused vacation, if applicable according to company policy.

20. Grievance and Dispute Resolution:

The Employee should first report any grievances or complaints internally.

Option A: The Employer offers mediation services.

The jurisdiction for any unresolved disputes shall be in the courts of New Hampshire.

21. Compliance with New Hampshire Law:

The Employer will comply with all New Hampshire Department of Labor posting and notification obligations.

22. Workers' Compensation:

The Employee is covered by New Hampshire workers' compensation insurance.

Procedures for reporting occupational injuries, modified duty programs, and emergency response protocols will be provided separately.

23. At-Will Employment:

The Employee's employment is at-will, meaning that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice, except as altered by union contracts or specific written agreements.

24. Collective Bargaining Agreement:

Option A: This position is covered by a collective bargaining agreement with [Union Name].

Option B: This position is not covered by a collective bargaining agreement.

25. Special Local Industry Practices:

Option A: The Employee is eligible for paid snow days, as per company policy.

Option B: The Employer provides an on-site cafeteria.

Option C: The Employer provides locker rooms for employees.

26. Reservation of Rights:

The Employer reserves the right to adjust production schedules, shift assignments, site utilization, and company policies due to market demands or operational requirements, in compliance with New Hampshire law.

27. Legal Compliance:

The Employer will comply with all applicable federal, state, and local employment regulations.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

____________________________
[Employer Name]

By: ____________________________
[Employer Representative Name]

Title: [Employer Representative Title]

Date: ____________________________

____________________________
[Employee Name]

Date: ____________________________

Acknowledgment: I acknowledge that I have received and understand the company employee handbook, safety program manual, and production standards documentation.

____________________________
[Employee Signature]

Date: ____________________________

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