Skip to main content

Ahead of November’s Election, Increased Attention Paid to New Hampshire’s Paid Leave Situation


With New Hampshire Governor Chris Sununu up for re-election against challenger Dan Feltes, the current Majority Leader of the New Hampshire Senate, paid leave has been a hot button issue during this election cycle.  Readers in the Granite State are likely well aware of the current state of paid leave in the state.  However, for those less familiar with the matter, I think it is appropriate to highlight a few details leading up to the November 3rd election.

New Hampshire Legislature’s Proposals

Last year, the New Hampshire House and Senate (both in majority control by Democrats) approved a bill that would require all private sector employers to provide paid leave with paid leave benefits set at 60% of the employee’s wage.  However, the legislation left it up to employers to decide whether to pay the benefit on behalf of employees or instead require employees to pay for it through a payroll reduction.  When it reached his desk, Governor Sununu vetoed it on the grounds that the legislation amounted to an income tax.

This year, the New Hampshire Legislature has introduced two new pieces of paid leave legislation.  Both bills would ultimately accomplish the same goal of bringing paid leave to the state.

Governor Sununu’s Proposals

In 2019, Governor Sununu offered a competing proposal from the legislation he vetoed by pushing for passage of The Twin State Voluntary Leave Plan.  This proposal, supported by Vermont Governor Phil Scott, would provide enrolled public and private sector employees in Vermont and New Hampshire with voluntary paid family and medical leave.  These employees would be eligible for 60% wage replacement for six weeks at competitive rates for qualifying events.  (Qualifying events would include the birth of a child, fostering of a child, a serious health condition, an urgent situation involving a close relative that is an active member of the military, or the need to care for a close relative that faced a serious health condition.)  Critics of the legislation (mainly Democrats) were quick to call the proposal a PR stunt and the proposal faltered.

This year, Governor Sununu has proposed the Granite State Paid Family Leave legislation.  While similar to his proposal last year, this new paid leave proposal does not require participation from Vermont.

State Senator Dan Feltes’ Proposal

As for State Senator Dan Feltes, the paid leave legislation he proposes would include a .5% tax on workers in the state to provide funding for the paid leave.  In some circles, this tax is a non starter and likely would be vetoed by Governor Sununu.

So where do we go from here?  Should Governor Sununu win re-election next month, I suspect he will continue to veto any legislation that would have a tax attached to a paid leave proposal.  Likewise, without Republicans gaining majority control in the New Hampshire Legislature, I do not see Governor Sununu’s proposal advancing.  In essence, things would likely stay as they are right now:  no paid leave being enacted.  On the other hand, should State Senator Feltes win, I think it is quite likely that signing paid leave legislation into law would be one of his first points of business once taking office.  This is one race that will have far reaching implications, depending upon who wins in November.


For additional information:  https://www.businessnhmagazine.com/article/opinion-the-feud-over-paid-leave

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum, it was noted that emplo
Post a Comment
Read more

Happening Tomorrow: Connecticut’s Minimum Wage Increases

For those employers and employees alike in Connecticut, mark your calendars as tomorrow, the minimum wage rate increases in the state from $13/hour to $14/hour. This wage hike comes after Connecticut Governor Ned Lamont had signed Public Act 19-4 into law in 2019 which progressively raised the state’s hourly minimum wage rate every year for five years.  In fact, next year, the hourly wage rate will top out at $15/hour.  Beginning in January of 2024, the hourly wage rate will be indexed to the employment cost index. For additional information:   https://portal.ct.gov/Office-of-the-Governor/News/Press-Releases/2022/06-2022/Governor-Lamont-Reminds-Residents-That-Minimum-Wage-Is-Scheduled-To-Increase-on-Friday
Post a Comment
Read more

What I’ve Been Reading This Week

A few years ago, I remember when the “Fight for $15” movement was taking off around the country.  Lo and behold, it appears that a $15/hour minimum wage is not the stopping point, which should be no surprise.  As the below article notes, New York is aggressively moving to ramp up hourly wage rates even higher.  While all the  below articles are worth a read, I called particular attention to that one. As always, below are a couple article that caught my eye this week. Disney World Workers Reject Latest Contract Offer Late last week, it was announced that workers at Disney World had rejected the most recent contract offer from the company, calling on their employer to do better.  As Brooks Barnes at The New York Times writes, the unions that represent about 32,000 workers at Disney World reported their members resoundingly rejected the 5 year contract offer which would have seen workers receive a 10% raise and retroactive increased back pay.  While Disney’s offer would have increased pa
Post a Comment
Read more