New Hampshire
How EEOC v. BDO USA, L.L.P. applies in New Hampshire: state-specific rules, key cases, and bar exam notes for Employment Law.
New Hampshire law adheres to employment discrimination principles similar to those established by federal law. The New Hampshire Commission for Human Rights has jurisdiction over employment discrimination claims, paralleling the EEOC's role at the federal level.
In New Hampshire, RSA 354-A prohibits employment discrimination based on race, color, national origin, sex, sexual orientation, age, or disability, reflecting the protected classes under Title VII of the Civil Rights Act.
The court held that individuals alleging discrimination must establish a prima facie case of employment discrimination under RSA 354-A.
The court reaffirmed that retaliatory actions taken against an employee for asserting discrimination claims violate RSA 354-A.
New Hampshire’s employment discrimination laws closely align with federal standards set by Title VII and the EEOC regarding protected classes and retaliation. However, the state statutes may provide additional protections and local enforcement processes that differ from federal procedures.
Knowledge of employment discrimination principles, including the state-specific applications of the EEOC v. BDO USA case, is essential for the New Hampshire bar exam, particularly in the context of RSA 354-A.