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  • 22 Apr 2019 11:31 AM | Anonymous member (Administrator)

     MAHRA strives to create and support workforce development opportunities in the community. Pinkerton Academy is seeking industry experts for an informal presentation during their "Careers Crunch" Learn-At-Lunch Speaker Series on April 30 and on May 21 for Construction/Small Business.

    Speakers simply identify how they entered their career, what education they recommend for youth interested in their industry (and where), and openly discuss related careers and/or education paths tangential to their career. See attached flier for more information. If interested, contact Doug Cullen,

  • 01 Apr 2019 4:12 PM | Anonymous member (Administrator)




    We create the experience so you can make a difference.


    HR LEADERS RETREAT TO THE MT. WASHINGTON! Why Senior HR Leaders are flocking to Mt. Washington… We engage a senior-level, strategic-thinking audience in every aspect of the conference. Share time with a faculty that has time to share with you – a cup of coffee by the fireplace or over great dinner conversation. Discover programming that encourages you to think big. Share HR lessons you’ve learned along the way. And take in the spectacular, historic Mount Washington Hotel. If you’re ready to roll up your sleeves, we’re ready to roll out the red carpet for you. Visit the Retreat website at to view the full schedule. Look at the business case for attending. Check out the best keynoters from across the country. And take a look at the business partners who help make all this possible. 

    Act fast -Early-bird rate expires after June 1. Applying for a mountain of recertification credits! In 2018 attendees earned up to 10.75 BUSINESS Credits towards SPHR and earned up to 15.5 PDC’s towards SHRM CP and SCP credits. To join the email list email With special thanks to the SHRM State Councils in New England.

  • 21 Mar 2019 2:50 PM | Anonymous member (Administrator)

    As a reminder, SHRM has extended a special promotion through 12/31/19 for all members who join OR renew with a $20 discounted rate by using the code STATE20.use to promote this rate.

    Please note that if a member renews early (i.e. their membership expires in July but they renew now), their SHRM membership date remains the same and the renewal simply adds another 12 months to their existing expiration date.

  • 15 Feb 2019 8:27 AM | Anonymous member (Administrator)


    Manchester Area Human Resources Association

    February 12, 2019



    Attorney Jim Reidy

    Sheehan Phinney Bass & Green PA

    1000 Elm Street

    Manchester, NH 03105-3701

    (603) 627-8217

    Live Free and Get High?

    New Hampshire employers watch and wonder about possible legalization of marijuana and impact on the workplace.

    Now, laughing friends deride,

    Tears I cannot hide.

    Oh-oh-oh-oh, so I smile and say,

    "When a lovely flame dies,

    Smoke gets in your eyes."

    Smoke gets in your eyes. [apologies to The Platters]

    It wasn’t that long ago that the question as to whether marijuana would be legalized, at least for recreational purposes was met with disbelief and in many cases laughter. Now, New Hampshire is surrounded by states (Vermont, Massachusetts and Maine) as well as Canada who have legalized the recreational use of pot. One employer commented recently that we may soon, either through second-hand smoke from our neighbors or with legalization here, have smoke in our eyes too. This isn’t just a New England thing, more than 33 states have now legalized marijuana use in one form or another. Employers across the country are now taking a sober look at their policies and testing practices.

    With these changes in recent years to state laws and a significant shift in public opinion favoring the legalization of marijuana, many employers have revisited their drug and alcohol policies. Some no longer ask about drug use at the initial interview or application stage. Others have revised their policies on testing. Others have dropped marijuana from pre-employment drug screens. With record low unemployment numbers many employers, who draw labor in neighboring states where pot is legal, made these changes, at least for certain jobs (not safety sensitive positions) fearing they might disqualify otherwise qualified individuals who might partake in marijuana use on their own time. In other words, employers are often desperate to fill some positions and as long as the person can perform the job as required, they turn a blind eye to an applicant’s possible use of marijuana in off work hours. Many employers simply don’t want to know because once they are on notice they may be compelled to monitor the employee’s work activities fearing liability for work-related claims once they were aware of something that could impair or impact the employee’s activities. This could also compel the employer to test an employee when drug use is suspected. This could cause the employer to terminate the employee’s employment even though there is no legal standard to measure impairment for marijuana use like there is for alcohol. Testing could also result in claims of discrimination (if only certain individuals or groups are tested) or invasion of privacy. Another factor is that marijuana is still classified as an elicit substance under federal drug laws. This is why marijuana has become the new “Don’t Ask, Don’t Tell” policy in the workplace.

    A distinction is drawn for safety sensitive positions (e.g. truck drivers, bus drivers, forklift operators, pilots, medical professionals, etc.) where inquiries and testing for drug use including marijuana is not only encouraged but it is often required. That is why many employers are now making distinctions between those positions and other positions in their policies and testing practices.

    Medical marijuana use has been legal in New Hampshire for a few years but that hasn’t caused many employers to change their workplace policies and practices. Even if an employee had a prescription for medical marijuana use, most employers treated that like any other prescription (employee couldn’t be impaired at work) with one exception, employers still prohibited the possession and use of marijuana while at work. Employer’s relied on their smoking policies and more particularly, federal drug law, as the reason for that prohibition. Until recently, courts sided with employers in that regard, finding that while marijuana use may have been legalized the state law didn’t require employers to permit use and impairment at work. That may now be changing, at least to the possession and use part, as a few court decisions in other states have now sided with employees, as long as they weren’t impaired at work.

    Now the issue of legalized recreational marijuana is before the New Hampshire legislature. Supporters cite individual liberties, criminal justice reform, tax benefits, and the fact that other states have legalized marijuana without serious problems as reasons why New Hampshire should permit and regulate recreational marijuana use. Opponents to the bill warn of the public safety risks (citing an increase in impaired drivers in other states), health risks to teens, increased costs of regulation and an exacerbation of the state’s opioid crisis. The bill, House Bill 481, if passed would allow anyone over 21 to “use” marijuana. That means authorized users could possess, consume, grow, purchase, process or transport marijuana, within certain parameters, without legal retribution. The Governor is opposed to this legalization efforts but there might be enough support in the legislature to override a veto if the bill is passed. In the meantime, because this is an issue employers are already dealing with many are taking a clear-eyed look at their drug and alcohol policies.

    Employers who are revisiting these polices should consider a few things including: where they do business; the state laws where they do business; whether they should have one universal policy or one with state-specific addendums; if they are a federal contractor or subcontractor and the requirements that go along with those contracts; if they have DOT or other safety-sensitive positions and if they do; if they should have different policies for positions that are not safety-sensitive; whether they need or want to ask about and test employees for marijuana use at the pre-employment stage; whether they will test during employment and the consequences for a positive drug test; their workplace culture and the impacts of testing  on that culture and the legal consequences of not testing.

    Yes, these are interesting times. One HR professional, confused by the state of the law and what to do about her organization’s policy on marijuana, described the situation as a “purple haze”. The reality is that legalized marijuana is here to stay and employers need to decide how they want to handle this fuzzy issue. Ignoring it or relying on out dated policies is not the answer. Taking a fresh look at polices is not only a good idea, it may be required to staying on the right side of the law and embracing the realities and the new workplace.

    Attorney Jim Reidy is a partner at Sheehan Phinney where he is the Chair of the Firm’s Labor and Employment law practice group.  Jim is also MAHRA’s VP of Legal and Legislative Affairs.


    Please note: This outline is intended as general guidance and not specific legal advice. Your legal counsel should be consulted with specific questions or for advice on how to proceed with these matters. 

  • 12 Feb 2019 9:01 AM | Anonymous member (Administrator)

    UNH Manchester has some recruiting events coming up this month and next month! Check out the links below for additional details and registration information.

    UNH Manchester Engineering Technology Mock Interview Day February 18th from 4:00pm – 5:30pm

    UNH Manchester Mock Interview Day March 6th from 3:30pm – 6:00pm

    Career Tales: Career Exploration Edition March 26th from 4:00pm – 6:00pm

  • 11 Feb 2019 10:54 AM | Anonymous member (Administrator)


    Save The Date! The 2019 Granite State Human Resources Conference will be held on Tuesday & Wednesday, April 30-May 1, 2019 at the Manchester Downtown Hotel in Manchester, NH.




















  • 04 Feb 2019 8:49 AM | Anonymous member (Administrator)

    Call for Nominations:  Workforce Diversity & Inclusion Award

    Award to recognize outstanding efforts in promoting and implementing workplace diversity and inclusion initiatives

    Manchester, NH – The Diversity Workforce Coalition (DWC) and the NH Health & Equity Partnership are accepting applications for the Workforce Diversity and Inclusion Award.  The award will recognize organizations that have engaged in activities to recruit, train, and retain individuals who increase their institution’s diversity.  Entry to this award is open to all organizations across the corporate, government, community, and not-for-profit sectors. 

    “This award program is a wonderful way to recognize and celebrate organizations that have demonstrated their commitment to promoting diversity and inclusion and understand the importance of acquiring and maintaining a vibrant and diverse workforce,” said DWC Board President Tina Sharby.

    Last year’s inaugural winner was Hutchinson Sealing Systems, which was recognized for its impressive efforts to create a diverse workforce and provide opportunities for employees at every level of the company.  The runners-up were Eastern Bank and Manchester Community Health Center.

    Nominations for this year’s award program will be accepted through February 8, 2019.  Candidates will be selected for a site visit, conducted by Selection Committee representatives, with the final winner announced March 14, 2019.   For more information, please visit:

    The Diversity Workforce Coalition is comprised of employers and other community members whose purpose is to promote diversity in the workplace through education, training, enhanced networking opportunities, and to identify and connect resources to its members and the public.

    The New Hampshire Health & Equity Partnership is a public-private collaborative effort of philanthropic organizations, public health agencies, community based organizations, advocates and others concerned with health equity. 

    Media contact:

    Tina Sharby



  • 21 Oct 2018 11:39 AM | Anonymous member (Administrator)
    Addiction in the C-Suite 

    How organizations deal with executives with addictions

    Jim Reidy, Legislative Chair, is quoted in this article from CNN


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