The Dish A
P U B L I C A T I O N O F T H E N E W H A M P S H I R E L O D G I N G & R E S T A U R A N T A S S O C I A T I O N
Issue No. 6 •
July 2022
Workforce Solutions
•
Cover Photo: AMC Huts in The White Mountains
Virtual Job Fairs
Help with recruiting and retaining staff .
Find your next virtual job fair.
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page 11
Beware of the Heat Avoiding heat-related illnesses in your establishment.
page 13
Inside YOUR GUIDE TO ISSUE NO.6
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Members Around Town
Festivals, celebrations, and InvestNH announcement
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Workforce Solutions
Workforce solutions for recruiting and retaining staff
11 Job Search
Statewide Virtual Job Fair information
13 Beware of the Heat Avoiding heat- related illnesses in your establishment
16 Common Man
Ukraine Relief Fund
19 BLM Mask Case
Ukraine Fund marks first fundraising milestone
First Circuit Court dismisses Black Lives Matter masks case
23 The Great Reshuffle 5 tips for managing employees during the Great Reshuffle
Cover photo: AMC Huts in the White Mountains Matt MacPherson (mattmacpherson.com)
25 NHSaves
Learn more about NHSaves
30 NHLRA Member
Save time and money with the NHLRA's endorsed service providers
Solutions
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2022 Chair of the Board
John Dunn Michael Timothy's Dining Group 2022 VIce Chair of Lodging
Molly Rice-Norby Woodstock Inn Station & Brewery
Coppal House Farm Annual Sunflower Festival July 30- Aug 7
2022 Vice Chair of Restaurants
Nicole Barreira Great NH Restaurants NHLRA President and CEO
Mike Somers NHLRA Director of Education and Workforce Development
Amie Pariseau NHLRA Membership & Business Development Director
Samantha Poole
Summer View at the Mountain View Grand Resort & Spa's Farm
NHLRA Office and Events Manager
AubreyLynn Goodale
NHLRA Social Media and Marketing
White Birch Communications
HAVE NEWS OR PHOTOS YOU'D LIKE TO SHARE WITH US? If you'd like to update us with any company news for our Members Around Town section, please email apaquette@nhlra.com.
NHLRA
MEMBERS AROUND TOWN SEA KETCH RESTAURANT WELCOMES BACK NEW AND RETURNING SERVERS
CELEBRATING CRAFT BEER AT THE ANNUAL KEEP NH BREWING FESTIVAL
Hobbs Tavern & Brewing was
all smiles at the annual Keep NH Brewing Festival at Everett Arena. The festival is one of the largest gatherings of New Hampshire craft breweries and craft beers on tap in the Granite State.
S top in and meet the new
and returning staff at Sea Ketch on Ocean Boulevard in Hampton! Enjoy ocean view dining and outdoor decks.
'NIGHT OF 1,000 STARS' AT THE PALACE THEATRE AWARDS SENIORS $23,000 IN SCHOLARSHIPS
The Palace Theatre
celebrated an evening of dedication and goodbyes during the annual 'Night of 1,000 Stars.' The show featured over 15 performances from the Palace Youth Theatre, Teen Apprentice Company, and Teen Company.
NHLRA SUPPORTS THE $100M INVEST NH HOUSING FUND HLRA Education and Workforce N Development Director Amie Pariseau
TRIVIA NIGHT GOING STRONG AT PORTSMOUTH BREWERY ortsmouth Brewery hosts P trivia night every Sunday at 7:30pm in their Jimmy LaPanza Lounge! Everyone's encouraged to bring their friends and family and get ready to compete!
and board member Sherri Ferns met with Governor Sununu and Commissioner Taylor Caswell during the press conference on the $100M InvestNH Housing Fund. General Manager of Copper Door Nicole Ward was on hand to speak about her personal experience living in housing provided by Copper Door and how that has helped her and her family in times when housing is hard to come by.
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TAKE THE ASSOCIATION’S LATEST RESTAURANT OPERATOR SURVEY Restaurant operators: Please take a few minutes to complete the survey.
As the National Restaurant Association and state restaurant associations continue to advocate on behalf of the industry, please help us quantify and further illustrate how current business conditions are impacting the restaurant industry. The Association Research Group developed a brief survey designed to collect important data to inform our ongoing advocacy activities.
Survey
WORKFORCE SOLUTIONS FOR RECRUITING AND RETAINING STAFF Recently, the National Restaurant Association Educational Foundation (NRAEF) and ApprenticeshipNH presented to a group of industry members about developing apprenticeship programs in the following occupations: Line Cook, Kitchen Manager, Restaurant Manager, Lodging Manager, and Hotel Cook. Registered apprenticeships can increase the supply of skilled workers, reduce turnover costs, build internal training capacity, and are non-traditional approaches to workforce education with real career pathways. Both the NRAEF and ApprenticeshipNH can assist with structured training programs, resources, incentives for employers, and financial support to employees facing barriers to employment.
To learn more, please contact Amie Pariseau at apariseau@nhlra.com or 603.228.9585.
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Save the Date
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Virtual Job Fairs Around New Hampshire
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Avoiding Heat-Related Illnesses in Your Establishment Samantha Poole, membership and business development director, NHLRA
When high temperatures are combined with the fast-paced environment of the hospitality industry, the dangers of heat stress, exhaustion, and heatstroke increase. The harder the body works, the more heat it has to lose. The body reacts to stress in its cooling system and must acclimate to a hot environment to regulate its cooling function. Stay diligent for common signs of heat illness,
If an employee starts to exhibit symptoms such as fainting, heavy sweating, extremely high body temps, weakness, clumsiness, confusion, and /or blurred vision, it should be treated as a medical emergency.
Heat Illness Signs Cramping in the extremities and/or stomach Fatigue
Rapid breathing Nausea
Heat rash
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Best Ways to Avoid Heat-Related Illnesses in the Workplace: Being aware and following best practices can protect your employees and save your business from a future workers’ compensation claim! Remind staff to continuously be hydrating! Alcoholic beverages and caffeine dehydrate our bodies, so remind your team to hydrate at bedtime and before reporting for work to ensure restored hydration before being exposed to high heat conditions. It is best in high-temperature environments to exhaust hot air and steam production, and/or increase air movement by using fans (or air conditioning, if practical) to enable an employee’s physical heat to be dispersed. Train management staff and your employees to recognize the symptoms of heat stress. Printable reminders, such as OSHA’s Prevent Heat Illness at Work poster, may help staff members stay aware of signs and ways to prevent illness.
Lightweight and light-colored clothing are essential when working in high-temperature environments and in extreme cases, protective apparel. Periodically check in or monitor employee activities in hightemperature work environments to ensure their safety. Provide the opportunity for breaks or task rotation. Allow the use of cold towels to wrap on the neck and other cooling attire. If staff are in and out of the walk-in or AC, be sure they are being cautious as the change in temperature can cause dizziness or discomfort. This is a great topic to include in your joint loss management committee/safety meetings during the hot season.
Looking for more ways to save on your workers’ compensation? Ask us about how NH Hospitality Compensation Trust was able to return $700K in dividends back to our members this year! Contact Samantha Poole for more information or a free quote at smacdonald@nhlra.com. www.nhlra.com |
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NH RELIEF FOR UKRAINE FUND MARKS FIRST FUNDRAISING MILESTONE Benefit Night at the NH Fisher Cats Set for August 3 The New Hampshire Relief for Ukraine fundraising effort has reached its first milestone, surpassing 25% of the $1 million goal with more than $293,000 raised thanks to the generosity of more than 1,800 donors.
Donations made to the fund are already supporting critical programs such as a Bloodmobile to serve field hospitals in Ukraine, a day care and trauma counseling center for Ukrainian refugee children in Poland, the purchase and distribution of more than 100 tons of food in Ukraine, and an orphanage/safe housing for children in Ukraine. The Common Man Family will match every donation, dollar-for-dollar, up to $1 million raised. The funds are distributed by Rotary International’s District #2331 in Poland for secure and reliable control that ensures funds go to their intended purposes.
The Common Man family of restaurants and their owner Alex Ray, along with former New Hampshire Gov. John Lynch, WMURTV, iHeart Media, Granite United Way and the Rotary Clubs of both Plymouth, NH and Warsaw, Poland joined forces in a partnership and enhanced PSA campaign to help raise money for much-needed humanitarian aid and resources for people living in war-torn Ukraine and for refugees who fled to safety in Poland. "To date, this has really been a people’s campaign,” said Patrick Tufts, President and CEO of Granite United Way. “Donations have come from individuals from all corners of New Hampshire, many with touching notes about how important it is to support the people of Ukraine.”
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"These are life-saving funds that our generous donors are contributing," said Common Man owner and founder Alex Ray. “We receive weekly reports, photos and videos about the thousands of pounds of food and critical supplies that are being delivered by Rotary members in Ukraine and Poland thanks to donations made to NH Relief for Ukraine. Please contribute if you can.”
A member of the Plymouth, NH Rotary Club, Ray and friends spent a week meeting and traveling with Rotarians in Warsaw and Zamosc, Poland. They crossed the border into Ukraine and were met by Ukrainian Rotarians as they delivered food supplies to an orphanage and visited refugee centers. The group visited a convention center that was converted into a shelter, a Soviet-era military barracks converted into a refugee center, a proposed children’s day care and trauma counseling center, and a warehouse coordinating emergency food deliveries into eastern Ukraine. The team also crossed the border into Lviv, Ukraine to deliver food supplies. Ray was able to provide small but immediate assistance on-site for the food program and for the children’s trauma center thanks to donations made thus far. As the war escalates in Ukraine, this important fundraiser continues. The New Hampshire Fisher Cats baseball team has set a benefit night at Delta Dental Stadium in Manchester for Wednesday, Aug. 3 at 7:05 p.m. The team is donating 50% of all individual ticket sales to the NH Relief for Ukraine Fund and The Common Man will match them.
Among the activities planned during the game are a 50/50 raffle, music, raffle prizes awarded every inning, and the chance to send Ray plunging into the chilly water of a dunk tank. Individual tickets can be purchased at www.nhfishercats.com. Group and corporate ticket sales can also benefit the fund by contacting Nate Newcombe at the New Hampshire Fisher Cats at nnewcombe@nhfishercats.com and mentioning NH Relief for Ukraine. Donations to NH Relief for Ukraine can be made online at www.graniteuw.org, www.thecman.com, or by texting NH4UKRAINE to 41444. The Common Man has partnered with Granite United Way as fiscal agent for the fund, providing a convenient way for supporters to make tax-deductible donations online via credit card or by mailing a check. Checks made out to Granite United Way with NH Relief for Ukraine in the memo line can be mailed to: Granite United Way, 22 Concord St., Manchester, NH 03101. To learn more about the NH Relief for Ukraine Fund, visit www.graniteuw.org or www.thecman.com.
"“Everywhere I go, from Main Street in Concord to Elm Street in Manchester, New Hampshire residents ask me how they can help,” said former New Hampshire Governor John Lynch. “Our hearts are collectively broken for the people of Ukraine. Donating to this humanitarian relief effort ensures that funds will go directly to Ukrainian refugees and those still living in Ukraine.”
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FIRST CIRCUIT COURT DISMISSES BLACK LIVES MATTER MASKS CASE BUT RECOGNIZES NEW TYPE OF DISCRIMINATION CLAIM By Christopher T. Vrountas, Esquire and Allison C. Ayer, Esquire, Vrountas, Ayer & Chandler, P.C. The First Circuit recently ruled that the policy by Whole Foods to ban its employees from wearing political messages on their face masks while working was not a discriminatory practice. On June 28, 2022, in a case called Kinzer v. Whole Foods Market, the First Circuit dismissed a lawsuit brought by a class of Whole Foods employees who claimed there were unlawfully disciplined for violating a previously unenforced dress code by wearing Black Lives Matter (“BLM”) face masks at work.
While delivering a loss for these particular employees, the decision actually expanded the potential rights of employees generally going forward. This is because the First Circuit Court recognized for the first time that claims of “associational” race discrimination are viable under Title VII. Other circuits had already recognized these types of “associational” discrimination cases, but now, through its decision in Kinzer, the First Circuit has done so for the first time. Here are the details:
The Court said that the case could not go forward because these employees did not plausibly allege the discipline was race-based or retaliatory where: 1) they never alleged that only those wearing BLM masks were disciplined once Whole Foods began enforcing the dress code, and 2) there was an obvious alternative explanation reason for Whole Foods’ decision to start enforcing the dress code when it did – namely, the need to use face masks at work because of COVID.
In the spring of 2020, Whole Foods workers began wearing face masks to work in response to the coronavirus pandemic. Some of the masks worn to work had images of cartoon characters like SpongeBob SquarePants, as well as pictures of vegetables and other prints.
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Then, around June 2020, following the death of George Floyd, many Whole Foods employees began wearing masks with the message “Black Lives Matter.” The employees claimed that they wore the masks “in a show of solidarity” with the BLM movement and “to protect racism and police violence against Blacks and to show support for Black employees.” Many of these employees were Black, but other employees who were not Black also wore the BLM masks. The employees believed that Whole Foods would not take issue with the decision to wear the BLM masks. First, Whole Foods had expressed support of inclusivity and equality. The Company had publicly expressed support for the Black community and the BLM message posting on their website messages such as “Racism has no place here” and “We support the black community and meaningful change in the world.” the Company had not previously enforced its dress code policy, according to the Plaintiffs. That policy provided that employees were prohibited “from wearing clothing with visible slogans, messages, logos, or advertising that are not company-related.” In the past, the Company had allowed employees to express support for LGBTQ+ co-workers through items like t-shirts and other apparel worn to work without finding a violation of the dress code. The employees who wore face masks adorned with cartoon characters or other prints also were not disciplined in spring 2020 for violating the dress code. But, in June, 2020, after employees started wearing BLM masks, Whole Foods began to enforce its dress code policy.The Company sent home without pay and assigned disciplinary points to employees who refused to remove their BLM masks at work.The disciplined employees including both Black and non-Black employees. In July 2020, the employees filed a lawsuit against Whole Foods alleging that the selective discipline of the dress code policy to ban BLM masks constituted racial discrimination and retaliation in violation of Title VII.
Before any discovery had even been taken, the United States District Court for the District of Massachusetts dismissed the case finding that 1) there was no viable allegation of race discrimination where employees were treated the same regardless of race (i.e., both Black AND nonBlack employees were disciplined for the BLM masks), and 2) there was no retaliation because wearing BLM attire to protest racism, police violence against Blacks and/or to show support for Black employees, was not opposition to an unlawful employment practice under Title VII. On appeal the First Circuit upheld the dismissal, but on different grounds. The First Circuit agreed with the District Court that the Plaintiffs had indeed alleged that Whole Foods disciplined Black and non-Black employees for wearing BLM masks. But it disagreed that these allegations precluded or even undercut the race discrimination claim. The First Circuit explained that even where there are allegations that employees of different races are treated the same, a Plaintiff still might theoretically have a race discrimination claim. The decision stood on the principle of “associational” discrimination, a first for the First Circuit, and ruled that the Whole Foods employees had alleged just this type of claim. The theory of “associational” discrimination concerns punitive actions taken by an employer against an employee because the employer disapproves of an interracial association with a third party. The classic example would be an employer terminating a white employee because she has a Black spouse. In that scenario, “the employee suffers discrimination because of the employee’s own race in addition to the race of the other person, who may not even be a party to the suit.”
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Similarly in the Whole Foods case, the First Circuit said that the Whole Foods employees had alleged that the Company selectively enforced its dress code against Black employees and also against non-Black employees who expressed their support for Black employees with BLM masks. In essence, just like the employer who fires a white employee married to someone Black, Whole Foods allegedly discriminated against Black employees based on their race and against non-Black employees based on their status as non-Black people associating with Black people. Such allegations, according to the First Circuit, support a viable “associational” discrimination claim under Title VII. After recognizing this new type of discrimination claim, the First Circuit held nonetheless that the particular associational discrimination claim alleged against Whole Foods should be dismissed. The Court focused on the fact that these Plaintiffs failed to allege that Whole Foods selectively enforced the dress code policy against only those wearing BLM masks. Further to this point, the Court noted that Plaintiffs alleged that Whole Foods failed to discipline employees wearing other types of masks at some point after the pandemic started, but the Plaintiffs never alleged that this selective enforcement happened after Whole Foods began enforcing the policy against BLM mask wearers. Thus, there was no allegation that Whole Foods let other employees wear masks with other political slogans that violated the dress code after Whole Foods started enforcing the dress code policy against those wearing BLM masks. The Plaintiffs’ silence in that regard was deafening to the First Circuit, as the court seemed to believe that if such selective enforcement had actually happened then the Plaintiffs would have so alleged in their complaint.
The Court also noted that it was unclear from the complaint whether these other masks worn bearing cartoon characters and other prints worn by unpunished employees even violated the dress code policy against “slogans, messages, logos or advertising.” The crux of the employee’s discrimination claims, therefore, appeared to the Court less about selective enforcement and more about the allegedly suspicious timing of the employer’s enforcement. The Court reasoned that the employees seemed to be alleging that Whole Foods began enforcing the dress code policy only after the employees began wearing BLM face masks a as a pretext for racial discrimination. The Court’s problem with this theory was that there was an obvious, common sense alternative explanation the timing that was not race-based – namely that the pandemic had for the first time ever created conditions for employees to wear masks that could easily and in a highly visible way display non-company messages at work. “It is logical that Whole Foods would have a different perspective on enforcing its dress code policy in the era of employee mask-wearing” than it did previously. In other words, it only made sense, said the Court, that Whole Foods would begin to enforce its dress code policy because it did not want to allow the mass expression of controversial messages by employees in their stores.
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The Court aptly noted that this type of restriction might implicate free speech concerns in other contexts, it did not and could not support discriminatory motive or pretext. And it would not support a constitutional claim either, because Whole Foods is a private employer not subject to the First Amendment.Indeed, from the perspective of the First Circuit, the Company may enforce its own dress code so long as it is not enforced in a non-discriminatory manner. This principle was previously suggested in the much-discussed Cloutier v. Costco case from 2004, where the First Circuit held that the retail employer could terminate its employee for refusing to comply reasonably with the dress code concerning facial piercings due to the employee’s religious objections. The employer, according to that opinion, was entitled to its own public image, and failing to enforce its dress code in a reasonable manner would have constituted an “undue burden” under Title VII. As for the retaliation claim, the First Circuit dismissed it too. Plaintiffs had alleged that they were disciplined for continuing to wear the BLM masks, in part, to protest the Company’s raciallybased, selective enforcement of the dress code against those wearing BLM masks. The problem with the claim, however, was that the employer’s decision to discipline the employees predated the protected activity. To be clear, the employees alleged no more than that Whole Foods began enforcing the dress code to prohibit BLM masks in June, 2020, and from that point on enforced its dress code policy against the mask-wearers.Such timing could not logically support an allegation that the protected activity caused the adverse employment action, as required for a viable retaliation claim, where the discipline started before the alleged protected activity commenced.
So, what does all this mean? First, after this case, employers in the First Circuit are subject to a new theory of employment liability – associational discrimination claims. The First Circuit has now made clear that an employee who plausibly alleges that an adverse employment action based on his or her association with an employee of another race theoretically can pursue a viable claim of associational discrimination. On the other hand, the Court appears poised to construe very narrowly allegations that support this type of claim. If, as in the Whole Foods case, the allegations do not plausibly allege discrimination, the Court can and will dismiss. Finally, the Kinzer case confirms that private employers are permitted to have and enforce dress code that prohibit even political messaging in their workplace. This is NOT a First Amendment violation and it is lawful so long as it is enforced without regard to race, sex, religion and other protected classes.
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The food industry in NH is a vital part of our economy and communities and includes restaurants, grocery stores, schools, nursing homes, hospitals, hotels/inns, food manufacturing facilities, and non-profit organizations including soup kitchens and food pantries. As the food industry persevered through the pandemic and continuing to experience the hardships it induced, it can be challenging to keep up with the demand for energy and the rising costs. Now with rising energy costs, people are beginning to think more in the long term about their energy usage and expenditure, which introduces energy efficient equipment to the conversation. Upon observation, affordability and financing is one of the primary barriers to making the switch, but the NHSaves program is here to help break that barrier down.
What is NHSaves? NHSaves is a collaboration of New Hampshire’s four electric and two natural gas utilities to provide New Hampshire customers with information, incentives, and support that are designed to save energy, reduce costs, and contribute to the statewide initiative of protecting the environment. This program offers utility customers financing options and resources to help commercial businesses upgrade their electric and gas equipment including (but not limited to) kitchen appliances, heating and cooling systems, and lighting. In addition to improving your bottom line, energy efficiency improvements can improve the comfort and value of a building as well as reducing greenhouse gas emissions.
How can Resilient Buildings Group help? Resilient Buildings Group is your guide for the NHSaves program. Located in Concord, NH, Resilient Buildings Group has a team of six who are contracted with Liberty and Unitil to assist the utilities’ business and municipal customers, at no additional cost, with the NHSaves program. We are here to help Liberty and Unitil’s customers in the food industry to combat high energy bills through identifying cost-effective ways to reduce energy usage. In addition to the rebates, Resilient Buildings Group can provide simple paybacks to compare equipment and coordinate free walkthrough audits of your building. If you have questions about the program like what equipment is eligible or are planning upgrades, please reach out to us.
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What kind of rebates are available?
Are there ways to finance projects?
The NHSaves’ incentives and rebates are meant to cover part of the incremental cost to encourage businesses to choose more efficient equipment vs the standard option. There are many different types of equipment that are eligible for rebates, to ensure you capture all the items, please contact your utility or Resilient Buildings Group. Some examples of rebates for natural gas food service equipment include:
In addition to rebates, Liberty and Unitil provide qualified commercial natural gas customers with on-bill financing. The process to determine your eligibility is simple, please contact your utility or Resilient Buildings Group. While still receiving rebates customers, who own the building, can get an interest free loan of up to a $50,000-Liberty and $15,000-Unitil. The payments are included into their monthly utility bill. For this loan, the average maximum payback time is around 36 months for their upgraded high efficiency equipment. Utilizing this finance option gives customers the opportunity to make short notice replacements on their appliances while also still having the option to save money in the long term by using more energy efficient equipment.
Item High-Efficiency Combination Oven High-Efficiency Conveyor Oven High-Efficiency Rack Oven ENERGY STAR® Fryer ENERGY STAR® Convection Oven ENERGY STAR® Steamer ENERGY STAR® Griddle High-Efficiency Pre-Rinse Spray Valve
Rebate $1,000 $1,000 $1,000 $1,000 $1,000 $1,000 $500 $50
There are rebates for natural gas condensing boilers/furnaces and highefficiency hot water heaters. There are also rebates available for electrical high efficiency powered equipment like hoods, dishwashers, refrigeration controls, LED lighting and others. Please contact your utility or Resilient Buildings Group with questions. Using energy efficient equipment such as Energy Star Appliances© will require less energy to operate since it maximizes the energy used to power it. Consequentially, these reductions in energy use can translate into savings on your bottom line due to the decrease in demand.
For further information please reach out to Resilient Buildings Group at nhsaves@resilientbuildingsgroup.com or (603)-518-6634 or see www.NHSaves.com and contact your energy company. www.energystar.gov resource for determining appliances that may apply.
Example: Cost of recommended energy efficiency improvements
$10,000
NHSaves Rebate
$1,000
Customer contribution
$9,000
Monthly payment added to electric or gas bill (payments for 36 months)
$250
Interest Expense
$0
What are the next steps? There are innumerable benefits when improving the energy efficiency of a building. For one, it will improve the experience for the owner/tenant because of the savings they will receive on their utility bill from the reduction of energy use. Furthermore, as the climate crisis continues to be a growing issue, costs of energy will be expected to remain on the rise, so proactively making these investments could be crucial. Becoming more energy efficient is beneficial for the environment because when overall demand and usage declines there is less land disturbance from extraction as well as the greenhouse gases being emitted. Having highly efficient buildings will only become more practical and desirable over time, so making these adjustments now can even increase the resale value of the property. Increasing the density of highly efficiency and resilient buildings is the way of the future and the NHSaves program is here to make that future possible.
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HAVE A QUESTION OR CONCERN? Membership in the NHLRA means being a part of the only organization in the state dedicated to protecting, promoting, and educating our hospitality industry. Contact us for questions or to share what issues are affecting your business. We're here for you.
MEMBER SOLUTIONS Save time and money with the NHLRA's endorsed service providers. MUSIC LICENSING Members save up to 20% off music licensing fees for BMI and 10% off SESAC. GROUP PURCHASING ORGANIZATION NHLRA members receive cash back on manufacturer rebates normally unavailable. COMPLIANCE PORTAL Including risk management and safety tools, compliance support, and templates for training and safety manuals.
GOVERNMENT AFFAIRS: Mike Somers msomers@nhlra.com
DENTAL & VISION INSURANCE
MEMBERSHIP AND BUSINESS DEVELOPMENT: Samantha Poole smacdonald@nhlra.com
401(k) PROGRAM
EDUCATION AND WORKFORCE DEVELOPMENT: Amie Pariseau apariseau@nhlra.com OFFICE AND EVENTS: AubreyLynn Goodale apaquette@nhlra.com SOCIAL MEDIA AND MARKETING: White Birch Communications kate@whitebirchcommunicatio ns.com NHLRA OFFICE: (603) 228 - 9585 info@nhlra.com
Save up to 15% on dental and vision insurance rates through our group buying program.
Establish a 401(k) program with minimal overhead under a NHLRA umbrella plan. CREDIT CARD PROCESSING Receive a discount of up to 10% off of processing fees.
LIQUOR LIABILITY INSURANCE Save up to 20% off your liquor liability insurance premium. PROPERTY INSURANCE You may be eligible for a 5% discount on property insurance. MUSIC LICENSING Members receive an exclusive 10% discount on the subscription price and a 30-day free trial. LEGAL SERVICES 30 minutes of free legal advice per incident, issue, or matter. Need to retain their services? Receive a discounted rate. WORKERS' COMPENSATION INSURANCE Our self-funded, not-for-profit, worker's compensation trust returns dividends (on average) of 20-35%.
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JUNE RENEWALS
Alpine Adventures Centennial Hotel & Granite Restaurant Checkmate Workforce Solutions Chucksters Crown Linen Service DoubleTree by Hilton Manchester Downtown Hampton House Hotel Hart's Turkey Farm Restaurant Havenwood Heritage Heights J-Town Deli & Country Store Jumpin' Jay's Fish Cafe The Mount Washington Cog Railway
Mountain Club on Loon MrSippy BBQ MV Kearsarge Restaurant Ship New England Inn The Sheraton Harborside Portsmouth Hotel Silver Fountain Inn Tall Timber Lodge & Rainbow Grille Thirsty Moose Taphouse Whale's Tale Water Park
NHSaves Revelstoke Coffee SpotON
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16 Centre Street Concord, NH 03301 | (603) 228 - 9585 | nhlra.com