Welcome to your daily briefing on hospitality developments in New Hampshire. Today we're covering 5 key stories including updates on new hampshire hospitality headlines, background & context. Let's dive in.
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A comprehensive guide covers the essential licenses and permits required to open a restaurant in New Hampshire, including application processes, costs, and step-by-step compliance guidance.
For NH hospitality professionals, navigating licensing requirements correctly from the start prevents costly delays, fines, and operational disruptions that can derail a new restaurant launch.
A step-by-step guide explains how to obtain a liquor license in New Hampshire, covering license types, application procedures, costs, and compliance requirements.
For NH hospitality professionals, understanding the state's specific liquor licensing pathway is essential to legally serve alcohol and avoid costly delays or compliance violations.
Reach professionals in this market
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Federal FLSA permits tip-credit on wages only for employees who customarily and regularly receive tips, and only for the time spent on tip-producing duties. Many states (and the federal "80/20" rule) limit how much side-work can be performed while paying tip-credit wage. Polishing silverware for an hour at the start of shift is the most common silent violation.
Wage-and-hour collective actions in restaurants frequently win on the side-work issue and produce back-pay liability across all tipped staff in the lookback period.
The merchant — the restaurant or hotel — remains responsible for PCI compliance regardless of the POS vendor's certifications. Vendor compliance covers the software; merchant responsibility covers network segmentation, employee access, and incident response. "We use a PCI-compliant POS" is not an audit response.
Card-brand fines after a breach apply to the merchant, not the vendor. Self-assessment questionnaires are required annually and are reviewed by acquiring banks.
Under ADA, staff may ask only (1) "Is the animal required because of a disability?" and (2) "What work or task has the animal been trained to perform?" Anything beyond — proof of disability, proof of training, demonstration of the task — is a violation. The animal can be excluded only for actual disruption, not breed or perceived risk.
ADA complaints in hospitality settings are among the easiest to substantiate because staff scripts often deviate from the two-question rule. Settlements include training requirements that exceed the cost of training upfront.
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