This information was last updated on Wednesday, January, 13, 2021 at 5:00 pm.
We are working closely with state and federal resources and will make updates to this page as information becomes available. We know there is a lot to digest. Information such as how to navigate a COVID-19 positive case at your establishment, financial assistance or relief funding, marketing opportunities to assist with boosting consumer confidence, and more have moved to the Resources/ COVID-19 Guidance & Resources drop down menu or can be viewed by using the links below. As always, we are here if you need us and can be reached at (603) 228-9585 or via email at info@nhlra.com.
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Navigating a COVID-19 Positive Employee
Financial Assistance & Relief Funding
State & Federal Guidance
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Reopening Directory & Resources
Free Online Trainings and Webinars
Consumer Confidence Resources
National Partner Resources
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- STATE ISSUED BUSINESS OPERATIONS GUIDELINES -
Guidance documents on each approved industry are below. All health and safety guidelines in the documents must be met. All guidelines also reference the 'Universal Guidelines' so be sure to familiarize yourself with those as well. Be sure to also check your local guidelines, as they may differ from state issued guidelines.
- NEW FEDERAL COVID-19 RELIEF BILL -
Congress passed a $900 billion relief bill to provide short-term economic relief to the country in the face of the coronavirus pandemic. The bill includes a second round of access to the Paycheck Protection Program (PPP) with unique provisions to assist the hospitality industry. Since March, the NHLRA's grass-roots advocacy efforts, which have been in conjunction with our national partners and our state association counterparts across the country, have been demanding aid on behalf of the hospitality industry. Aspects of our ongoing efforts to press Congress for both long-term and short-term economic support, including tailored changes to make PPP a more effective tool for struggling hospitality business owners, are reflected in this legislation. We hope this will offer some assistance but pledge to continue to advocate for further assistance opportunities on behalf of the industry.
To learn more about the bill, and what previsions affect your business, please review the breakdowns below from the National Restaurant Association and the American Hotel & Lodging Association for more details. For further details about the Payroll Protection Program, or other relief opportunities, please click here.
To learn more about the bill, and what previsions affect your business, please review the breakdowns below from the National Restaurant Association and the American Hotel & Lodging Association for more details. For further details about the Payroll Protection Program, or other relief opportunities, please click here.
- WAIVER TEMPLATES -
The templates below are created by the NHLRA using language and requirements documented in current, as of January 13,2021, state issued guidance. This is meant for the purpose of assisting in the creation of an establishment's own documentation and is not a state issued document.
- TRAVEL GUIDANCE & MASK MANDATE -
Please familiarize yourself with both documents and how they affect your business. As of November 14, 2020, the Travel Guidance was made an executive order and as of November 20, 2020, a statewide mask mandate was instituted by the Governor. If you would like more information on the mandate or are unsure about handling mask objections and medical exemptions, please review our guidance document here.
- FREQUENTLY ASKED QUESTIONS -
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If an employee travels out of New England for vacation, or other non-essential travel, how long do they need to quarantine before returning to work? Employees need to quarantine for 14 days upon their return to NH from travel or they have the option of shortening their travel-related quarantine by getting a test on day 7 of their quarantine, and upon receiving a negative test result, end their quarantine early and return to work. The test must be a molecular test (e.g., PCR-based test). Antigen tests are not accepted for this purpose.
Do I need to pay a special company to clean my establishment if I have a positive case or COVID-exposure at my establishment? No, you do not have to have special cleaners. Your normal cleaning company or procedures should work as long as they are using EPA-certified products and follow CDC sanitation guidelines. Check your current sanitation products to see if they are EPA-certified, or with your vendor for a list of products. You can find more information about CDC sanitation guidelines here.
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Due to the mask mandate, can I deny service to individuals who refuse to wear a mask within my establishment? You are within your rights to refuse service to anyone not adhering to your safety procedures or state mandate, but be aware that there are medical exemptions in particular instances in which a customer may not be required to adhere to the mask mandate but should still be served. For more information, please review Navigating Mask Mandate, Handling Objections, and Medical Exemptions guidance document.
What is considered a "Close Contact" in regards to being exposed to an individual with COVID-19? People who have been within 6 feet for 10 minutes or longer of a person with COVID-19. The 10 minutes of contact can be at one time or cumulative over the course of the day. Close contact does not include brief contact with a person or customer in passing.
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Can an employer require its employees to get a COVID-19 vaccine in order to come to work?
Yes. Generally, employers have the right to implement a mandatory vaccination program. In fact, employers, such as healthcare and childcare providers, require flu vaccinations each year. However, mandatory vaccine programs administered by the employer may require pre-screening questions that must be job-related and consistent with business necessity. Employers should carefully consider all implications of a vaccination mandate and consult with their legal counsel, review federal laws such as the Americans with Disabilities Act (ADA), the Civil Rights Act and other state and federal anti-discrimination laws. To learn more, review the The Equal Employment Opportunity Commission (EEOC) guidance on workplace vaccination programs, as well as NH Department of Health & Human Services guidance for employers.
Yes. Generally, employers have the right to implement a mandatory vaccination program. In fact, employers, such as healthcare and childcare providers, require flu vaccinations each year. However, mandatory vaccine programs administered by the employer may require pre-screening questions that must be job-related and consistent with business necessity. Employers should carefully consider all implications of a vaccination mandate and consult with their legal counsel, review federal laws such as the Americans with Disabilities Act (ADA), the Civil Rights Act and other state and federal anti-discrimination laws. To learn more, review the The Equal Employment Opportunity Commission (EEOC) guidance on workplace vaccination programs, as well as NH Department of Health & Human Services guidance for employers.
- CONTACT TRACING IN RESTAURANTS -
The Governor has announced the new requirement for restaurants to obtain basic information from their guests to assist with contact tracing. One customer’s first name and contact phone number per party, the table number or bar seat number, the server or bartender's name, and the date and time they were in the establishment. You should retain this information for 21 days before disposing of it. Take-out and window service are excluded from this requirement. Guidance documents are below to assist with navigating this new requirement.
