New Hampshire Revised Statutes 41:9-c – Law Enforcement Candidate Background Checks
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I. In order to perform a background investigation for a candidate to be employed as a peace officer or in the case of an applicant for a position other than a sworn peace officer within a law enforcement agency, an employer shall disclose employment information relating to a current or former employee or applicant, upon request of a law enforcement agency, if all of the following conditions are met:
(a) The request is made in writing;
(b) The request is accompanied by a notarized authorization by the candidate releasing the employer of liability; and
(c) The request and the authorization are presented to the employer by a sworn officer or other authorized representative of the employing law enforcement agency.
II. In the absence of fraud or malice, an employer shall not be subject to any civil liability for any relevant cause of action by virtue of releasing employment information required pursuant to this section. This section shall not in any way or manner abrogate or lessen the existing privileges and immunities of an employer.
III. For purposes of this section, “employment information” means written information in connection with job applications, performance evaluations, attendance records, disciplinary actions, eligibility for rehire, and other information relevant to the performance of a peace officer or other law enforcement agency applicant, except information prohibited from disclosure by any other state or federal law or regulation.
IV. An employer’s refusal to disclose information to a law enforcement agency in accordance with this section shall constitute grounds for a civil action for injunctive relief requiring disclosure on the part of an employer.
V. Employment information disclosed by an employer to an initial requesting law enforcement agency shall be deemed confidential. However, the initial requesting law enforcement agency may disclose this information to another authorized law enforcement agency that is also conducting a background investigation into a peace officer or other law enforcement agency applicant. If this information is disclosed to another law enforcement agency, that agency shall utilize the information for investigative leads only and the information shall be independently verified by that agency in order to be used in determining the suitability of a peace officer or other law enforcement agency applicant.
VI. An employer may charge reasonable fees to cover actual costs incurred in copying and furnishing documents to law enforcement agencies as required by this section.
(a) The request is made in writing;
Terms Used In New Hampshire Revised Statutes 41:9-c
- following: when used by way of reference to any section of these laws, shall mean the section next preceding or following that in which such reference is made, unless some other is expressly designated. See New Hampshire Revised Statutes 21:13
- Fraud: Intentional deception resulting in injury to another.
- state: when applied to different parts of the United States, may extend to and include the District of Columbia and the several territories, so called; and the words "United States" shall include said district and territories. See New Hampshire Revised Statutes 21:4
- sworn: when applied to public officers required by the constitution to take oaths therein prescribed, shall refer to those oaths; when applied to other officers it shall mean sworn to the faithful discharge of the duties of their offices before a justice of the peace, or other person authorized to administer official oaths in such cases. See New Hampshire Revised Statutes 21:25
(b) The request is accompanied by a notarized authorization by the candidate releasing the employer of liability; and
(c) The request and the authorization are presented to the employer by a sworn officer or other authorized representative of the employing law enforcement agency.
II. In the absence of fraud or malice, an employer shall not be subject to any civil liability for any relevant cause of action by virtue of releasing employment information required pursuant to this section. This section shall not in any way or manner abrogate or lessen the existing privileges and immunities of an employer.
III. For purposes of this section, “employment information” means written information in connection with job applications, performance evaluations, attendance records, disciplinary actions, eligibility for rehire, and other information relevant to the performance of a peace officer or other law enforcement agency applicant, except information prohibited from disclosure by any other state or federal law or regulation.
IV. An employer’s refusal to disclose information to a law enforcement agency in accordance with this section shall constitute grounds for a civil action for injunctive relief requiring disclosure on the part of an employer.
V. Employment information disclosed by an employer to an initial requesting law enforcement agency shall be deemed confidential. However, the initial requesting law enforcement agency may disclose this information to another authorized law enforcement agency that is also conducting a background investigation into a peace officer or other law enforcement agency applicant. If this information is disclosed to another law enforcement agency, that agency shall utilize the information for investigative leads only and the information shall be independently verified by that agency in order to be used in determining the suitability of a peace officer or other law enforcement agency applicant.
VI. An employer may charge reasonable fees to cover actual costs incurred in copying and furnishing documents to law enforcement agencies as required by this section.