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2026 - 2027 I PY27 NH Fuel Assistance Program (FAP) Procedures Manual 22 - If the heat is not included in rent and there is no individual client account, make direct payment to the applicant. Income from Contracted and/or Seasonal Employees (i.e. Education)

Seasonal employees are hired annually for recurring periods of work that is less than twelve months a year due to their specific industry. Educational employees are the most common example; teachers and education staff may have a twelve-month contract but only work nine months of the year due to the nature of their work. While such income may be best reported for a twelve-month period, this type of employment has unique considerations.

Contracted salaried employees are paid through fixed compensation rather than an hourly wage. A salaried employee is paid the same amount regardless of exact hours worked and generally is not eligible for overtime pay. The contract may be for a twelve-month period, but the work may happen over fewer months. • Contractual, salaried employees should provide their current contract as income documentation. This may be a contract that begins after the application date (for example, if the applicant applies on August 1 but their contract begins on August 15). If a contract recently ended and they have not received a new contract, the most recent contract can be used provided it ended less than three months prior to application date. Contracts are commonly for twelve-month periods, but some, such as part-time faculty contracts at colleges, may be for a shorter duration.

Hourly seasonal employees may have a contract or no contract. School employees such as paraprofessionals, for example, may have a contract but be paid hourly for ‘up to’ a certain number of hours. An hourly contract may list the rate of pay and approximate hours, but hours and wages can fluctuate. • Hourly seasonal employees can provide documentation of current income through paystubs. If the employee is not currently working but intends to return to their seasonal position within the next three months (school employees in summer months, for example), other income documentation can be considered. Examples include documentation from employer, an upcoming contract, or the most recent W-2 (if the staff member was in the position the full prior year). If the employee was in a seasonal position previously but no longer intends to return to that position, prior income does not need to be considered.

Payment for Care Providers

Respite care: Respite care funds are considered a reimbursement rather than income and therefore shall not be considered income for the purpose of determining income eligibility for FAP. Respite care provides short-term care for a family member with a developmental