New Hampshire

New Felony Counts Issued Against Concord Man Facing Lewdness Charges

Published

2 years ago

June 12, 2024

New Felony Counts Issued Against Concord Man Facing Lewdness Charges

CONCORD, NH — A man from Concord, already facing lewdness charges from incidents last year, was in court last week on new charges after police accused him of possessing an illegal child sexual abuse image video, recording under the dress of a woman, and having videos from a bathroom of his home.

A Concord Police Department detective applied for a search warrant of two cellphones belonging to Jackson Roger Eastman, 20, of Eastern Avenue in Concord, on Feb. 2, which were logged in as evidence after he was arrested on charges in 2023. The detective suspected there might be child sexual abuse images or videos on the devices, according to an affidavit. Eastman has previously been arrested on indecent exposure and lewdness, gross lewdness, stalking, and disorderly conduct charges.

In late March, the detective reviewed one of the phones, a black Samsung cellphone, and found a 483-minute-long video file connected to a home security app. The detective wrote the video appeared to be of a toilet in a bathroom they recognized as from Jackson’s apartment, a report stated, due to a prior search warrant at the home. The detective analyzed and described some of the information in the video footage — including an email account associated with the device, which started with the words “bad things,” the report stated.

The report stated the second cellphone was analyzed and contained a recording of a Facebook Messenger chat with another user featuring a young girl and a dog. The video appeared to have been screen-recorded in late September 2023.

A second video, also from late September 2023, was taken at the Spirit Halloween store in Concord.

Eastman appeared to have placed the phone on the floor and recorded a woman in a dress waiting on customers at a register, an affidavit said. The woman was wearing shorts underneath the dress. The video ends moments after the woman dropped a coin on the floor, picked it up, noticed the phone, and called out to someone saying, “You left your phone on the ground to I picked it up and placed it there,” the report stated.

“Jackson proceeds to pick up the phone,” the detective wrote, “(and) the video then ends.”

The detective also said the videos were taken by a Quick Video Recorder app from Google Play.

On April 1, data from the home security system, requested after a search warrant was granted, found that the two cellphones were linked to the “bad things” email address.

The detective spoke to a manager with Spirit, who identified the woman in the video. The detective then interviewed the woman in the video who stated she never permitted Eastman to record her, the affidavit stated.

A request was made to Google to confirm ownership of the email address and found it was connected to Eastman, the report stated.

On April 15, the detective also spoke to a resident at Eastman’s home who stated they did not know someone was recording in their bathroom and did not permit anyone to record anyone, the affidavit said.

A warrant was issued on May 3 for Eastman’s arrest. He was picked up five days later.

After being arrested, the case was boundover from Concord District Court to Merrimack County Superior Court. A status conference hearing was held on June 6 and a dispositional conference is booked for July 31.

According to superior court records, Eastman’s active gross lewdness in the presence of a child under 16 — which also occurred at Spirit Halloween and two indecent exposure and lewdness charges from December 2023 will also be updated in July. He was indicted on the exposure charges earlier this year. Eastman was also arrested on stalking, disorderly conduct, and three incident exposure or gross lewdness charges in December 2023, after an incident at Target.

Do you have a news tip? Please email it to tony.schinella@patch.com. View videos on Tony Schinella’s YouTube.com channel or Rumble.com channel. Follow the NH politics Twitter account @NHPatchPolitics for all our campaign coverage.

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New Hampshire

Up to 4 inches of snow expected in NH tonight. See latest forecast

Published

3 hours ago

March 3, 2026

Press Room

Up to 4 inches of snow expected in NH tonight. See latest forecast

It may be March, but winter in New Hampshire is far from over. Just one week after a blizzard tore through the state with heavy snow and high winds, the state is getting another round of snowfall.

The state will get three to five inches during the evening and night of Tuesday, March 3, says the National Weather Service (NWS) of Gray, Maine. While the accumulation will not be significant, the snowfall may cause dangerous road conditions and a layer of ice on the ground in certain parts of the state.

Here’s what to know before tonight’s snow in New Hampshire, including snow totals and timing.

When will it snow in NH tonight?

According to the NWS, it will start snowing in New Hampshire during mid-afternoon or early evening and continue through the night. Specifically, snow will arrive to the southern part of the state around 2-3 p.m., spreading northwards through the rest of New Hampshire by 5 p.m.

Rain or freezing rain will mix in later this evening across southern New Hampshire, creating a wintry mix. All precipitation should move out of the state by midnight.

Due to the timing of today’s snowfall, the Tuesday evening commute will be affected, with the NWS warning to slow down and exercise caution while driving.

How much snow will NH get tonight?

New Hampshire will get one to four inches of snow tonight, with one to two inches in northern New Hampshire, two to three inches in southern New Hampshire and three to four inches in the center of the state, with the possibility for five inches in localized areas.

In the Seacoast specifically, Portsmouth, Rye, Hampton and York are expected to get between two to three inches of snow, while Dover, Exeter and Rochester may get up to four.

The wintry mix may also cause a light glaze of ice across southern New Hampshire.

NH weather watches and warnings

The NWS has issued a winter weather advisory for the state of New Hampshire, in effect from 1 p.m. on Tuesday, March 3 through 4 a.m. on Wednesday, March 4.

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New Hampshire

Bedford man barred from conducting any securities business in New Hampshire

Published

15 hours ago

March 3, 2026

Press Room

Bedford man barred from conducting any securities business in New Hampshire

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New Hampshire

New Hampshire employment law in 2026 – NH Business Review

Published

1 day ago

March 2, 2026

Press Room

New Hampshire employment law in 2026 – NH Business Review

What employers are getting wrong, and how to fix it before it becomes a claim

New Hampshire’s employment law landscape heading into 2026 may not be dramatically different from last year, but the real risks lie in implementation missteps. From the initial setting of wages, to calculating and distributing wages, employers will likely find a specific statute and/or labor regulation governing the transaction. Failure to follow these detailed wage and hour laws can result in significant back wages and other penalties being imposed by the state or federal Department of Labor following an audit. Fortunately, however, this area of employment law is relatively easy to master, once you are familiar with the basics.

Notice compliance

One of the most common pitfalls for employers in New Hampshire is misunderstanding the wage and hour notice requirements under RSA 275 and the related New Hampshire Department of Labor Administrative Rules.

At the time of hire, employers must notify employees in writing of their rate of pay and the day and place of payment. This notice is traditionally delivered to employees by way of an offer letter or some sort of “New Hire Rate of Pay” form. (A sample form is available from the New Hampshire Department of Labor website.) What surprises most employers, however, is that Lab. 803.03(f)(6) also requires employers to request and obtain their employees’ signatures on this written notification of wages, and employers must keep a copy of the signed written notification of wages on file. Further, employers must notify employees in writing during the course of employment of any changes to wages or day of pay prior to such changes taking effect, and the employer must obtain the employee’s signature on this subsequent notification as well. (See RSA 275:49; Lab. 803.03.)

Employers are further required to notify employees in writing, or through a posted notice maintained in a place accessible to employees, of:

• employment practices and policies with regard to vacation pay, sick leave and other fringe benefits.

• deductions made from the employee’s payroll check, for each period such deductions are made.

• information regarding the deductions allowed from wage payments under state law. (RSA 275:49; Lab. 803.03.)

Policies regarding vacation and sick leave should inform employees whether or not the employer will “cash out” unused time at year end or at the end of employment, and if so, under what terms. Again, if any changes are made to vacation pay, sick leave and other fringe benefits during the course of employment (all of which are considered “wages” under New Hampshire law), employers must request and obtain their employees’ signatures on the written notification of the change, and must keep a copy of the signed form on file. (Lab. 803.03.) Importantly, notification by way of pay stub alone is not sufficient, and, these requirements apply to both increases and decreases in pay.

Two-hour minimum (reporting pay)

Another frequently overlooked obligation is New Hampshire’s two-hour minimum reporting pay requirement. Under RSA 275:43-a, non-exempt employees who report to work but are sent home early must generally be paid for at least two hours. Weather-related closures, client cancellations or operational slowdown days can trigger this rule. Employers should also note that the New Hampshire Department of Labor currently applies this law to remote-based employees. Consequently, employees who “report to work” at an employer’s request from a home office may likewise have a right to two hours of pay, depending on the circumstances.

Salaried vs. hourly employees

Misclassification of employees as exempt from overtime remains a significant source of compliance exposure. The position’s job duties — not the titles or label such as “salaried” — determine whether an employee qualifies for an overtime exemption.

Employers, particularly in nonprofits, health care and small businesses, unintentionally misapply exempt classifications to roles such as administrative staff, office managers, executive assistants, program coordinators or hybrid jobs that involve significant non-exempt tasks. Over time, as organizational needs evolve and employees take on broader responsibilities, job duties can drift outside of an exemption’s scope.

Best practice is to periodically review job descriptions and actual job duties to ensure continued compliance with exemption criteria, particularly following any significant restructuring or job redesigns.

Peg O’Brien is chair of McLane Middleton’s Employment Law Practice Group. She can be reached at margaret.o’brien@mclane.com.

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