New Hampshire
‘Armed & Dangerous’ New Hampshire Fugitive Wanted On Rockingham County Probation Violation
CONCORD, NH — The New Hampshire Department of Corrections is attempting to locate and arrest a possibly “armed and dangerous” fugitive with a lengthy criminal history.
Jaquelle Lamar Anderson is 39, Black, about 5 feet, 7 inches tall, and weighs around 190 pounds. He has brown eyes and is bald. According to investigators, Anderson has been known to use the aliases “Q,” “Quelle,” “Quelly,” and “Guttaboi Goldmouth McDurmutt.”
Rockingham County Superior Court issued the warrant for his arrest after Anderson was accused of absconding from probation supervision on March 19 after receiving suspended sentences on multiple theft convictions. After he was accused of selling drugs to fellow probationers, he failed to appear in court, an alert stated.
“Anderson has previous convictions that include multiple willful concealment charges and numerous theft by unauthorized taking charges that amounted to well over $100K in stolen merchandise, as well as drug convictions,” an alert stated.
Anderson was last known to be living in Portsmouth. Investigators said he has a silver BMW SUV with a New Hampshire registration beginning with the numbers 537.
“Probation has reason to believe that Anderson may be armed,” investigators said, which is why an “armed and dangerous” designation was placed on his fugitive status.
According to superior court records, Anderson’s criminal history dates back about 22 years.
In December 2002, in Salem, he was accused of felony willful concealment. A year later, he pleaded guilty to the charge. Six months later, he violated probation and had a hearing in January 2006.
In Nashua, in April 2007, he was accused of resisting arrest or detention and pleaded guilty to the charge in January 2008. In between, in June 2007, he was accused of felony receiving stolen property and pleaded guilty to the charge four months later. In August 2008, he was accused of violating probation. Anderson had a hearing in May 2009. He also had a hearing on a violation of a court order in September 2010.
In December 2020, the Commonwealth of Virginia requested documents from his criminal case on the stolen property charge.
Anderson was charged acts prohibited and willful concealment, both felonies, in December 2017, after an incident in Salem four months before. He pleaded guilty to the charges in May 2022 and received a 12-month suspended sentence with 12 days of jail time credit and a fine of $434. Anderson was accused of violating probation in November 2022 and received a one-and-a-half to three-year suspended sentence, with 123 days time served, in July 2023.
In between that case, in March 2022, he was charged with four felony theft counts out of Nashua. Anderson pleaded guilty to two of the charges in September 2022. He received two two-and-a-half to five-year sentences, both suspended for five years, and $7,419 in fines.
In February and March 2023, Anderson was charged with willful concealment and theft felonies in Manchester, willful concealment and organized retail crime enterprise felony charges in Merrimack, felony theft in Salem (and later, a probation violation), and felony possession of controlled drugs and resisting arrest or detention charges. He pleaded guilty to all but the Manchester concealment charge. Anderson received several suspended sentences and was fined $6,788.86 accumulatively.
Do not try to apprehend him if you see him or know where he is. Instead, contact local police or the Department of Corrections at 603-271-1804.
Streets of Portsmouth after snow storm
The streets of Portsmouth are still in the process of being cleaned up, as seen the afternoon of Tuesday, Jan. 27, 2026, following a huge snow storm.
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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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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