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New Hampshire
Collaboration over division: Addressing New Hampshire’s misguided criticism of Lowell
As Mayor of Lowell, Massachusetts, I find it deeply disappointing that Governor Kelly Ayotte of New Hampshire chose to single out Lowell and Lawrence in her recent tweet about drug trafficking. Rather than fostering the collaboration and shared responsibility necessary to address regional challenges, the governor has instead opted to unfairly target our communities while turning a blind eye to her state’s own issues. Let’s be clear: drug trafficking is a national and regional problem, not one confined to specific cities or states, and no community is immune. New Hampshire, it’s time to look in the mirror.
Lowell is a city that has long been a beacon of innovation, resilience, and progress. We are home to world-class universities like UMass Lowell, a thriving arts and cultural scene, cutting-edge technology companies, and a diverse and hardworking community. Our schools are preparing the next generation of leaders, and our local businesses are driving economic growth. From our revitalized downtown to our nationally recognized parks and waterways, Lowell has been steadily building a bright future for all its residents. To suggest that our city is defined by the actions of a few bad actors is both ignorant and disrespectful.
Furthermore, let me take a moment to recognize the incredible progress and vitality of our neighbors in Lawrence. The City of Lawrence is rich in culture, history, and community spirit. Its residents have demonstrated remarkable strength and innovation, contributing meaningfully to the Merrimack Valley and beyond. The truth is, both Lowell and Lawrence are communities full of promise, and they deserve to be uplifted, not disparaged.
What’s even more troubling about Governor Ayotte’s remarks is the glaring omission of accountability for New Hampshire’s own challenges. It is no secret that Manchester has become a hub for drug activity, drawing individuals from Vermont, northern New Hampshire, and even parts of Maine. Pointing fingers at other cities without acknowledging the trafficking issues in your own backyard is not only hypocritical but counterproductive.
Rather than casting blame, we should be working together across state lines to combat the opioid crisis and support those who need help. Regional collaboration, shared resources, and compassionate policies are the only ways we can truly address this crisis. Scapegoating neighboring cities like Lowell and Lawrence does nothing to move us forward.
Lowell’s success is built on community, collaboration, and a commitment to progress. We will not allow one misguided comment to tarnish our reputation or detract from the incredible work being done here. I invite Governor Ayotte to visit Lowell and see firsthand the innovation, diversity, and vibrancy of our city. Perhaps then she will understand that we are not a problem to be feared but a partner to be embraced.
In the meantime, I encourage New Hampshire to focus on its own challenges and work with its neighbors to find real solutions. Divisive rhetoric will not solve the opioid crisis—only unity and collaboration will.
This editorial is in response to the following tweet from Governor Kelly Ayotte: “It’s time for drug dealers from Lowell and Lawrence to be afraid of trafficking their poison into our state. New Hampshire law enforcement will find you, stop you, and lock you up.”
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.
Local News
“Our family wants to know what happened, who did this and why,” said the family of the victim.
A new photo has been released of the victim in a nearly 30-year-long unsolved murder case, in the hope of finding any new potential witnesses in the cold case, New Hampshire officials said.
“Our family wants to know what happened, who did this and why,” the family of Rosalie Miller said in a press release. “We miss her and want to give her peace.”
Miller was last seen on December 8, 1996 at her apartment in Manchester. At the time of her disappearance, Miller had plans on meeting friends in the Auburn, New Hampshire area, officials said.
Her body was found on January 20, 1997 in a partially wooded spot on a residential lot along the Londonderry Turnpike in Auburn, officials said in the release.
The autopsy report declared Miller’s death a homicide by asphyxiation due to ligature strangulation, N.H. officials wrote.
As part of a new effort to garner public help with the case, an “uncirculated” photo of Miller, 36, is being distributed “in hopes it may jog the memory of someone who saw or spoke with her in the winter of 1996,” Attorney General John M. Formella and New Hampshire State Police Colonel Mark B. Hall announced on behalf of the New Hampshire Cold Case Unit in a joint press release.
Investigators are especially hoping to talk to anyone who was in contact with Miller in December of 1996 or anyone “who may have seen her in the vicinity of the Londonderry Turnpike in Auburn during that time,” officials said in the release.
“We are releasing this new photograph today because we believe someone out there has information, perhaps a detail they thought was insignificant at the time, that could be the key to solving this case and bringing justice for Rosalie and those who loved her,” Senior Assistant Attorney General R. Christopher Knowles, New Hampshire Cold Case Unit Chief said in the release.
The New Hampshire Cold Case Unit encourages anyone with any amount of information to contact the group at [email protected] or (603) 271-2663.
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