New Hampshire
Ex-teacher at NH youth facility testifies she reported suspicious bruises on at least half a dozen teens
A former teacher at New Hampshire’s youth detention center testified Monday that she reported suspicious bruises on at least half a dozen teenage boys in the 1990s, including the former resident who filed a landmark lawsuit against the state.
Brenda Wouters, who taught social studies at the Sununu Youth Services Center for 35 years, was the final witness called by David Meehan, who is seeking to hold the state accountable for physical, sexual and emotional abuse he says he suffered as a teen. Since he went to police in 2017, 11 former state workers have been arrested, and more than 1,100 former residents of the Manchester facility have filed lawsuits alleging six decades of abuse.
Wouters, who retired in 2022, said during the civil trial that she remembered Meehan growing sullen and withdrawn during his three years at what was then called the Youth Development Center. He had a black eye twice, she said. Another time, she asked him to lift up his shirt after she caught a glimpse of bruising and saw a “rainbow” of bruises along his torso.
TOP OFFICIALS AT NH DETENTION CENTER WOULDN’T TAKE CHILDREN’S WORD OVER STAFF, WITNESS CLAIMS
Other teens showed up to school with marks on their necks and arms, Wouters said. The whites of one boy’s eyes were “beet red,” she said.
“The reddest eyes I’ve ever seen short of watching a Dracula film,” she said.
Wouters also described teens telling her about being forced to fight. Staff pitted stronger kids against more fragile ones.
“Then they would encourage those kids to go ahead and fight with each other almost to the death until whomever was being the loser would then comply with whatever the staff wanted,” she said.
Wouters said when she approached residential staff, they brushed her off. She said she told her boss, and on multiple occasions, called the state Division of Children, Youth and Families, but there was no follow-up that she saw.
The Sununu Youth Services Center, in Manchester, N.H., stands among trees, Jan. 28, 2020. (AP Photo/Charles Krupa, File)
Under questioning from the state’s attorney, however, Wouters acknowledged that she never witnessed abuse, nor did she file any written complaints. Shown progress reports from the 1990s, she also acknowledged that Meehan was only in her class during the spring of 1996, a time when he does not allege abuse. But she said she would’ve still interacted with him after that.
Lawyers for the state will begin presenting their side on Tuesday, the trial’s 15th day. In opening arguments earlier this month, they argued the state is not liable for the actions of “rogue” employees, and in questioning Meehan’s witnesses, suggested he is lying to get money. The state also contends he waited too long to file his lawsuit. The statute of limitations for such lawsuits is three years from the date of injury, though there are exceptions in cases when victims were not aware of its link to the wrongful party.
After the jury was dismissed for the day Monday, Assistant Attorney General Brandon Chase asked the judge to issue a verdict in the state’s favor based on the statute of limitations argument.
Judge Andrew Schulman denied that request, saying the jury will decide. Though he said it might be a “close call” as to when Meehan realized as an adult he might have a claim against the state, he said it was unreasonable to believe he made that connection while at the facility or soon after. Schulman said when he visited the facility with jurors at the start of the trial, he spent some time in Meehan’s former room, looking out the window.
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“It occurred to me while I was there, this is the kid’s eye view,” he said. “You don’t have a very wide view of the world.”
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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