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New Hampshire
‘That could be my family’: Nashua students say protest against aggressive immigration enforcement is personal.
A few hundred Nashua high school students staged a walkout Wednesday to protest the aggressive federal immigration enforcement playing out nationally. Several said living in one of the most diverse cities in the state — or with immigrant parents — has left them fearful for family and friends.
Sixteen-year-old Manuel Lorenzo was the first in his family to be born in the U.S. He lives with his grandmother, who is from the Dominican Republic and speaks only Spanish. Lorenzo fears federal immigration agents won’t care that she is in the country legally.
“It really gets me in my heart because at any moment, that could be my family, the people that I care for,” Lorenzo said.
Nashua’s school superintendent said students who joined the walkout would face consequences because the district had not approved the event.
That didn’t deter senior Kaylee Hall, who said she’s encountered prejudice because her mom is Vietnamese. She shared a story on an Instagram page for the event about an experience at a local fast food restaurant, where a man asked her, “What are you?”
Hall helped organize the rally and a fundraising effort that helped cover expenses. Their “Stand with Nashua Against ICE Harm” GoFundMe page had raised more than half its $1,100 goal by late Wednesday.
“We do not have the power to vote,” Hall said, “but we have the power to speak.”
There are 49 languages spoken in Nashua schools and more than 1,600 students are learning English, according to the district. Senior Keegan Dolan said two things led her to partner with Hall to organize the walkout: news about a possible ICE detention facility in the nearby town of Merrimack, and comments she’s heard from students while interning at a Nashua elementary school.
Most of the school’s students are non-white, she said.
“These tiny, tiny six- and seven-year-olds are scared for their parents, for them,” Dolan said. “And no kids should be scared of that.”
Nashua junior Jordin Lopez, who is Hispanic, put it this way.
“Even if they are legally here, ICE doesn’t care,” she said. “They see you on the street. You look a little Spanish. You have an accent. You’re taken.”
Sixteen-year-old Alexa Couto’s parents are both immigrants. Her father, who is from Brazil, has told her how to react if she is stopped by an immigration agent.
“He just says, ‘Comply. Give your name. Follow instructions. Don’t fight back with them,’ “ Couto said.
Like Lopez, she’s not convinced that would be enough for immigration and border control agents. “The fact is, even if you do comply, they don’t care,” Couto said.
New Hampshire immigration lawyer Ron Abramson, who has fielded calls about immigration enforcement from New Hampshire schools, is not surprised young people are as concerned as adults about the issue right now.
“People’s fear is palpable and justified because there used to be some semblance of guardrails or lines or limits to how far immigration enforcement would go,” Abramson said. “Those seem to have been obliterated in gthis administration. There’s no safe space.”
A few hundred Concord students staged a walkout last week to protest aggressive ICE enforcement.
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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