Justia New Hampshire Supreme Court Opinion Summaries

Articles Posted in Civil Rights
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In this case, Alexandra Gamble (Mother) and Sean Rourke (Father) are divorced and have three children. They had a final parenting plan approved by the 10th Circuit Court-Portsmouth Family Division, which considered Father's residence in Costa Rica and Mother's in New Hampshire. However, Father later decided to reside in New Hampshire. As a result, Father filed a petition to modify the parenting plan, arguing that due to the change in residences, it would be in the children’s best interests to modify the parenting schedule.The Supreme Court of New Hampshire affirmed the decision of the lower court to modify the parenting plan, citing that the lower court exercised its discretion sustainably. The Court held that the trial court correctly interpreted the parenting plan when it ruled that modification was appropriate under RSA 461-A:11, I(g). This statute allows for modification of a parenting plan if changes in the distances between the parents' residences affect the children's best interest.Mother's argument that her due process rights were violated because the trial court considered grounds not raised by Father was rejected. The Supreme Court held that the trial court did not base its decision on these factors. Instead, it found that Father met his burden to modify the parenting plan under RSA 461-A:11, I(g), which was the ground Father had indeed raised.The Supreme Court also rejected Mother's argument that the trial court violated her procedural due process rights by making changes to the parenting plan that were not sought in Father's petition. The Court concluded that the trial court had statutory authority to make these modifications once it found that a statutory predicate circumstance is satisfied, as per RSA 461-A:11, I. View "In re Rourke & Rourke" on Justia Law

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In a case before the Supreme Court of New Hampshire, the plaintiffs, two police officers injured in a shooting, filed a suit against Chester Arms, LLC (the seller of the firearm used in the shooting), and the New Hampshire Department of Safety (DOS) (which conducted the background check for the sale of the firearm). The suit accused Chester Arms of negligent entrustment and DOS of negligent entrustment and negligence per se. The trial court granted summary judgment in favor of both defendants on the basis of immunity under state law. The court of appeals affirmed the lower court's decision.The court of appeals found that the state law barring lawsuits against firearms manufacturers and sellers for damages resulting from the criminal or unlawful use of their products by a third party was constitutional and not preempted by federal law. The court found that the law was designed to safeguard citizens' fundamental right to bear arms by limiting suits against the firearms industry, thereby protecting its solvency and ensuring law-abiding citizens have access to firearms. The court also found that the law did not violate the plaintiffs' constitutional right to equal protection or right to a remedy.Regarding the suit against DOS, the court found that DOS had not been negligent in its background check as the shooter was not disqualified from owning a firearm at the relevant time under federal law. Therefore, the court concluded that any alleged error in the trial court's immunity analysis was harmless as DOS was entitled to judgment as a matter of law. View "Hardy v. Chester Arms, LLC" on Justia Law

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In a dispute between the American Civil Liberties Union of New Hampshire (ACLU) and the New Hampshire Division of State Police (the Division), the Supreme Court of New Hampshire affirmed a lower court's decision permitting the ACLU's request for access to public records about a former state trooper under the Right-to-Know Law. The Division had argued that these records were exempt from disclosure under RSA 105:13-b and their release would constitute an invasion of privacy. The ACLU had requested reports, investigatory files, personnel, and disciplinary records related to adverse employment action against the former trooper.The Supreme Court ruled that the exemption cited by the Division, RSA 105:13-b, which pertains to the confidentiality of police personnel files, does not categorically prohibit disclosure of such records under the Right-to-Know Law. The court's interpretation of RSA 105:13-b is that it operates within the context of a specific criminal trial and does not prohibit disclosure in all instances or further regulate the information. Consequently, the Division's argument that the law establishes a scheme in which police personnel records may not be disclosed outside narrow exceptions was rejected.The court also found no absurdity in the coexistence of different statutory frameworks for seeking information in a police personnel file for different purposes. It ruled that the material disclosed under the Right-to-Know Law and RSA 105:13-b is tailored to the purposes of the respective laws, reflecting the different purposes served by each statutory scheme. View "American Civil Liberties Union of New Hampshire v. New Hampshire Division of State Police" on Justia Law

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Plaintiff Laura Colquhoun filed a complaint against defendant City of Nashua, after the City denied her Right-to-Know Law request for all email communications between two City employees during a specific two-month period. Plaintiff submitted a Right-to-Know Law request seeking access to “all email communications between Ms. Kleiner [the City’s Administrative Services Director] and Mr. Richard Vincent [the City’s Chief of Assessing] for the period of January 1, 2021 to March 1, 2021.” In its answer, the City asserted that a search of the email folders located on the computers of both named individuals was “likely to produce hundreds of pages of email communication between the two of them, the vast majority of them being duplicated at least once.” The City further explained that: (1) Vincent had begun employment with the City on approximately January 1, 2021; (2) Kleiner was his immediate supervisor; and (3) the Assessing Department “was in the midst of several projects which would have caused much communication between the two.” The City asserted that “emails that may be responsive to the request could be found in any of the approximately 29,000 files related to individual parcels assessed by the Department.” The City also argued “as a general matter, that Right-to-Know requests for ‘any and all’ documents are overbroad.” The court ordered the parties “to meet and confer within fourteen days and engage in a good faith effort to narrow and focus requests for the benefit of both the City and the requester.” (Citations and quotations omitted.) The court concluded by ordering the City “to conduct a reasonable search for responsive records in accordance with its burden under the Right-to-Know law.” The sole issue before the New Hampshire Supreme Court in this matter was whether the trial court erred by denying plaintiff’s request for attorney’s fees relating to her request. Because the Supreme Court was satisfied the record demonstrated that the City knew or should have known that its blanket denial violated the Right-to-Know Law, the Court concluded the trial court erred when it denied the plaintiff’s request for attorney’s fees and costs. View "Colquhoun v. City of Nashua" on Justia Law

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Plaintiff Scott Paine appealed a superior court decision granting judgment on the pleadings for his employment discrimination claim against defendant, Ride-Away, Inc. Plaintiff suffered from Post-Traumatic Stress Disorder (PTSD) for many years, which substantially limited a major life activity. He was employed by defendant at its facility in Londonderry, New Hampshire as an automotive detailer in May 2018. In July 2018, his physician prescribed cannabis to help treat his PTSD, and plaintiff enrolled in New Hampshire’s therapeutic cannabis program. Plaintiff submitted a written request to defendant for an exception from its drug testing policy as a reasonable accommodation for his disability. Plaintiff explained that he was not requesting permission to use cannabis during work hours or to possess cannabis on defendant’s premises. Plaintiff was informed that he could no longer work for the company if he used cannabis. After plaintiff notified defendant that he was going to treat his PTSD with cannabis, his employment was terminated in September 2018. Plaintiff sued for employment discrimination, based on defendant’s failure to make reasonable accommodation for his disability. Defendant moved for judgment on the pleadings, asserting that, because marijuana use was both illegal and criminalized under federal law, the requested accommodation was facially unreasonable. After a hearing, the trial court granted defendant’s motion. The sole question before the New Hampshire Supreme Court was whether the court erred in ruling that the use of therapeutic cannabis prescribed in accordance with New Hampshire law could not, as a matter of law, be a reasonable accommodation for an employee’s disability under RSA chapter 354-A. The Supreme Court held the trial court erred in determining that the use of therapeutic cannabis prescribed in accordance with RSA chapter 126-X could not, as a matter of law, be a reasonable accommodation for an employee’s disability under RSA chapter 354-A. "[P]laintiff’s disability is PTSD, not the illegal use of or addiction to a controlled substance." Judgment was reversed and the matter remanded for further proceedings. View "Paine v. Ride-Away, Inc." on Justia Law

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Plaintiff Patricia Crowe appealed a Superior Court order granting summary judgment to defendant Appalachian Stitching Company, LLC (Appalachian), on Crowe’s claim that Appalachian violated the Americans with Disabilities Act (ADA) and RSA chapter 354-A by refusing to accommodate her sciatica. Crowe worked at Appalachian as an assembler, which required her to have the ability to bend, lift and turn freely. After a trip to the emergency room, Crowe returned to work and informed her supervisor she had been diagnosed with sciatica. Crowe requested the ability to sit until her pain subsided and she could resume standing. Appalachian requested a doctor’s note explaining her condition; she obliged with the emergency room discharge instructions that stated, “NO LIFTING, BENDING OR STOOPING FOR 1 WEEK.” After reviewing the discharge instructions, Appalachian sent Crowe home until she was released to work by her doctor. On June 1, 2017, after Crowe missed work for eight days without providing an update on her condition, Appalachian determined that she had voluntarily quit. The trial court granted summary judgment to Appalachian on the ground that Crowe had not established she was a “qualified individual” under the ADA or RSA chapter 354-A. On appeal, Crowe argued that she could have performed the essential functions of her job if Appalachian had not sent her home and, instead, continued to allow her to sit as requested. The New Hampshire Supreme Court found that an employer, did not need to provide futile or ineffective accommodations. "Once Crowe was on leave, Appalachian was entitled to rely on the doctor’s evaluation that Crowe was unable to return to work. ... although a request for leave can, in some circumstances, trigger an employer’s obligation to make reasonable accommodations under the ADA, Crowe’s doctor’s inquiry about the availability of FMLA was not such a request." Accordingly, the Supreme Court concluded the trial court correctly determined that Appalachian was entitled to summary judgment on Crowe’s ADA and RSA chapter 354-A claims. View "Crowe v. Appalachian Stitching Company, LLC" on Justia Law

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Plaintiff Clifford Avery appealed a superior court order that dismissed his complaint for breach of contract against the Commissioner of the New Hampshire Department of Corrections (DOC or department). Avery argue the trial court erred in concluding that his suit was barred by sovereign immunity and, alternatively, that he lacked standing. Avery was an inmate at the New Hampshire State Prison for Men (NHSP) who sued the DOC as part of a federal, class-action, 42 U.S.C. 1983 lawsuit, and the federal district court found that conditions at the NHSP subjected inmates to cruel and unusual punishment in violation of the Eighth Amendment to the United States Constitution. The lawsuit resulted in a consent decree requiring the DOC to provide certain services to inmates confined at the NHSP, regularly inspect prison conditions, and ensure that NHSP practices, including those related to food service, medical care, mental health care, sanitation, and maintenance, comported with specified standards. The consent decree was modified to resolve issues raised by Avery and the class of original plaintiffs in motions for contempt that alleged the DOC was violating the terms of the original decree. In his complaint here, Avery made numerous allegations that conditions at the NHSP violated the terms of the settlement agreement. After the case was submitted, the New Hampshire Supreme Court directed the parties to provide supplemental briefing on the issue of sovereign immunity and sought amicus briefing. The Supreme Court determined RSA 491:8 (as amended July 2020) waived the State's sovereign immunity for Avery's suit for breach of the settlement agreement. Furthermore, Avery had standing to pursue his action. The trial court therefore erred in dismissing Avery's complaint on these grounds; the matter was reversed and remanded for further proceedings. View "Avery v. Commissioner, New Hampshire Department of Corrections" on Justia Law

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Plaintiff Amy Burnap appealed a superior court order granting summary judgment to the Somersworth School District (District) on her claim of employment discrimination based upon her sexual orientation. The District hired the plaintiff as the Dean of Students at Somersworth High School for a one-year period beginning in July 2015. It was undisputed plaintiff “is a member of a protected class of Lesbian, Gay, Bisexual, and Transgender individuals.” In January 2016, several instances of purported misconduct involving plaintiff came to light, setting in motion a sequence of events that culminated in her termination. She argued to the New Hampshire Supreme Court that the trial court erred because there were disputed material facts that could allow a jury to determine that the District’s stated reason for firing her, sexual harassment, was a pretext for unlawful sexual orientation discrimination because: (1) her colleagues’ alleged discriminatory animus infected the District’s decision to fire her; and (2) a preliminary investigation conducted prior to the District’s decision was a “sham.” The Supreme Court affirmed because there were insufficient facts in the record from which a jury could find, under either argument, that the District fired the plaintiff because of her sexual orientation and used sexual harassment as a pretext. View "Burnap v. Somersworth School District" on Justia Law

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Defendants were all arrested and convicted of violating a Laconia Ordinance prohibiting nudity in public places. They jointly moved to dismiss the charges against them, arguing the ordinance violated the guarantee of equal protection and their right to free speech under the State and Federal Constitutions. They further contended that the City of Laconia lacked the authority to enact the ordinance and that the ordinance was preempted by RSA 645:1 (2016). Finally, defendants maintained that the ordinance violated RSA chapter 354-A. Following a hearing, the court denied the defendants’ motion, and subsequently found them guilty of violating the ordinance. The New Hampshire Supreme Court agreed with the trial court that the ordinance merely prohibited those who access public places from doing so in the nude, and made a permissible distinction between the areas of the body that must be covered by each gender. Accordingly, their convictions were affirmed. View "New Hampshire v. Lilley" on Justia Law

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Petitioner Kyle Guillemette challenged a determination by the Administrative Appeals Unit (AAU) of the New Hampshire Department of Health and Human Services (DHHS) that the notice requirements set forth in RSA 171-A:8, III (2014) and New Hampshire Administrative Rules, He-M 310.07 did not apply when Monadnock Worksource notified Monadnock Developmental Services of its intent to discontinue providing services to petitioner because that act did not constitute a “termination” of services within the meaning of the applicable rules. Petitioner received developmental disability services funded by the developmental disability Medicaid waiver program. MDS was the “area agency,” which coordinated and developed petitioner’s individual service plan. Worksource provides services to disabled individuals pursuant to a “Master Agreement” with MDS. Worksource began providing day services to the petitioner in August 2012. On March 31, 2017, Worksource notified MDS, in writing, that Worksource was terminating services to petitioner “as of midnight on April 30.” The letter to MDS stated that “[t]he Board of Directors and administration of . . . Worksource feel this action is in the best interest of [the petitioner] and of [Worksource].” Petitioner’s mother, who served as his guardian, was informed by MDS of Worksource’s decision on April 3. The mother asked for reconsideration, but the Board declined, writing that because the mother “repeatedly and recently expressed such deep dissatisfaction with our services to your son, the Board and I feel that you and [petitioner] would be better served by another agency . . . .” Thereafter, petitioner filed a complaint with the Office of Client and Legal Services alleging that his services had been terminated improperly and requesting that they remain in place pending the outcome of the investigation of his complaint. Because the New Hampshire Supreme Court concluded that the AAU’s ruling was not erroneous, it affirmed. View "Petition of Kyle Guillemette" on Justia Law