New Hampshire Town and City, September/October 2024

Photo by Jacqueline Krawiecki; View from ‘Table Rock’ at sunset, Dixville Notch

Beyond investing

The New Hampshire Public Deposit Investment Pool (NH PDIP) has provided public entities with investment options since 1993. NH PDIP focuses on safety, liquidity, and a competitive yield in order to meet the distinct needs of cities, towns, school districts, and other political subdivisions.

This information is for institutional investor use only, not for further distribution to retail investors, and does not represent an offer to sell or a solicitation of an offer to buy or sell any fund or other security. Investors should consider the Pool’s investment objectives, risks, charges and expenses before investing in the Pool. This and other information about the Pool is available in the Pool’s current Information Statement, which should be read carefully before investing. A copy of the Pool’s Information Statement may be obtained by calling 1-844-464-7347 or is available on the NHPDIP website at www.nhpdip.com. While the Pool seeks to maintain a stable net asset value of $1.00 per share, it is possible to lose money investing in the Pool. An

in the Pool is not

or

or any

BOARD OF DIRECTORS

Candace Bouchard - Vice Chair Supervisor of the Checklist, Concord

Laura BuonoImmediate Past Chair Town Administrator, Hillsborough

David Caron Town Administrator, Derry Shelagh Connelly Conservation Commission, Holderness

Phil D’Avanza Planning Board, Goffstown

Stephen Fournier Town Manager, Newmarket

Elizabeth Fox - Chair

Asst. City Manager, HR Director, Keene

David Stack Town Manager, Bow

Neil Irvine Town Administrator, Northwood

Patrick Long Alderman, Manchester

Cheryl Lindner - Treasurer Finance Director, Bow

Conner MacIver Town Administrator, Barrington

Judie Milner City Manager, Franklin

Jim MaggioreImmediate Past Vice Chair Select Board Member, North Hampton

Dale Girard Mayor, Claremont

Michael Malaguti Town Administrator, Londonderry

Jim Michaud Chief Assessor, Hudson

Dennis Shanahan Deputy Mayor, Dover

Holly Larsen Finance Director/Tax Collector, Berlin

Joanne Haight Select Board Chair, Sandwich

Donna Mombourquette Energy Commission, New Boston

Jeanie Forrester - Secretary Select Board Member, Meredith

Joseph R. Devine Assistant Town Manager, Salem

Shaun Mulholland City Manager, Lebanon

Bonnie Ham Planning Board Chair, Woodstock

A Message from the

NHMA Executive Director

Margaret M.L. Byrnes

NHMA’s strategic plan is on the move! Over the past couple months, I’ve had the pleasure of hitting the road to visit members in person to discuss NHMA, the upcoming strategic plan, and to hear about the issues, concerns, and successes happening in our communities. In the past several months, I’ve visited Pembroke, Merrimack, Windham, Greenland, Deerfield, Rindge, Lyndeborough, Antrim, and Fremont with another stop planned soon in Hollis. If you or your select board is interested in NHMA “stopping by,” please contact us at info@nhmunicipal.org. Traveling around the state is not only a great reminder of why I (a Connecticut native!) love New Hampshire; it is also a reminder of how fortunate I am to have a hand in supporting the work of local government.

While my plan is to visit all our members, with all 234 as members, it might take me a little time! You can view NHMA’s strategic plan on our website, and send comments or questions before October 18, if you wish, to info@nhmunicipal.org.

Otherwise, summer at NHMA is all about preparation: budgeting for the upcoming year; reviewing and updating of publications; planning for big fall events like the Budget & Finance Workshop (September), Annual Conference (October), and the Land Use Law Conference (November); and putting together the annually highly anticipated Important Dates calendars. Our staff is also working on creating the Final Legislative Bulletin and preparing training and guidance on changes in the law from the 2024 session; but, as of this writing, there are still bills awaiting action by the governor, including HB 1400, which would mandate new parking rules (and conflicting parking rules at that) for municipalities. And since fall is such a busy time, staff at NHMA also try to get a little R&R.

Speaking of R&R, this issue of Town & City is dedicated to health and wellness, with excellent content brought to you by our partners and sponsors, HealthTrust. We hope you enjoy—and that we will see you on October 30 and 31 at NHMA’s Annual Conference! (Find more information on our website and on page 23 in this issue!)

Warmest regards,

Cordell A. Johnston Attorney at Law

Representing towns and cities

P.O. Box 252

Henniker, NH 03242

603-748-4019

cordell@cajohnston.com

Margaret M.L. Byrnes, NHMA Executive Director

HAPPENINGS

USDA announces $10.6 million in funding for rural NH communities, businesses

The U.S. Department of Agriculture (USDA) announced $10.6 million in funding for rural communities, farmers, and small businesses in New Hampshire. This funding, through various USDA programs, is expected to create over 130 new jobs, power approximately 70 homes, and provide safer public facilities for over 25,000 people.

Key allocations include:

•Newport: $7.29 million for a wastewater treatment facility and a new community center.

•Claremont: $50,000 for local entrepreneur support, creating 15 jobs, and $100,000 for a fire safety system in the historic Claremont Opera House.

•Canaan Hardware and Supply: Installation of a solar array for annual savings of $9,800.

•The Amazing Flower Farm in New Ipswich: Savings of over $2,400 from a small solar array.

•Flag Hill Distillery in Lee: Installation of 110 solar panels to offset 60% of annual energy usage.

The USDA emphasized its commitment to diverse rural projects, aiming to help as many people as possible through its programs.

Paul Feely pfeely@unionleader.com

The NHMA team had an incredible time at the National League of Cities conference in Austin, Texas! We engaged with city leaders, participated in insightful sessions, and showcased our latest initiatives to support and empower municipalities nationwide. From networking with industry peers to exploring innovative solutions for urban challenges, the conference was a valuable experience.

A highlight of the conference was a session led by Natch Greyes from the New Hampshire Municipal Association and Michael Martin from the Texas Municipal League. They shared key strategies for addressing housing challenges, including how to leverage advocacy groups for local option legislation, the impact of the new housing committee, and strategies for influencing policy amid competing interests. This discussion was an essential part of our experience, providing valuable insights into shaping effective housing legislation.

NHMA at the National League of Cities Conference - Austin, Texas

Stephen Buckley Presents Workshop on Local Government Basics

Legal Services Counsel Stephen Buckley presented a workshop for the NHGFOA on the basics of local government in New Hampshire covering the following topics: Governance & Select Board Authority/ Other Official Relations, Right-to-Know Law: Meetings/Nonpublic Sessions, Effective Meetings/Freedom of Speech/Civility, Governmental Records, Retention of Records, and Remedies under the Rightto-Know Law.

Dover showcases innovative housing solutions at June Mayors' Roundtable Event

On June 25, 2024, the City of Dover hosted an in-person mayors' roundtable event to share its experience and creative solutions in planning and developing affordable and sustainable housing. Ten of the state’s thirteen mayors attended and participated in the educational and interactive event.

The event began with presentations from Dover's planning and business development staff, who highlighted the city's achievements and challenges in supporting diverse and inclusive housing. Donna Benton, the director of planning and community development, explained how the city adopted a housing master plan, updated its zoning ordinance, and streamlined its permitting process to facilitate housing development. Ryan Pope, the housing navigator, described how the city partnered with landlords, tenants, and service providers to prevent and reduce homelessness. Christopher Parker, the deputy city manager, discussed how the city leveraged federal and state funds, tax credits, and private investments to finance housing projects.

The event also featured a presentation from Dan Bernard, the executive vice president and operations director of Madco3D Concrete Printing, a company that specializes in new housing construction methods using 3D printing technology. Bernard demonstrated how 3D printing can reduce the cost, time, and environmental impact of building houses, and showcased some of the projects that his company completed.

The mayors and city staff then hit the road! They toured two housing developments in Dover that exemplify the city's innovative approach to housing, including the Cottages of Back River Road, a community of small, energy-efficient homes (“tiny homes”) for low- and moderate-income households. The final stop was the Dover waterfront, where the city is planning to transform a former industrial site into a vibrant neighborhood with a variety of housing options, public amenities, and green spaces.

Mayor Bob Carrier of Dover praised the mayors for taking the time to gather for this event and the Dover city staff for making it possible stating, "It was great to get input from mayors and city staff from around the state, and we look forward to continuing to work together to get things done in local government."

Avitar’s Assessing & Mapping Ser vices

• Revaluations

• Current Use Taxes

• Computerized MS-1

• Value Updates

• Tax Map Updates

• Defense of Values

• Exemptions

• Annual Pickups

• Timber Taxes

• Data Verifications

Avitar’s Software Applications

• Assessing

• Building Permit

• Utility Billing

• Internet Data Hosting

• Online Tax Kiosk

• Tax Collect

• Clerk/Dog Licensing

• Motor Vehicle

• MAAP Certification

• MV Price Quotes

Upcoming Events

For more information or to register for an event, visit our online Calendar of Events at www.nhmunicipal.org. If you have any questions, please contact us at registrations@nhmunicipal.org.

SEPTEMBER

Labor Day (NHMA offices closed)

Monday, September 2

Academy for Good Governance

5:00 pm – 7:00 pm

Wednesdays, September 4 – October 16

Online via Zoom

Budget & Finance Workshop (Littleton)

9:00 am – 4:30 pm

Thursday, September 19

Budget & Finance Workshop (Derryfield)

9:00 am – 4:30 pm

Monday, September 23 (RESCHEDULED)

Legislative Policy Conference

9:00 am – 1:00 pm

Friday, September 27

25 Triangle Park Drive, Concord

OCTOBER

Columbus Day (NHMA offices closed)

Monday, October 14

NHMA Board of Directors Meeting

9:30 am – 12:00 pm Friday, October 18

2024 Annual Conference and Exhibition

All day Wednesday, October 30 Thursday, October 31

Please visit NHMA's website @ www.nhmunicipal.org frequently for the most up-to-date event and training information. Thank you.

8 Valuable Ways to Educate Your Employees about Benefits

By Andrew Struth

Are your employees getting the most from their coveage plan? Providing a comprehensive benefits pack age is one of the most important things you can do as an employer, but you want to be sure to educate your employees so they understand their benefits and the resources available to help them stay healthy.

To take full advantage of their benefits, employees need to understand the coverage, programs and services available to them and how to access them. Employees who are well-educated about their benefits tend to make informed healthcare decisions, utilize preventive services, join wellness initiatives and take steps to prevent serious, costly health issues in the future.

8 Effective Ways to Keep Your Employees in the Know

As you communicate to your employees, avoid using a single, one-size-fits-all approach, but identify a variety of methods that work for you as the employer and for your employees and retirees. Below are some tips you can implement to educate employees about their benefits, wellness programs and other resources available. As a reminder for HealthTrust Member Groups, you can also find posters, flyers, forward-ready emails and other materials in the Secure Member Portal (SMP) to share with and educate your employees.

1. Post notices and flyers about their benefits and wellness programs available in community areas such as breakrooms, and remind them to check out online resources. For HealthTrust Member Groups, encourage your covered employees and retirees to create an account on HealthTrust’s Secure Enrollee Portal (SEP) so they can access coverage documents, digital ID cards, program information, single sign-on buttons to vendor partner sites including Anthem, CVS Caremark®, Delta Dental, Included Health, SmartShopper, and many other resources.

2. Use your intranet and internal newsletters, if available, to share benefit and wellness program information and reminders.

3. Send emails (work or personal) beginning at least one month before and throughout the open enrollment period. You could also send monthly emails with benefit and program reminders or news.

4. Provide electronic and printed material with detailed information about their benefits, wellness programs, resources available and important deadlines. Consider providing informational payroll stuffers with your employee’s paychecks or attaching flyers to electronic payroll notices.

5. Hold in-person and/or virtual Benefit Education sessions not only at open enrollment but throughout the year. In addition to offering sessions at different times that work for your employees, offer an evening session and invite spouses to attend, too.

6. Host health fairs and invite all of your vendors. Leverage “Health Awareness” observances (such as Breast Cancer Awareness month in October or Men’s Health Awareness month in June) to highlight a specific topic and let employees know that their benefits include resources to help and support them.

7. Designate a group benefits champion to educate employees on plans, provide resources and answer questions. Consider having someone on your staff be a wellness coordinator and ask them to help you find ways to engage your employees and retirees in their benefits and wellness programs. Among HealthTrust Member Groups, those with a Wellness Coordinator on staff have consistently higher participation rates in wellness programs than Groups that don’t have a wellness coordinator on staff.

8. Survey your employees and retirees to find out what they are most interested in learning about.

Don’t Forget to Have Fun!

Although you may use one or more of the tips above, it is vital to keep the information flowing throughout the year. A fun way to do this is to pose a monthly trivia question to your staff related to the benefits and wellness programs

The HealthTrust Wellness Team table at the Town of Londonderry’s “Beach Day” themed Health Fair

you offer and award a prize to the person who submits the correct answer. Highlighting different features of your benefits or wellness programs each month will keep your employees engaged and informed!

Remember, offering comprehensive benefits and wellness programs, and educating your staff so they can fully use them are important steps to creating a healthy, productive workplace. But it’s equally important to let your employees know their health and wellness is as important to you as it is to them!

Andrew Struth is a Benefits Advisor at HealthTrust.

Reminder for HealthTrust Member Groups!

HealthTrust offers a variety of benefit resources to help you educate your covered employees and retirees, including:

• Benefit Education Presentations – These presentations are customized for each Member Group. They include an overview of the tools, programs and services available to your employees and retirees.

• Benefit Comparisons Charts – These charts contain detailed plan information with links to additional plan resources.

• Electronic Benefit Packets - For open enrollment (employees and retirees) or new hires, these fully customized electronic benefit packets contain links to all of the documents and fillable forms employees need to learn about and enroll in their benefits.

In addition, HealthTrust Benefits and Wellness Advisors are available to provide benefit education sessions virtually or in person, as well as to participate in Member-sponsored health fairs. These events allow your employees and retirees to ask questions and stay informed about their benefits and wellness programs throughout the year. We are here for you!

Providing Benefits to Your Employees: Innovate Today, Be Ready for Tomorrow!

By Laura McCarthy

Do you know what matters most to your employees? A recent Gallup poll of almost 14,000 employees asked what was most important to them when deciding whether to accept a new job offered by a new employer. Number one? An increase in pay or benefits (said by 64%). Number two? Greater work-life balance and better personal well-being (said by 61%).

By providing a robust benefits package that helps your employees achieve personal well-being, you are delivering the top features employees want from their job. As municipal employers, you need to strike a balance between providing comprehensive coverage while containing costs. Striking that balance means not only keeping up on the changing needs of your employees and retirees, but also the latest tools and resources available to help meet their needs within strict municipal budgets. Make sure your benefits package meets their needs today and tomorrow by looking for the following five key features.

5 Key Features to Look for In Your Benefits Package

1. Innovative Plan Design

The most innovative plans today provide the important benefits employees and their families need while also giving covered individuals options for choosing care. For active employees, plan designs such as site-of-service plans can encourage medical consumerism and use of preferred providers. Other options include high deductible health plans and Health Maintenance Organizations designed to cost less than other plans while still providing comprehensive coverage.

Options for retiree plans have evolved due to changes such as the passage of the Inflation Reduction Act and the growing popularity of Employer Group Waiver Plans, or EGWPs. For example, HealthTrust’s new Medicare Ad-

vantage with Prescription Drug (MAPD) plan, effective January 1, 2025, is an EGWP plan that provides the stable and comprehensive coverage for which Medicare Advantage is known, but has been customized by HealthTrust to include additional benefits and enhancements covered individuals need, including extra covered drugs, hearing and vision services, acupuncture and chiropractic services, while keeping costs low with no deductibles, no coinsurance, and no copayments for most medical services and some generic drugs. The plan includes a nationwide provider network of doctors, specialists and hospitals available without referrals, and an annual maximum out-of-pocket amount of $2,000 for medical and prescription services (excluding extra covered drugs). Most HealthTrust Retirees who enroll in the MAPD plan will enjoy contribution savings of 30-50 percent over their current cost.

2. A Focus on Prevention and Healthy Living

An innovative benefits package should do more than provide the coverage your employees and their family members need when they are sick or injured; it should include the wellness resources they need to prevent health problems and live healthier, more productive lives. Making lifestyle changes and sticking to them isn’t easy. That’s why the most innovative wellness programs now include:

SOLUTIONS

WHY CHOOSE US

We understand the importance of employee benefits. When it comes to building health plans and wellness programs employees want, we are your team.

Whether you are dealing with a high cost prescription drug, seeking education about your plans, or having trouble getting care approved...we are here for you.

WHAT WE DO

We're committed to offer the highest quality health care to our members through unique and engaging wellness intiatives and outstanding customer service.

We work to reduce the administrative burden of employee health insurance plans for public sector administrators by offering day to day support services.

WHAT WE OFFER

Member Services

Benefit Account Management

Custom Wellness Initiatives

Engaging Programs

Enrollment & Billing Services

info@nhitrust.org

• Daily portal updates so there is always something new for participants to learn.

• Meaningful incentives to keep them engaged.

• Tools to encourage both peer and coaching support.

• Rich, diverse, high quality online content that is updated regularly.

HealthTrust’s Slice of Life wellness program, powered by Personify Health (formerly Virgin Pulse), includes new daily health tips, regularly updated articles and videos, personal and group online challenges, multiple online trackers for accountability and earning rewards, a social media platform for participants to share their leaderboards and cheer each other on, and wellness coaching with regular interactions online and by phone. Something for everyone! No surprise that the majority of participants (as much 75%) log in to their wellness portal many times a month, and many log in weekly or daily.

3. Expert Support When They Need It Most

Wrong diagnoses. Dangerous reactions to medications. Treatment plans that don’t work. These issues lead to costly, sometimes catastrophic medical outcomes and can make individuals feel overwhelmed and alone. A comprehensive benefits package should take advantage of breakthrough technology and programs that can help individuals get the right diagnosis the first time, and provide support and guidance for choosing the best treatment path or medication.

At HealthTrust, our medical plans include Well-Being Programs that incorporate the latest tools to address these and other issues. Through In-

cluded Health, participants facing a frightening diagnosis can receive support when choosing a treatment plan and get a free second opinion from a top expert in the field anywhere in the country. Our Corigen® Medication Safety Program provides DNA testing to find the best medications for each individual, based on their genetic profile. We offer a diabetes prevention program (Lark) that follows guidelines from the Centers for Disease Control and Prevention (CDC) and allows participants to connect with a health coach and track their progress; those already diagnosed with diabetes can participate in CVS® Transform Diabetes Care® to receive supplies and support to help manage their condition.

4. Mental Health Services

In a recent report, more than three out of four public sector employees age 35 and younger (76%) described themselves as being “significantly or somewhat stressed” over the past six months. That stress is often compounded by even more serious mental health concerns; in the 2023

Stress in America Survey, almost 1 in 4 respondents said they have been told by a healthcare provider that they have anxiety disorder (24%) or depression (23%).

The increasing prevalence of behavioral health issues in schools, workplaces, and communities has made providing comprehensive mental health resources a priority for all public sector employers, but what resources are best? Some individuals need the privacy, convenience, and 24/7 accessibility of in-home care or online services. For others, referrals to experts in their area work better. Here are some recent innovations to look for when providing behavioral health benefits to your employees.

• Benefits that can be accessed 24/7. The LifeResources EAP available through HealthTrust, for example, provides consultations with Masters-level, licensed clinicians in person, by phone, video counseling, or online chats. It also includes Computerized Cognitive Behavioral Therapy via an app

that provides guided programs for help with anxiety, depression, sleep issues, and more.

• Counseling available without leaving their home. Telemedicine programs, such as LiveHealth Online give individuals the option of addressing mental health issues with a professional without leaving the comfort and privacy of their home.

• Services that target specific issues and age groups using tools that work best for them. Substance use disorder programs such as Anthem’s Aspire365 (for individuals age 12 and older), and Aware Recovery Care (for adults age 18 and older) provide in-home, long-term treatment from a multidisciplinary team of experts and have one-year abstinence rates of 70% to 80% respectively. Anthem’s Instride Health program provides treatment for anxiety and obsessive compulsive disorder for individuals ages 7 to 22 years old via a fully virtual platform; the program has been shown to be as effective as in-person treatment.

5. Resources to Boost Financial Wellness

A recent survey of more than 1,000 full-time state and local government employees found that 88 percent worry about their finances, and of those, 77 percent report doing so while at work. Ongoing student debt, lack of retirement or emergency savings, and other financial concerns are among the issues keeping many public employees up at night and distracted at work. As a municipal employer, providing resources to help your employees get their finances on track may help improve their overall well-being, make them more productive at work, and enhance your workplace culture.

Try teaming with your local bank or credit union to provide seminars and trainings on saving and investment strategies and ways to pay down debt. Look for an EAP that provides consultations with financial experts, as well as online tools such as mortgage calculators, retirement planning programs, and creating and sticking to a budget. For example, the LifeResources EAP available through HealthTrust in collaboration with ComPsych Guidance Resources includes access to financial planners and Certified Public Accountants for free consultations, as well as valuable online financial tools through the WellthSource program.

Finally, remember that the benefits you provide will only help your employees if they understand and know how to use those benefits. Work together with your benefits provider to offer webinars, workshops and other trainings to make sure your employees are aware of the valuable benefits you offer and how to access them. If your municipality is a HealthTrust Member, keep in mind that you can contact your HealthTrust Benefits and Wellness Advisors to arrange a training customized to your employees’ needs. Serving our Members and Covered Individuals is HealthTrust’s number one priority.

Laura McCarthy is the Communications Specialist at HealthTrust.

Beyond Medical Coverage: Components of a Comprehensive Benefits Package

By Janet Foley and David Salois

Arobust benefits package is essential not only for attracting and retaining employees but also for ensuring the overall well-being and security of your employees and their families. Among the most critical components of a comprehensive package are life, long-term disability, and short-term disability coverages. These coverage lines play a pivotal role in safeguarding employees and their families against financial hardships that can arise from unexpected life events. Let’s look at the importance of providing these types of coverage, the benefits for both employees and employers, and why there has never been a more important time for municipal employers to provide these coverages.

Life Coverage

Life coverage is a cornerstone of financial security for employees' families. In the event of an untimely death, it provides a monetary payout to designated beneficiaries, helping them manage ongoing expenses such as mortgage payments, educational costs, and daily living expenses. This support can prevent families from experiencing significant financial distress during an already challenging emotional period.

For employees, knowing that their loved ones are protected can bring immense peace of mind, allowing them to focus more effectively on their work and personal lives. For employers, offering life insurance is a powerful way to demonstrate a commitment to the long-term well-being of your workforce, fostering a sense of loyalty and trust. It could help you stay competitive when hiring new employees, too; the U.S. Bureau of Labor Statistics (BLS) reports that 83 percent of state and local government employees have access to life insurance.

Disability Coverage

Even municipal workers who have life coverage likely do not have disability insurance. Only 27 percent have access to short-term disability coverage and 39 percent have

access to long-term disability coverage, according to the BLS. These low numbers are concerning given that other research has revealed about two-thirds (66%) of Americans say they are living paycheck to paycheck, meaning they could not pay their bills or adequately manage their finances if they were to become unemployed. Disability coverage – which provides a safety net in the event of job loss due to illness or injury – can truly be a lifeline for your employees and their families.

• Long-Term Disability Insurance. Long-term disability (LTD) insurance provides financial support to employees who are unable to work for an extended period due to serious illness or injury. Long-term disability coverage typically replaces a portion of the employee's salary, ensuring that they can continue to meet their financial obligations despite being out of work.

It’s hard to overstate the importance of LTD insurance; according to the Council for Disability Awareness, one in four workers entering the workforce today will experience a disability before they retire. Without LTD coverage, employees may face significant financial hardship, potentially exhausting savings or accruing debt.

• Short-Term Disability Insurance. Short-term disability (STD) insurance covers a portion of an employee's income for a shorter duration, typically from a few weeks up to six months, depending on the policy. This type of insurance is crucial for covering income during temporary but disabling conditions, such as recovery from surgery, a severe illness, or childbirth.

STD insurance ensures that employees have the financial support they need to recover without the added stress of income loss. This support encourages employees to take the necessary time to heal fully before returning to work, promoting a healthier and more productive workforce in the long run.

Providing life, long-term, and shortterm disability coverage is a strategic and compassionate choice for employers. These benefits offer crucial financial protection and peace of mind for employees and their families, enhance employee loyalty and satisfaction, provide a competitive edge in recruitment, and contribute to a positive, supportive organizational culture. Employers who invest in comprehensive insurance coverage are likely to see substantial returns through a dedicated, healthy, and high-performing workforce.

Go the Extra Step: Peace of Mind Coverages

The death of any family member can be heartbreaking, but when the deceased person is also the individual who had provided the family with health coverage through their job,

their death can be catastrophic for the family. As a public employer, you may be able to help.

The following coverages are included with all HealthTrust medical plans:

• Transition Care protects family members of covered active employees, providing medical and/ or dental coverage for up to one year after the Enrollee’s death.

• Survivor Care protects family members of covered active employees who die while performing their jobs, providing medical and/or dental coverage to family members as long as they are eligible.

Learn More!

Adding coverages to your benefits package may be easier and more

cost-effective than you anticipate. For more information, a proposal, or to review your current benefit strategy and costs to see if you could offer more comprehensive coverage to your employees, contact your HealthTrust Benefits Advisor (if you are currently a HealthTrust Member) or Janet Foley, HealthTrust Member Relations Representative at jfoley@ healthtrustnh.org, 603.230.3347.

Janet Foley is the Member Relations Representative at HealthTrust. David Salois is the Benefit Services Manager at HealthTrust.

Sources:

Almost 50% of Americans Consider Themselves “Broke” (MarketWatch)

Employee Benefits in the United States (Bureau of Labor Statistics)

Chances of Disability (Council for Disability Income Awareness)

More New Hampshire Communities Are Becoming Housing-Friendly. Could Yours Be Next?

By Noah Hodgetts, Principal Planner New Hampshire Department of Business and Economic Affairs, Office of Planning and Development

New Hampshire communities adopted housefriendly zoning changes in record numbers at their annual town meetings this year, according to a review by the Department of Business and Economic Affairs (BEA). The analysis is part of the Municipal Land Use Regulation Survey conducted by BEA’s Office of Planning and Development in accordance with RSA 675:9.

Nearly 60 communities of all sizes, from the Monadnock Region to the North Country, received grants through the InvestNH Housing Opportunity Planning (HOP) program. This enabled them to reduce regulatory barriers to housing. This is encouraging.

Housing-Friendly Zoning and Land Use Regulations Changes Come in All Shapes and Sizes

Consistent with New Hampshire’s tradition of local control, housing-friendly regulatory changes vary among communities, taking into consideration each municipality’s unique fabric and specific needs, as well as community engagement. As more communities receive HOP grants, they will reap the benefits of taking steps to mitigate their housing challenges.

Although the way HOP funding varies, resulting zoning and land-use regulatory changes fall into five areas:

1. ADUs: Allowing detached ADUs and/or two ADUs on a single lot; increasing maximum square footage of ADUs;

2. Mixed-Use Zoning: Creation of new mixed-use districts which allow diverse housing types, additional density for areas on water and sewer, provide density bonuses and other incentives for workforce housing;

3. Parking: Reduction in number of required off-street parking spaces for ADUs, flexible parking requirements that are market/demand driven;

4. Lot Size: Reduction in minimum lot sizes;

5. Innovative housing types and tools: missing-middle housing, tiny houses, cluster housing, cottage courts, age-friendly housing, pattern zones, etc.

Of note, the Innovative Land Use Control Statute, RSA 674:21 allows municipalities to enact innovative and flexible planning and zoning techniques to encourage housing development. Municipalities can apply for a HOP grant; applications are due by Sept. 30.

Generally, municipalities may use these funds to hire consultants to:

• Update the housing, land use, and vision sections of the master plan, the implementation section, and community facilities or other relevant sections as they pertain to water and sewer for housing development.

• Conduct a housing needs assessment or analysis as part of a larger project.

• Audit a municipality’s land use regulations and make recommendations to promote housing development.

• Create new regulations or revise existing regulations with the stated primary goal of increasing the supply of housing, especially affordable and workforce housing.

For HOP grant program details and to apply, visit www.NHHOPGrants.org.

Sample of Housing-Friendly Zoning Changes

The following is a sample of housingfriendly zoning changes municipalities adopted in 2024, the result of countless hours of community engagement:

• Conway, Greenfield, New Ipswich, and Wilmot now allow two ADUs – generally the first allowed by right, second by special exception;

• Allenstown, Bethlehem, Bow, Boscawen, Colebrook, Dublin, Gilsum, Lyndeborough, Northwood, and Troy now allow detached ADUs;

• Bethlehem, Colebrook, Sugar Hill, and Waterville Valley now only require one parking space per ADU;

• Canterbury adopted a new cluster neighborhood ordinance to allow farmhouse-style developments, which fit into the existing residential character, at higher densities than would otherwise be allowed;

• Chester adopted a Fair Market Rental/Workforce Housing Ordinance

• Conway established the first 79-E Housing Opportunity Zone in the state;

• Exeter expanded its Mixed-Use Neighborhood District (MUND) outside of downtown to include the C2 Highway Commercial zoning district, and provided incentives including density bonus to create a mix of housing units (including 10 percent affordable units);

• Farmington increased the maximum density for duplexes and multi-family housing and added density bonuses for properties connected to water and sewer, while also allowing duplexes on rear lots in all residential districts except the Agricultural Residential District;

• Jaffrey now allows multi-family in the General Business and General Business A District where water and sewer is available and added a density bonus for workforce housing and senior housing

• Keene adopted a Cottage Court Overlay District Conditional Use Permit

• Portsmouth rezoned 39 properties from office/research to gateway and now allows higher densities of housing than previously allowed;

• Sandwich now allows two-family dwellings in all residential districts;

• Waterville Valley created flexible parking requirements, which allow tailoring of parking requirements to each development proposal to meet, but not exceed, demand.

Additional Housing Related Tools and Resources For Communities

In addition to facilitating grant programs and partnering with organizations, like New Hampshire Housing on HOP, BEA provides resources to communities to develop additional tools to address their housing issues, including the New Hampshire Housing Toolbox, which contains 20 planning and zoning strategies to increase housing production. To access the Toolbox visit www.nhhousingtoolbox.org.

Later this year, BEA will launch the New Hampshire Housing Champions Designation and Grant Program, which will enable municipal Housing Champion designees to access two grant programs focused on incentivizing workforce housing units and infrastructure investment, as well as a state-funded InvestNH program. Information will soon be available on www.nheconomy.com

C ERTIFIED PUBLIC A CCOUNTANTS “Experience Counts”

We want to be more than just your auditors! We know New Hampshire governments. Your needs come rst at Vachon Clukay & Company PC, so we’ve structured ourselves to fulfill all of your service needs. We provide the following services:

608 Chestnut Street

Manchester, NH 03104

Phone: (603) 622-7070

Fax: (603) 622-1452

Auditing • Government Auditing Standards (GAS) Compliance

Single Audits (Federal Compliance Audits) • ACFR Reporting MS-535 Reporting • Agreed-upon Procedures

Taxes • Reviews and Compilations

We want to be part of your team. Contact: Jarad J. Vartanian, CPA

Breast Cancer Preventive Care: Important Steps to Take

By Katrina Manning

October is Breast Cancer Awareness Month, a time to focus on this disease which is the second most common type of cancer in American women. Preventive care for breast cancer involves taking steps to minimize risk factors for the disease and having screenings to catch the cancer as early as possible when it may be more treatable. Some breast cancer risk factors can be avoided (such as smoking, drinking alcohol, and obesity) while others cannot, such as older age and inherited risk.

Screenings Make a Difference

According to the U.S. Department of Health & Human Services Healthy People 2030, “Getting preventive care reduces the risk for diseases, disabilities, and death — yet millions of people in the United States don’t get recommended preventive health care services.” All HealthTrust medical plans cover preventive health services, which may include screenings, checkups, vaccines and counseling to prevent illness, disease and other health problems. By providing information and resources for preventive care, employers can take a proactive step to help their employees stay healthy. A staggering one in eight women in the United States will be diagnosed with breast cancer in her lifetime, according to the National Breast Cancer Foundation. In 2024, an estimated 310,720 women and 2,800 men will be diagnosed with invasive breast cancer. Early detection is key! When caught in its earliest, localized stages, the five-year relative survival rate is 99 percent.

Catch It Early! 3 Key Steps to Take

Here are three key steps, according to Johns Hopkins Medicine, that should be part of a breast cancer preventive care plan.

1. Breast Self-Awareness: Most breast cancers are found by individuals themselves. It’s important for both men and women to know what’s normal – and not normal – for their breasts. Individuals should talk to their doctor about whether they should do regular self-exams and how to do them, and if they notice any unusual symptoms in their breasts, especially these changes:

• A lump

• Leaky fluid (discharge) other than breastmilk

• Swelling

• Skin irritation or dimpling

• Nipple problems, such as pain, redness, flaking, or a nipple turning inward.

2. Clinical Breast Exams: For women, a physical exam should include a clinical breast exam (CBE) by a healthcare provider or nurse trained to check for breast problems. The American College of Obstetricians and Gynecologists recommends:

• From ages 25 to 39, women should have a CBE by a healthcare provider every 1 to 3 years.

• Beginning at age 40, women should have a breast exam by a healthcare provider every year.

3. Mammograms: A mammogram is a low-dose X-ray of the breasts. It is the most common imaging test. The American Cancer Society recommends yearly screening for all women ages 45 to 54. Women with a family history of breast cancer should talk to their doctors about whether they need to begin mammograms at an earlier age. Women ages 55 and older should get a mammogram every 2 years, or according to their doctor’s recommendation.

Promote Breast Cancer Awareness at Your Workplace!

• Host a “Wear Pink” day at work. Take pictures, provide employees with facts and tips, and collect donations for a breast cancer foundation of your choice.

• Create a team to join a breast cancer walk. Check out the American Cancer Society’s website for events near you.

• Share information with employees about why it is important to schedule regular checkups and mammograms.

Reminder to HealthTrust Members!

All HealthTrust medical plans cover preventive services. If your Group offers HealthTrust medical coverage, your medically covered employees can log in to their Secure Enrollee Portal account to access these resources:

• Their Cost-Sharing Schedule for a list of covered preventive services available at little or no cost to them.

• The SmartShopper Single SignOn Button. They can click on this button to be directed to the Smartshopper website where they can search for providers of mammograms (or other screening tests) near them and how much they charge. Medically Covered Individuals who have their mammograms at a cost-effective facility can earn a cash reward.

• The Included Health Single Sign-On Button. They can create an account with Included Health for access to free second opinions, treatment decision support, and help finding providers near them.

Katrina Manning is a Wellness Advisor at HealthTrust.

Sources:

Breast Cancer Prevention (National Cancer Institute)

Breast Cancer Awareness Month (World Health Organization)

Breast Cancer Facts & Stats (National Breast Cancer Foundation)

Preventive Care (US Department of Health and Human Services, Office of Disease Prevention and Health Promotion

Breast Health: 3-Step Plan for Preventive Care (Johns Hopkins Medicine) Mammography FAQs (The American College of Obstetricians and Gynecologists)

Recommendations for the Early Detection of Breast Cancer (American Cancer Society)

Basic Loan Requirements:

• Bond issue approved by governmental entity

To schedule a meeting, obtain debt

We can assist you with your planning by providing various scenarios based on level debt or level principal payments for different terms. Contact us now for your estimated debt schedules.

or for details about our schedule, fees, Bond Anticipation Note programs, and current interest rates, please contact Tammy J. St. Gelais, Executive Director, at tstgelais@nhmbb.com.

Paid Family and Medical Leave

In today’s job market, workplace flexibility is more important than ever. NH Paid Family and Medical Leave is a benefit opportunity that helps employers stay competitive by boosting worker recruitment and retention. It gives workers paid leave to care for a newborn, themselves or a loved one.

NH Paid Family and Medical Leave is available to all private and public NH employers.

Enroll your workers now! Go to paidleave.nh.gov

Are You Part of the Incivility Problem?

By Matt Lehrman Managing Director, Social Prosperity Partners

In nearly 20,000 cities and towns across America, elected council members swear to fulfill their duties “faithfully and impartially.” The exact words vary, but the oath of office signals a shift from “campaign mode” to the responsible work of governance in a representative democracy.

As a professional facilitator and mediator, I’ve witnessed countless examples of negative attitudes and behaviors that obstruct productive teamwork and healthy disagreement, whether involving the general public, fellow council members, or municipal staff.

Allow me to, respectfully, call out some of the common challenges. It may sound cliché, but it’s true: If you're not part of the solution, you’re part of the problem. Do any of the following council types sound familiar — maybe even a little too close to home?

The Know-It-All: If you already have all the answers, you may be your council’s greatest barrier to pragmatic compromise and innovative ideas. Winning an election doesn’t make you omniscient. Your job is to be a single voice in a vigorous dialogue with select others, in which everyone brings unique knowledge, experiences, and values. Slow down. Listen. Open yourself to the possibility of learning.

The Devil’s Advocate: Are you really “asking tough questions” because “somebody has to”? Or are you purposefully slowing every policy discussion and procedural vote to a crawl? Playing the devil’s advocate for the sake of political gamesmanship is nothing but destructive. True critical thinking is grounded in your own experience and understanding, not in contrived antagonism. If your kneejerk response to new ideas is always negative, you’re not a leader, you’re a roadblock.

“Bleed the Beast”: I’m not arguing against fiscal conservatism or the need for improved efficiency; there’s plenty of room to “tame it” or “put government on a diet” when allocating scarce resources. But “bleeding the beast” on

principle? That’s a particularly troubling metaphor that deserves swift condemnation, so I’ll say this as bluntly as possible: Advocating to undermine the functioning of a governing body to which you’ve been elected to serve violates your oath and displays a troubling lack of integrity. Focus instead on advocating the outcomes that your community expects and be accountable for pursuing those objectives.

“My Way or the Highway”: Never confuse winning with serving the interests of your community. While your passion for advocacy is valuable — even necessary — it must be balanced with a willingness to consider other perspectives. Democratic governance shouldn’t look like children squabbling over a ball; it should be a mature, deliberative process aimed at finding common ground.

Personal Agendas: Gathering consensus around a policy or change in the community is hard enough, but it can become impossible when elected officials put their political ambitions, their business connections, or even personal vendettas ahead of the public interest. Whose agenda were you elected to serve? Your own? The people who voted for you? Or your entire community? Sometimes you'll win arguments, sometimes you won't, but compromise is essential. Your goal, along with every council member, should be the betterment of the community as a whole.

The Naysayer: Check your attitude: Constantly predicting failure or dismissing initiatives surrounds you in a negative environment. While constructive criticism is important, endless pessimism slows progress and demoralizes others. Instead of simply pointing out flaws, offer specific solutions you can contribute to. Don’t just say no; take the initiative and find something to which you can say yes.

The Grandstander: There’s an old joke in local politics. Question: What’s the most dangerous place in town to be standing? Answer: Between the Mayor and a microphone. Visibility is an undeniable part of public service, but don’t

give in to the temptation to let the show overshadow substantive work. Learn to moderate your presence so that you’re seen as promoting meaningful discourse rather than merely seeking attention.

The Micromanager: As a policy maker, you help set the overall goals for your community, but you don’t belong in the day-to-day decisionmaking of your city or town’s professional staff. Trust your administrators to find the best ways to achieve those goals and hold leadership accountable for the results. Some tension between elected officials and staff is natural, but you’ve entered into a partnership where you ultimately have to depend upon each other. Any council member who doesn't respect and support the municipal staff, especially in public meetings, is undermining good governance.

Be Part of the Solution

When a fellow council member fails to embrace their team-oriented role, you and your colleagues need to address this dysfunction. Hiring a professional mediator can help with these sensitive conversations, exploring ways to ensure an inclusive and thoughtful decision-making process in the future.

As a community leader, it is your responsibility to exemplify behaviors that foster a welcoming and respectful culture on your municipal council.

Matt Lehrman is Managing Director of Social Prosperity Partners, an Arizona-based firm that works nationally to help municipal leaders understand their own leadership styles and commit to the possibility of producing greater outcomes together.

We represent towns and ci�es throughout the state and bring value to our clients through decades of experience and adhering to the budgetary constraints under which municipali�es operate. We emphasize preven�ve and �mely legal counsel to our clients with a view toward avoiding problems that result in li�ga�on.

566‐0506 For inquiries please contact Christopher Boldt or Sharon Somers

NHMA proudly recognizes our valued Municipal Marketplace Members! THANK YOU!

Avitar Associates of New England Inc

Cartographic Associates, Inc., dba CAI Technologies

CheckmateHCM

Community Heart & Soul

Cordell A. Johnston, Attorney at Law

Donahue, Tucker & Ciandella, PLLC

Doucet Survey, LLC

Drummond Woodsum

Eagle Network Solutions HealthTrust

HL Turner Group

IBEW Local 490

JSJ Auctions, LLC MetLife

MHEC

Mitchell Municipal Group, P.A.

Municipal Resources, Inc.

Municipal Technology Systems, LLC

NH Municipal Bond Bank

NH Interlocal Trust

NH PDIP/PFM Asset Management LLC

NH Tax Deed & Property Auctions

Primex

Sertex Broadband Solutions

TD Bank N.A.

Upton & Hatfield, LLP

Vachon Clukay & Company PC

Vision Government Solutions, Inc.

VHB

MUNICIPAL MARKETPLACE

SUSTAINING SPONSOR

Becoming

We

Looking Forward to Serving You: NHMA’s 2024 – 2027 Strategic Plan

As we wrote in the last issue of Town & City, one of NHMA’s major initiatives this year is establishing a strategic plan to guide the organization’s direction over the next several years. Here's an update on our process.

On May 17, the NHMA Board of Directors, NHMA staff, and the local officials serving on the Strategic Planning Work Group (SPWG) convened at Primex to review the draft strategic plan, which consists of five strategic priorities and the goals needed to achieve them. Through a “World Café Format,” participants “visited” each strategic priority station to learn the background of each proposed priority and to provide feedback to assist in finalizing the plan. The session was fun, interactive, and full of excellent perspective and content that will help us get over the finish line.

The strategic plan includes five distinct ambitious yet achievable goals for NHMA over the next three and a half years. On June 21, the board of directors approved the plan subject to member comments, questions, and feedback, which you can submit by emailing info@nhmunicipal.org. You can view the plan on our website.

Emerging themes and needs based on what you, our board, our staff, and our partners, have told us:

• Training and education that meets your needs. Sitting in a classroom is no longer the only way to learn,

* We are here!

and local officials and employees have an incredible amount of responsibility in the communities that they serve. Add on top of that ever-changing laws, rules, and best practices, and there is no question that training and education must be ongoing and dynamic. Whether you prefer “traditional” in person events, recordings you can watch on your own timeline, or short FAQs on timely topics, how can NHMA provide the information you need in a manner that works best for you?

• Communication that reaches you where you’re at, and when you need it. How can we reach you better with the information you need—when you need it?

“Local officials” range from elected officials to full time employees and volunteers serving on a variety of capacities that keep cities and towns running. When we report on changes in the law, legislation of municipal impact, trainings and other resources, they can only help our members if we are getting the message into the hands of the right people at the right time.

• Raise the profile of local government. From promoting careers in local government to supporting regional gatherings for networking and peer learning, what can NHMA do amplify and support the important work of local government?

Look out for a spread on the strategic plan in the next issue Town & City!

You Are What You Eat: Small Changes Make a Big Impact

By Krista Bouchard and Taylor Bowse

Nutrition impacts your physical, mental and emotional health. Making small changes in your diet can have long-lasting impacts. According to Harvard Medical School, what you eat directly affects the structure and function of your brain and ultimately your mood. Like an expensive car, your brain functions best when it gets only premium fuel. Eating high-quality foods that contain lots of vitamins, minerals, and antioxidants nourishes the brain and protects it from oxidative stress — the "waste" (free radicals) produced when the body uses oxygen, which can damage cells. Essentially, the old saying is true: You are what you eat!

The Rise and Fall of Sugar

Think about the last time you ate nutrient dense foods, such as whole grains, fruits and vegetables, eggs, fish, and other foods rich in protein, healthy fats, vitamins, minerals and other nutrients important to your health. When you eat such foods, you likely have more energy and may even feel happier. Now, think about the last time you ate foods that were low in nutrients (e.g., chips, pastries, cake, sugar-sweetened beverages). You may have felt great initially, but over a short period of time your blood sugar dropped and you likely felt tired and moody, symptoms of a “crash” caused by the sudden rise and fall in your blood sugar levels. Fueling your body properly can have lasting impacts such as a better mood, more restful sleep, clearer skin, enhanced muscle strength, and improved joint health. Start eating better and feeling healthier today by taking small steps to improve your diet!

Small Changes with a Big Impact

Change is difficult, many people say. While that can be true, it’s often because someone tried to make too big a change too fast. The key to making behavior changes that last – including eating better – is to make one small change at a time and repeat it until it becomes a habit, part of your daily routine.

10 Small Steps to a Healthier Diet

1. Drink more water. Invest in a reusable water bottle that holds 32 ounces with a straw (which makes it easier to drink more); and fill it every chance you get.

2. Eat breakfast, to give yourself energy throughout the day by consuming foods rich in fiber, protein, healthy fats and whole-grain carbs. Examples: Eggs with whole wheat avocado toast; steel cut oatmeal with fresh berries; Greek yogurt with low-fat granola and fruit.

3. Boost your vegetable intake, even if it’s one serving a day. Add mixed lettuce and shredded carrots to sandwiches; make a veggie omelet instead of scrambled eggs; trade your sandwich for a salad with grilled chicken or fish.

4. Count your colors. Aim for at least five different colors of fruits and vegetables throughout the day. Try red, yellow and green peppers; leafy green vegetables such as spinach and kale; purple cabbage and grapes; oranges and pink grapefruit; multi-colored grape tomatoes and carrots.

5. Keep healthy snacks readily available, so when hunger strikes you’re not tempted to reach for the candy bowl. Have a bowl of fresh fruit on hand. Cut up vegetables at the beginning of the week to eat all week long with your favorite variety of hummus. Grab a handful of low-sodium nuts such as cashews, almonds, or pistachios.

6. Put down the salt shaker. Try flavoring foods with herbs and spices. Add sprigs of rosemary to your baked chicken. Top your tacos with chopped cilantro for added flavor. Sprinkle sliced scallions or chives on your baked potato.

7. Rethink your condiments. Replace sour cream with Greek yogurt. Spread hummus on your turkey sandwich instead of mayo. Choose ketchups with no sugar added on the label.

8. Make your own salad dressings. Store bought dressings are often high in sodium and sugar. Mix your own by looking for recipes that use fresh herbs, lemon juice, extra virgin olive oil or other oils high in omega3 fatty acids, rather than creamy dressings. Here’s one recipe to try from the Academy of Nutrition and Dietetics: Salad with Flaxseed Oil Dressing.

9. Use your hands to measure portions. The size of your palm is one serving of protein such as steak, fish, or chicken. Your thumb is the size of a tablespoon of fats such as cream in your coffee. A cupped hand is one serving of carbohydrates such as pasta or rice. A closed fist is a serving of fruits or vegetables.

10. Slow down! Be mindful when you’re eating. Savor your food and put your fork down after each bite. Make time for breakfast, lunch, and dinner. It can take about 20 minutes to start feeling full and ideally you want to stop eating when you begin to feel full but before you feel

uncomfortable. By eating more slowly and paying attention to how you feel, you can prevent overeating and enjoy your food more.

Remember, it takes about eight weeks for a behavior change to become a habit. Don’t give up. Start small, one healthy habit at a time until you have incorporated all of them into a healthier diet and improved your overall wellbeing.

Krista Bouchard is the Wellness Coordinator at HealthTrust. Taylor Bowse is a Wellness Advisor at HealthTrust.

Reminder to HealthTrust Members! If your Member Group offers HealthTrust medical coverage, you can connect with a Well-Being coach who can

give you support and resources to help you eat better and achieve optimum health through the LifeResources Employee Assistance Program. Call 800759-8122 to speak with a Guidance Consultant who can help you. HealthTrust Medical Enrollees and covered spouses also can use the nutrition trackers and connect with a Health Coach through the Slice of Life Program by logging in to their HealthTrust Secure Enrollee Portal and clicking the Slice of Life button to be directed to the Personify Health website.

Sources:

The Hunger-Satiety Scale (University of California at Berkeley)

Nutritional Psychiatry: Your Brain on Food (Harvard Medical School)

Salad with Flaxseed Oil Dressing (The Academy of Nutrition and Dietetics)

Subdivisions on Class VI or Private Roads

By Stephen Buckley, Legal Services Counsel

The NH Supreme Court recently reiterated in Harvey v. Town of Barrington, 2024 N.H. 10 that a planning board’s approval of subdivision cannot contradict the requirements RSA 674:41. That statute prohibits the issuance of a building permit for the erection of a building on any lot unless the street giving access to the lot has frontage on a Class V road, or a street on a subdivision plan approved by the planning board, or satisfies other road access criteria.

Citing Turco v. Barnstead, 136 N.H. 256, 265 (1992), the court reaffirmed that RSA 674:41 applies with equal force to building permits and subdivision permits.

This guidance suggests best practices for a planning board when an applicant seeks approval for a subdivision on Class VI road or Private Road.

First, let’s define what are Class VI or private roads:

A Class VI Road is a public road that has been discontinued as an open highway and made subject to gates and bars and would include any road which has not been maintained and repaired by the town in suitable condition for travel thereon for 5 successive years. RSA 229:5, VII. Though not directly defined by statute, a private road would be any right-of-way suitable for viatic purposes over which an applicant before the planning board has permission to use for a subdivision of land or intends to create as part of the subdivision plat.

The board may need to authenticate the subdivision applicant’s right, title and interest to make use of the private road for access to the lots in the proposed subdivision.

Second, ascertain whether local zoning requirements for frontage might require zoning relief before subdivision approval can be granted:

The planning board cannot approve a subdivision that would not comply with the municipality’s zoning ordinance. Cesere v. Windham, 121 N.H. 522 (1981). The board or code official must determine how the zoning ordinance defines the dimensional requirements for subdivided lots. Does the ordinance say that frontage must be on a Class V road or better? If the zoning ordinance requires minimum frontage

on a Class V road, a variance would be required from the zoning board of adjustment before the board could approve the subdivision. Does the ordinance say that frontage must be on a public road? If it does then a Class VI road would qualify as a public road, but a private road would not. Thus, a proposed subdivision on a private road would also require a variance.

Third, plan to schedule a preliminary conceptual consultation with the applicant:

Why make the applicant seek a variance and return for consideration of the proposed subdivision plan approval if the board might still not approve the plan because the proposed location of the subdivision on a Class VI or private road would be scattered and premature? Furthermore, the planning board cannot authorize legal access to the proposed lots as only the select board authorizes the issuance of building permits on a Class VI or private road under RSA 674:41, a limitation on the planning board’s authority that must be made clear to the applicant. Reviewing these issues at conceptual consultation will permit a frank exchange of views between the planning board and the applicant. As provided in RSA 676:4, II (a), “such consultation shall not bind either the applicant or the board and statements made by planning board members shall not be the basis for disqualifying said members or invalidating any action taken. The board and the applicant may discuss proposals in conceptual form only and in general terms such as desirability of types of development and proposals under the master plan.”

Fourth, consider your master plan and evaluate whether the proposed subdivision would be considered scattered and premature:

The municipality’s subdivision regulations can and probably do “provide against such scattered or premature subdivision of land as would involve danger or injury to health, safety, or prosperity by reason of the lack of water supply, drainage, transportation, schools, fire protection, or other public services, or necessitate the excessive expenditure of public funds for the supply of such services.” The planning board's

duty, when considering whether a proposed subdivision will create scattered or premature development, is to ascertain what amount of development, in relation to what quantum of services available, will present the hazard described in the statute and regulations. At the point where such a hazard is created, further development becomes premature. Garipay v. Hanover, 116 N.H. 34 (1976). The focus of the inquiry is upon the effect of the proposed development on the community, not the effect of further development in general on the community. Ettlingen Homes v. Town of Derry, 141 N.H. 296 (1996)

If the consensus of the planning board at conceptual consultation is the subdivision is scattered and premature, don’t be shy in making that clear to the applicant.

Fifth, the applicant submits the subdivision plan and the board proceeds with consideration:

When the board receives the subdivision plan for plan acceptance, has the applicant secured the any necessary zoning relief from that ZBA and

road access permission from the select board? If not, would the application be deemed incomplete and then not accepted as a completed application? Remember, “an application shall not be considered incomplete solely because it is dependent upon the submission of an application to or the issuance of permits or approvals from other state or federal governmental bodies.” RSA 676:4, I (b).

Sixth, the planning board moves forward with consideration of subdivision approval because the applicant has secured any necessary zoning relief:

In the event the applicant has secured any necessary zoning relief, and the board is prepared to grant approval of the subdivision, the board should only grant subdivision approval subject to a condition precedent that before the plan will be signed and recorded at the registry of deeds the subdivider must first obtain approval for the issuance of building permits on the Class VI or Private Road. That requires the subdivider to apply to the select board under RSA 674:41, I (c) or (d) as follows:

(1) The local governing body after review and comment by the planning board has voted to authorize the issuance of building permits for the erection of buildings on said class VI highway (or private road) or a portion thereof; and

(2) The municipality neither assumes responsibility for maintenance of said class VI highway nor liability for any damages resulting from the use thereof; and

(3) Prior to the issuance of a building permit, the applicant shall produce evidence that notice of the limits of municipal responsibility and liability has been recorded in the county registry of deeds.

Since the planning board has already commented favorably on the proposed issuance of building permits, the only thing the select board needs to do is ensure the notice of limits of municipal responsibility and liability has been or will be recorded at the registry of deeds.

Seventh, grant final approval after the select board approves building permit issuance and access under RSA 674:41:

When granting final approval, consider requiring the applicant to record with the approved plan a statement of covenants and conditions that would repeat and restate the notice of the limits of municipal responsibility and liability required by RSA 674:41. There should also be a note on the plan indicating that the lots in the subdivision are all subject to the statement of covenants and conditions.

Stephen Buckley is Legal Services Counsel with the New Hampshire Municipal Association. He may be contacted at 603-224-7447 or at legalinquiries@ nhmunicipal.org

Member Highlight: Classified Ads Postings

NHMA offers an online job and/or classified ad postings at www.nhmunicipal.org

The postings are available to members without a charge and appear on the website for up to two months, or less, depending on your schedule. This can include job postings, bids, for sale items, Request for Proposals (RFPs), and Request for Qualifications (RFQs). Municipal employers posting jobs can include information on the position’s hours, job description, qualifications, pay, application process and deadline.

NHMA offers an online job and/or classified ad postings at www.nhmunicipal.org.

If you would like to post a classified ad to NHMA ’s website, but not quite sure how to do it, please contact NHMA’s Timothy Fortier at 603.226.1305 or tfortier@nhmunicipal.org.

The postings are available to members without a charge and appear on the website for up to two months, or less, depending on your schedule. This can include job postings, bids, for sale items, Request for Proposals (RFPs), and Request for Qualifications (RFQs). Municipal employers posting jobs can include information on the position’s hours, job description, qualifications, pay, application process and deadline.

If you would like to post a classified ad to NHMA’s website, but not quite sure how to do it, please contact the NHMA at 603.224.7447 or info@nhmunicipal.org.

The HR REPORT

What Municipal HR Professionals Need to Know About the U.S. Department of Health and Human Services Office of the

Inspector General

By Sarah Freeman, Esq.

In certain circumstances, municipalities receiving payments from federally funded healthcare programs for the delivery of healthcare services are prohibited from employing or entering into contracts with individuals or entities on the List of Excluded Individuals/Entities (LEIE) maintained by the U.S Department of Health and Human Services Office of Inspector General (OIG). In other words, towns and cities billing Medicare or Medicaid for emergency medical services, ambulance transportation, community nursing, or other health care services must consider the LEIE when hiring employees or otherwise entering into contracts.

Broadly, the OIG was established in 1976 to identify and eliminate fraud, waste, and abuse in federally funded health care programs, such as Medicare and Medicaid. Sections 1128 and 1156 of the Social Security Act grant the OIG the authority to exclude individuals and entities from receiving payments or compensation from federally funded healthcare programs. In fact, the OIG must exclude individuals or entities and place them on the LEIE if they have been convicted of certain serious criminal offenses related to health care fraud, the sale or distribution of a controlled substances, the abuse or neglect of a patient, and financial or fiduciary misconduct. In addition, the OIG has additional discretion to exclude individuals or entities on a number of other bases including, but not limited to, other criminal conduct; defaulting on health education loan or scholarship obligations; and, in certain circumstances, the suspension, revocation, or surrender of a license to provide health care. The OIG updates the LEIE on a monthly basis to provide current information about individuals and entities who are currently excluded and to remove those whose eligibility has been reinstated

If a municipality employs or contracts with an individual or entity that the municipality knows or should have known is excluded by OIG for services or items billed to a federally funded healthcare program, the municipality may be subject to civil monetary penalties for each covered item or service delivered by the excluded individual or entity. Additionally, for more egregious violations, the OIG could place the municipality itself on the LEIE, which would block the municipality from receiving Medicare, Medicaid, or other federally funded healthcare program funds until reinstated by OIG. Importantly, it is presumed that if an individual or entity appears on the LEIE that the municipality should have known the individual

or entity was excluded even if the municipality did not actually review the LEIE.

From an HR perspective, municipalities can proactively establish policies and practices to reduce the risk of inadvertent violation involving an employee.

First, municipalities should consider which positions, including volunteer and per diem positions, implicate the OIG’s exclusion authority and ensure that its background check process for those positions includes a review of the LEIE. Exclusions are not limited to licensed healthcare professionals such as EMTs, paramedics, or nurses and therefore municipalities should also review any position that provides administrative and management support to the healthcare service including billing support, information technology, human resources, training, or strategic planning to determine if that position implicates the OIG’s authority.

With respect to current employees, municipalities have an on going responsibility to ensure that employees involved in the delivery of health care services (including certain ancillary sup port) are not excluded by the OIG and on the LEIE. Internal processes should be developed, taking into consideration ex isting employment contracts and collective bargaining agree ments, to provide for routine review of the LEIE for all covered positions. In addition, municipalities should develop a plan for efficiently responding if an employee in a covered position is or becomes excluded. Such a plan may include steps necessary to reduce the civil monetary penalty liability for the munici pality, as well as employment consequences for the individual employee.

We have all the tools to meet your needs.

Drummond Woodsum’s attorneys are experienced at guiding towns, cities, counties and local governments through a variety of issues including:

• Municipal bonds and public finance

• Land use planning, zoning and enforcement

• Ordinance drafting

• Tax abatement

• General municipal matters

• Municipal employment and labor matters

• Litigation and appeals

If a municipality is concerned that a violation has occurred because it has employed or contracted with an individual or entity on LEIE, it is strongly recommended that it reach out to counsel to counsel.

We work hard to offer clients the counsel and support they need, precisely when they need it. dwmlaw.com | 800.727.1941 | Manchester & Lebanon, NH

This is not a legal document nor is it intended to serve as legal advice or a legal opinion. Drummond Woodsum & MacMahon, P.A. makes no representations that this is a complete or final description or procedure that would ensure legal compliance and does not intend that the reader should rely on it as such.

NLC Report: Housing Supply

By Bill Eller, Vice President of Business Development, HomeServe

The dangers of lead exposure are well understood, and the replacement of lead water service lines is a key factor in limiting this exposure. The Bipartisan Infrastructure Law has earmarked $15 billion for lead pipe replacements; however, that figure is considerably short of what will be required to replace an estimated 9.2 million lead service lines (LSLs) currently serving water to properties in communities across the United States. Financially disadvantaged areas are more likely to have lead water service lines. A Governmental Accountability Office report found that even in neighborhoods consisting of older homes, more affluent neighborhoods were less likely to have lead service lines.

For municipalities wishing to take advantage of federal funding for LSL replacements, there are many requirements they must meet, the first of which is creating a service line inventory. The deadline for water providers to submit an inventory to their states, October 16 this year, is fast approaching. According to an EPA fact sheet, the in ventory must classify service lines using one of four cat egories: Lead, Galvanized Requiring Replacement, Non-Lead, and Unknown. The federal government has established an accelera tor program that provides technical assistance to help underserved communities access funding; however, other communities face an uphill climb both in access ing funding and executing lead line replacements for their residents.

Public-private partnerships (PPPs) can help with all aspects of this process, as implementing and admin-

istering such a complex and resource-intensive program may burden staff and detract from core activities.

For example, environmental engineers and consultants can assist municipalities with locating and identifying service lines for initial and updated inventories, creating site-specific models and maps, and developing and executing water sampling and testing plans.

Providers of water line protection plans can offer comprehensive line replacement support, including appointment setting, contractor scheduling and deployment, and reporting. Additionally, offering homeowners optional protection for water line breaks can help to proactively address lead lines, as water line protection plan terms and conditions often include the requirement to fully replace any lead line that is encountered during a repair event.

Experienced Lawyers for Your Community

Drummond Woodsum’s attorneys are experienced at guiding towns, cities, counties and local governments through a variety of issues, including:

• Municipal bonds and public finance

• Land use planning, zoning and enforcement

• Ordinance drafting

• Tax abatement

• General municipal matters

• Employment law and collective bargaining

• Litigation and appeals

We work hard to offer our clients the counsel and support they need, precisely when they need it.

Supporting Walkability and Accessibility

By Colin Lentz, Strafford Regional Planning Commission, Tyrel Borowitz and Sara Siskavich, Nashua Regional Planning Commission

What do we mean by the terms, walkability and accessibility?

Stated simply, increasing walkability and accessibility eliminates barriers to mobility. Consider an important local destination, such as a school or downtown area. Walkability depends on wide sidewalks in good condition, without obstructions like trash cans or utility poles, that connect to places people need to reach. Accessibility features might include things like readable wayfinding signs and pedestrian signals with auditory cues for people who are visually impaired. Safety factors like the speed and volume of vehicles will also determine accessibility from a pedestrian’s perspective.

Why do planners promote walkability and accessibility?

New Hampshire’s regional planning commissions (RPCs) regularly work with communities on revitalization efforts, particularly to create hubs for economic development and civic involvement. In doing so, they might address questions such as, is the streetscape inviting for people to linger and visit multiple storefronts? Can people walk or bike from their homes or parking lots to their destination? Can students walk from their home to school? Could a person get from their vehicle to their destination if they were in a wheelchair? Currently 13% of people in New Hampshire have mobility, hearing, vision, or other disabilities—a proportion expected to increase as the state’s population ages. Is the built environment keeping this growing disabled population from reaching critical local destinations and participating in the economy?

How are RPCs supporting walkability and accessibility?

To progress towards the goal of a more walkable and accessible transportation network, it is first necessary to understand current conditions, then make recommendations about what improvements are needed and where. The following is a sampling of innovative approaches RPCs are using to capture existing conditions in a planning study area, and how these observations are used in analysis to inform local decision-making.

SADES

Pedestrian Infrastructure Assessments: In the summer of 2019, Strafford Regional Planning Commission (SRPC) staff assessed all sidewalks within the City of Rochester, and in 2020 and 2022, Nashua Regional Planning Commission (NRPC) staff assessed all the sidewalks in the City of Nashua. Both assessments’ objective was to measure the condition and relative accessibility of city-wide sidewalks, crosswalks, and curb ramps. Using the Statewide Asset Data Exchange (SADES) framework and ArcGIS

mobile technology, sidewalks were measured according to 16 different values such as slopes, widths, clearance, and obstructions. Each curb ramp and crosswalk was also assessed independently, with over 10 different values collected at each asset.

In the case of the Nashua project, assets were analyzed through a robust spreadsheet exercise that scored assets on their condition attributes. Once scored, sidewalk segments were ranked by relative condition, and areas with higher concentration of assets in poor condition could be identified. Armed with these results, the city is better able to prioritize re-

pairs and make more cost-effective investments overall.

Walk Audits:

Additionally in Rochester, SRPC staff and volunteers conducted an accessibility audit of all sidewalks, curb ramps, and road crossings within the downtown area of the city, regardless of ownership. Using a “walk audit” methodology developed by the American Association of Retired People (AARP), teams of volunteers and city staff recorded data and took photos on the condition, safety, and appeal pedestrian infrastructure.

Volunteers and staff took photos of any defects or barriers to help Rochester Public Works determine the appropriate action. The data collected will allow Public Works to look at the downtown area with a finer tooth comb to address specific issues on each road segment.

Transit Accessibility Study:

Strafford and Rockingham RPCs are currently working on a study of the safety and accessibility of sidewalks within the fixed route bus network in their regions. They are assessing the condition of sidewalks and crossings as well as traffic volumes and speeds, to identify places where improvements could make it safer and more comfortable for people to access the bus. Planning commission staff will

understand where barriers exist in the streetscape.

Eco-counters placed on an unpaved trail (left) and sidewalk (right).

be working with the Cities of Dover and Portsmouth to draft ordinance for making transit accessibility improvements when new developments are proposed near bus stops.

Bicycle and Pedestrian Traffic

Counting: The RPCs continually collect bicycle and pedestrian traffic data along sidewalks, multi-use paths, and recreational trails. NRPC deploys four mobile “Eco-counters,” which are typically moved every two weeks to count traffic at new and recurring sites across the NRPC region.

Data collected from these counts are used to analyze trends in bicycle and pedestrian activity and aid in project planning to accommodate and promote safe, non-motorized transportation and recreational travel. Counting how many people are walking, biking, or scooting on

a road or at an intersection can also help planners and engineers identify and justify where sidewalks, crosswalks, or paths need to be built or improved.

Public Outreach: The examples discussed above illustrate the value of quantitative data collection and assessment to drive objective decision-making. These activities, while highly valuable and effective, cannot be conducted in a vacuum. Public input can provide a “reality-check” on the data as well as educate local leaders on the collective perceptions, interests and priorities of their constituents. RPCs regularly use surveys and conduct in-person or virtual outreach events to gather this important input.

Online Resources

•SADES Pedestrian Infrastructure Viewer

•Rochester Downtown Accessibility Audit

•NRPC Bike and Pedestrian Count Viewer

•Nashua Bike-Ped LOS Public Outreach Results

NRPC Bike and Pedestrian Count Viewer

Upper Image: Flyer for virtual outreach event; Lower Image: In-person event

ILegal Q and A A Guide to Record Requests Involving Juveniles

By Jonathan Cowal, Municipal Services Counsel

t can be a daunting task trying to respond to certain requests for public records under the Right-to-Know Law given the complicated nature of exceptions under RSA 91-A. Municipalities struggle with applying the “public vs. private balancing test” to private information contained within governmental records, understanding how to apply the FOIA (Freedom of Information Act) standards to law enforcement records, and determining what information is fully exempt from disclosure vs. information that is subject to disclosure but with certain information redacted. Within this complicated web of legal analysis, the most complicated requests are arguably those which involve information about juveniles. Not only are juveniles protected more stringently in the law, but their information is generally subject to a much higher privacy expectation as well as other statutory considerations outside of the confines of RSA 91-A. This article will provide some practical guidance on how to handle record requests when the records contain information about juveniles.

Q. I received a request to provide access to records containing information about juveniles, where do I start?

A. The first place you should start whenever you receive any type of request to view records is to determine what type of request you have actually received. Most requests are going to be made as a “Right-to-Know” request or will require a “Right-to-Know” analysis and answer. However, in some circumstances, the request will be outside of RSA 91-A and come from some other authority. What this generally looks like is a request accompanied by a court order, or other legal document such as a request for discovery associated with a criminal or civil court case. If you receive a request for records accompanied by some sort of official order signed by a judge, or under a case caption with a docket number, you can reasonably assume that RSA 91-A is not applicable here, and these records are accessible by some other legal authority.

However, most requests do not contain official court orders and thus must be evaluated under a Right-to-Know analysis. Even if the records may be available to the person via a court order or the discovery process, if they have requested to view the records with no other authority cited, it is not sufficient to instruct them to seek a court order. You still must evaluate the records under a Right-to-Know analysis. Finally, there is no “magic word” needed to make a Right-to-Know request. Someone doesn’t have to cite RSA 91-A or use a specific term like “public record request.” If you receive a request to view or provide documents, and there is no court order or discovery motion attached, you should consider this to be a Right-to-Know request and respond accordingly.

Q. Are records related to juveniles exempt from disclosure under RSA 91-A?

A. Not necessarily. There is no categoric exemption contained within RSA 91-A specifically related to juvenile records. There are two ways in which juvenile records, or information about juveniles, may be exempt from disclosure under RSA 91-A. They are mentioned under RSA 91-A:4, I which states that the public has a right to inspect governmental records “except as otherwise prohibited by statute or RSA 91-A:5.” Therefore, the first way in which juvenile records may be exempt from disclosure is if they are protected by some other statute. Knowing where to look to determine if another statute applies will depend on what type of record is being sought. There are three main categories of records likely to be sought pursuant to a Right-to-Know request that may be covered by other statutes: those are delinquency records, including police reports, child protective records for things like abuse and neglect, and children in need of services, which would be most other records related to government services provided to children in need. Each of these records contain statutory exemptions listed under RSA 169-B, 169-C and 169-D respectively. However, these exemptions are not all encompassing and will need some

further explanation. See the next question below.

The second way in which juvenile records may be exempt from disclosure is if they fall under one of the exemptions contained in RSA 91-A:5. These would be personal school records of pupils, unique pupil identification information collected under RSA 193-E:5, records of the youth development center claims administration and YDC settlement fund, and other records whose disclosure would constitute an invasion of privacy. Determining whether there is an invasion of privacy involving juveniles can also be quite tricky and will require further explanation as well.

Q. If the requested records are related to delinquency, child protective services or children in need of services, what exemptions will apply?

A. Lets start with delinquency records covered under RSA 169-B. For the purpose of simplicity, we can define delinquency records as any records involving the investigation, arrest, adjudication and/or rehabilitation of those under the age of 18. This would include police reports, court documents and records, and detention center records for any facility housing delinquent minors, such as the Sununu Youth Services Center. RSA 169-B:35 has a specific exemption which states that court records of proceedings under this chapter, shall be withheld from public inspection. To understand what records are therefore exempt, we need to understand the definition of “court records.” The Supreme Court of New Hampshire recently defined this term in the case of Union Leader Corp. v. N.H. Dep’t of Safety, 2024 N.H. 35. This case dealt with the question of whether police reports involving information about juveniles

were exempt under RSA 169-B:35. Here is what the court ruled:

The term “court records” in RSA 169B:35 should not be read so expansively as to “shield the entirety of a broad category of otherwise public records from a request made pursuant to the Right to Know Law, RSA 91-A, even if that record is related to alleged unlawful conduct by unidentified minors.” The court concluded that “both of these interests can be reconciled by finding a constitutionally protected right of the press and public to a redacted copy of [police] incident reports involving juveniles.”

The exemption in RSA 169-B:35 encompasses only records generated and possessed by the courts themselves. To the extent this exception encompasses records generated and possessed by government entities outside of the court, for our purposes local police departments, the exemption will only apply to information within those records that would interfere with the rehabilitation of the minors. To the extent that redactions can be made to protect the rehabilitation of the minor while still releasing certain information, that is what is expected by RSA 91-A. Therefore, if a request is made to view public records containing information about local law enforcement’s interactions with a juvenile, you should not be simply denying access to the records as exempt. Instead, you should review the information contained within those records carefully, and release as much information as possible, while taking care to redact any information which would “interfere with the rehabilitation of the minor.” Realistically, this is going to mean redacting any identifying information about the juveniles involved. Not only would this information hinder the rehabilitation of the minor if released, but it is also the

same type of information that would likely be protected under the privacy exemption further explained below. Moving on to child protection records and records of children in need of services, there are similar exemptions contained within RSA 169-C:25 and 169-D:25. Both statutes state that the court records of proceedings under these chapter shall be kept in books and files separate from all other court records. Such records shall be withheld from public inspection. It is probably safe to apply the same analysis of the term “court records” contained in these section to the one above from RSA 169-B:35. Therefore, any records involving child protective services or children in need of services within the municipality’s possession should be evaluated for redactions to protect the rehabilitation and privacy of the minor.

Q. Are there any other statutory exemptions I need to be aware of?

A. There is one other statute that is mentioned throughout RSA 169-B,C and D, and that is RSA 170-G:8-a. All three of those statutes state that all case records, defined in RSA 170-G:8-a, shall be confidential and access shall be provided pursuant to RSA 170-G:8-a. This is not an exemption, but rather it lays out a specific process that must be followed if the juvenile record is covered under RSA 170-G:8-a. These are records of the Department of Health and Human Services which will most often be records produced by DCYF. If someone is making a request to view DCYF records that may be contained within a town’s police department, this is the statute that prevails. The records are not subject to disclosure under the Right-to-Know Law, but if the person follows the process laid out in RSA 170-G:8-a, they may be able to view such records.

Q. What if the records don’t fall under any of the other statutory exemptions mentioned above?

A. This is where we turn to the rest of RSA 91-A:4, I which states that the public has a right to inspect governmental records “except as otherwise prohibited by statute or RSA 91-A:5.”

RSA 91-A:5 contains the privacy exemption which we must always apply to information contained within governmental records when making a determination as to whether the information should be released to the

To come to this determination, the courts have established the “private vs. public balancing test.” Under this test, you must determine if someone would consider the information about themselves contained within a governmental record private. If so, there then must be a sufficient public interest in releasing that information which would outweigh the individual’s privacy interest. Only then, should private information be disclosed. When it comes to applying the private vs. public balancing test to juvenile records, the same analysis should be

A. It is always important to mention the exception to the privacy exemption contained within the last sentence of RSA 91-A:5, IV. That sentence says, “Without otherwise compromising the confidentiality of the files, nothing in this paragraph shall prohibit a public body or agency from releasing information relative to health or safety from investigative files on a limited basis to persons whose health or safety may be affected.” When it comes to juvenile records, this exception usually comes into play when you have a parent requesting records related to some sort of police involvement with their child. If the parent is a legal guardian, and is seeking information relative to the health and safety of their child, this exception would allow the government to release the information to the parent about their child, unredacted, while still taking care to redact any private information about any other individual other than the child.

 Decades of experience conducting real estate and property auctions for New Hampshire municipalities

 Comprehensive auction marketing, including custombuilt auction webpage, online and newspaper ads, property signage, and notifications to abutters and our proprietary bidder list

 Preparation of bidder materials for download and distribution

 Auction held within the municipality by experienced and knowledgeable auction professionals

 Dedicated help line for answering bidder inquiries before and after the auction

 Included skilled legal support for analyzing pre-auction legal issues, conducting real estate closings, preparing deeds, locating former owners and lienholders, and distributing excess proceeds

Our extensive Training Archive is a fantastic benefit available exclusively to NHMA members. Behind the member wall on our website, you'll find a wealth of recorded trainings, all accessible at no additional cost. These sessions are an invaluable resource for your ongoing learning and professional development.

This is just one of the many perks of being an NHMA member. Don't miss out–explore the Training Archive today and make the most of all your training membership benefits!

Tech Insights Understanding the Evolving State of AI

The world of Artificial Intelligence (AI) is hard to escape at this stage in our technology evolution.

Like when the internet was in its infancy and experiencing rapid expansion, AI, its applications and its reach are becoming both commonplace and complex. This rapidly evolving landscape is fueled by advancements in AI and advanced analytics. To be a part of that conversation and decide how best to limit or leverage this movement, it’s essential to understand what it is, how it’s being used in the modern workplace and the industry’s complicated love/hate relationship with AI. With this information, local government leaders can determine the appropriate use cases for AI that align with organizational goals and carefully weigh the risks and rewards.

The Technology Backbone of AI

Artificial Intelligence is a technology discipline. The purpose of AI is to allow machines to act similarly to human cognitive intelligence. This includes visual perception, speech recognition, decision making and language understanding. AI is made up of several subfields including Machine Learning, Deep Learning, Natural language Processing and Generative AI. Each of these subfields can be used independently

or in combination to add value to the system.

1. Machine Learning is a subset of artificial intelligence that involves developing algorithms and statistical models which enable computer systems to learn and program themselves from experiences without being explicitly programmed.

2. Deep Learning is the subfield of machine learning, supporting algorithms that are inspired by the structure and function of the human brain, and named artificial neural networks. Deep learning models can learn complex patterns from data, which makes them well-suited for a wide range of tasks, such as image recognition, natural language processing, and machine translation. Deep Learning is comprised of discriminative AI and generative AI. Where discriminative is used to predict or classify based on learning a data set, generative AI is used to create new content based on learnings for existing content.

3. Natural Language Processing (NLP) is the field of artificial intelligence where computer science meets linguistics to allow computers to understand and process human language. NLP systems can perform a variety of tasks, such

as machine translation, text summarization, and sentiment analysis. NLP is often used in conjunction with machine learning to develop more sophisticated AI systems.

4. Generative AI is a type of AI that can create new and original content, such as images, videos, or text. This is achieved using deep neural networks that can learn from large datasets and generate new content that is like the data it has learned from.

5. A Large Language Model (LLM) is a deep learning algorithm that can perform a variety of NLP tasks. Large language models use transformer models and are trained using massive datasets.

Current State & the Expansion of Generative AI

In its simplest form, AI is the next step evolution of decision-support systems that are pre-defined or algorithmic. Both AI and machine learning try to solve specific problems by analyzing historical data and outcomes to predict or suggest a likely action. Before November 2022 and the introduction of ChatGPT, AI was typically embedded in complex systems and used to

enable the system to automate a process or predict a response.

Classic AI is typically used in systems to provide four key functions:

1. Describe what has happened

2. Diagnose why it happened

3. Predict what will happen next 4. Provide prescriptive optimization decisions based on learned experiences

Most people interact with AI through a specific device or system to address a specific task such as bank fraud detection systems, IT operations, the Netflix video selection screen or Amazon Alexa. Since ChatGPT was introduced (and follow-on Generative AI tools), the power of deep learning systems is now accessible by anyone with access to the internet by simply using human language to interact with the system. Deep learning systems use artificial neural networks to learn complex patterns from massive amounts of data, which allows them to be used for a wide range of tasks such as image recognition and natural language processing.

ChatGPT introduced the world to Generative AI, which does not simply predict outcomes based on learned ex-

periences, but also provides the ability to create new content based on those large learning models. This is a very big deal in terms of enhancing productivity when you think of all the use cases that are opened by introducing quality content creation by computer systems. And since these systems are not just accessible to researchers in universities, the outcomes are endless.

Common Generative AI Use Cases

Content Creation

Generative AI can be used to create all sorts of content, including marketing artifacts, blog posts, articles, code, scripts, music, and even art. This can be a huge time-saver for businesses and creators, and it can also help to improve the quality and consistency of content.

Product Development

Generative AI can be used to develop new products and services more quickly and efficiently – helping to determine which ideas are worth pursuing and maximizing time with the testing and iteration process to get a viable product faster.

Research

Generative AI can be used to create synthetic data for research purposes. This can be useful for research in fields such as pharmaceuticals, finance, social sciences and product development. Synthetic data is easier to generate than rule-based test data and provides a data-driven testing approach that can speed software development based on real quality information. It can expand human ability and offer tools to reach new levels of performance.

It is important to note that AI is a general technology and each industry (banking, healthcare, government, etc.) has found and will continue to find applicable benefits as they inte-

grate it into their processes and tools over the coming years. However, like any new major technology, Generative AI is highlighting the advantages and the concerns associated with these uncharted territories in technology.

Top Concerns with the Advent of Generative AI

Any discussion on AI is marked by two opposing sides of the story. Do the benefits outweigh the risks or vice versa? The industry is wrestling with a list of potential pitfalls created with the mainstream use of such a sophisticated technology that will continue to require attention, understanding and protections.

Misinformation and Disinformation

Generative AI can be used to create realistic but fake content, such as deepfakes synthetic media. We have seen this at every scale, including recent global “information warfare” that leveraged state-sponsored deepfake videos of President Zelenskyy to create panic and confusion. In this case, we see how AI can be used as a weapon just as much as a tool.

Bias

Generative AI models are trained on large datasets of existing content. If this data is biased, then the generative AI model will also be biased. In simple terms, the data provided may have more “X” than “Y” and so will weight an “X” value over “Y” which in context may not be intended and can thereby affect the output accordingly.

Privacy and Security

Models often require access to large amounts of personal data in order to be trained. This raises concerns about privacy and security, especially if the data is not handled properly by the AI in generated responses. It requires policies and processes to be put in place for added protections.

Intellectual Property

Generative AI can be used to create content that is very similar to existing copyrighted content. This raises concerns about copyright infringement and intellectual property theft.

Job Displacement

Generative AI has the potential to automate many tasks that are currently

thetic media a job threat. However, it can also force existing labor to transform how they operate to harness the power of AI for faster, less costly content creation.

The Evolving State of AI

When AI technology emerged into mainstream culture, it unleashed a world of possibility and along with it - problems. This is not a new paradigm. Like every iterative technology before it, the potential of AI is best realized with parameters and a deeper understanding of how to harness the power to improve business systems, research and development and innovation. So, what is the current state of AI? It’s “under construction.” There’s a lot left to learn and realize about its uses in so many applications across industries, but the framework is here and it’s backed by decades of data and more being added every day. It’s just the beginning.

To learn more about how you can harness the power of AI and mitigate the pitfalls, visit redriver.com/ai or contact us at info@redriver.com.

Court Update

Now available online: June 2024

By Stephen C. Buckley, Legal Services Counsel and Jonathan Cowal, Municipal Services Counsel

The Eighth Amendment Bar Against Cruel and Unusual Punishment Does Not Bar Local Government from Enforcing Laws Banning Camping on Public Property, City of Grants Pass, Oregon v. Johnson Et Al., United States Supreme Court Case No. 23-175 06/28/2024

NAME THAT TOWN OR CITY ?

This town was granted to Rev. Andrew Gardner and 61 others on September 10, 1761, by Governor Benning Wentworth, named for William Pulteney, 1st Earl of ___. Settled initially by John Herriman from Haverhill, Massachusetts, in 1765, the original grant terms were not met, leading to a regrant on March 29, 1769, by Governor John Wentworth. The 1790 census listed 493 residents.

Located at the head of navigation on the Connecticut River and protected by the Green and White Mountains, the town flourished, becoming "one of the busiest and most prosperous villages in northern New Hampshire." By 1830, the population was 1,627. By 1859, it had two gristmills, two sawmills, and industries such as a woolen mill, creamery, distillery, and starch factories. On February 1, 1872, a fire destroyed the Congregational church, the ___ Hotel, and several homes. The church was rebuilt in 1873. By 1874, the town had railway service from the Boston, Concord, and Montreal and White Mountains (N.H.) Railroad.

With Haverhill developing into a key railroad junction, the commercial center shifted there. By 1886, the town was in decline, but this preserved much early architecture, especially in Federal and Greek Revival styles. The Brick Store, built in 1824 and designed by Alexander Parris, was a central feature until it closed in 2020.

ANSWER TO PHOTO IN THE JULY/AUGUST ISSUE:

The photo on page 39 in the last issue of New Hampshire Town and City magazine is that of the Town of Carroll.

Special thanks to Marshall Buttrick who responded with the correct answer!

For 40 years, HealthTrust has provided exceptional service with our high-quality, cost-effective benefit plans and programs to New Hampshire’s public employers, employees, retirees and their families. We also make sure they know how to use the valuable benefits you offer them! Our Benefits and Wellness Advisors can present education sessions at your workplace or virtually, and our knowledgeable Enrollee Services Representatives are ready to answer questions by phone, email, or secure online message. The coverage and resources your employees need, provided with the personal, caring service they deserve – that’s the HealthTrust difference!

Photo by David Salois