Littler Lightbulb: What’s New in New Mexico?



New Mexico has been making waves with several noteworthy labor and employment developments. This Lightbulb will highlight interesting legal quirks in the Land of Enchantment, along with recently enacted and proposed legislation. The Littler Albuquerque office will be carefully monitoring these, and other state and local, issues as they unfold.

  • The “Red Flag” Gun Law: On February 25, 2020, Governor Michelle Lujan Grisham signed SB 5, the Extreme Risk Firearm Protection Order Act. This “red flag” law, which takes effect May 20, 2020, allows a court to issue a protection order (PO) requiring an individual to turn over their firearms and forbidding the purchase or attempted acquisition of a firearm. Although PO petitions must be filed by law enforcement officers, the new law authorizes certain family members and others—including employers—to request a PO and provide evidence. Law enforcement must file a petition for a PO “upon receipt of credible information . . . that gives the agency or officer probable cause to believe that a [person] poses a significant danger of causing imminent personal injury to self or others by having in [their] custody or control or by purchasing, possessing or receiving a firearm.” If the court finds probable cause based on the petition, it must issue a temporary PO and conduct a hearing within 10 days. If, after the hearing, the judge finds by a preponderance of the evidence that the individual poses a significant danger, a one-year extreme risk firearm PO must be issued. The red flag law adds New Mexico to the ranks of 17 other states with similar laws in effect.  
  • Pregnancy Accommodations. The New Mexico legislature is also advancing several new measures of interest to employers. HB 25, for example, would amend the state’s human rights act (applicable to employers with four or more employees) to prohibit workplace discrimination on the basis of pregnancy, childbirth, or a related condition. It would also require employers to provide reasonable accommodations to employees or applicants due to pregnancy, childbirth or related conditions, unless such accommodation would create an undue hardship. The bill defines “reasonable accommodations” as “modification or adaptation of the work environment, work schedule, work rules or job responsibilities.” HB 25, which received unanimous support in the legislature, is pending before Governor Lujan Grisham.
  • Restricting Nondisclosure Agreements. Governor Lujan Grisham is also considering—and is expected to sign—a bill (HB 21) that would void confidentiality provisions in settlement agreements relating to claims of sexual harassment, discrimination or retaliation in the workplace. Under the measure, a confidentiality provision would be permitted in such situations only if: “(1) it relates to the monetary amount of the settlement; or (2) at the employee’s request, it prohibits disclosure of facts that could lead to the identification of the employee.” If adopted, HB 21 would apply to agreements between private employers and current or former employees executed on or after May 20, 2020.
  • Santa Fe Minimum Wage Increase. On the local level, the City of Santa Fe increased its minimum hourly wage, effective March 1, 2020. The minimum wage is now $12.10 per hour, up from $11.80.
  • Tribal Casino Immunity. In its recent opinion in Mendoza v. Isleta Resort and Casino, the New Mexico Supreme Court found that a tribe does not waive its sovereign immunity to workers’ compensation claims merely by committing in a tribal gaming compact to establish a workers’ compensation program. Though the ruling is a win for tribal employers hoping to protect their sovereignty against state workers’ compensation agencies, the court also warned parties not to be too cavalier. Tribal employers should review the decision and take appropriate steps to help safeguard their sovereign immunity in similar circumstances.

New Mexico employers should take this opportunity to review any policies and procedures potentially affected by the above developments. Employers also should stay tuned for more twists and turns as the state legislative session progresses.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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