Littler Lightbulb: What's New In New Mexico? - Employment and HR - Mondaq Mexico - Mondaq Business Briefing - Blogs - VLEX 841023922

Littler Lightbulb: What's New In New Mexico?

Author:Ms Charlotte Lamont
Profession:Littler Mendelson

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 othersincluding employersto 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...

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