New Mexico News & Analysis

  • COMPS: coming soon to a workplace near you

    Winter has already come to the Rocky Mountains, but another challenge is looming on the horizon for Colorado employers. In November, the Colorado Department of Labor and Employment’s (CDLE) Division of Labor Standards and Statistics proposed replacing Minimum Wage Order #35 with Colorado Overtime and Minimum Pay Standards (COMPS) Order #36. If it becomes final in March as expected, COMPS Order #36 will change Colorado’s minimum wage and overtime landscape for employers in several key ways. The two most significant changes are expanded coverage and higher salary thresholds for exempt employees, but there’s a lot for Colorado employers to digest beyond those two changes.

  • Employer not liable to employee-spouse of a whistleblower

    Imagine the following scenario—an employee alerts you to a current business practice that (potentially) violates relevant regulations. Not long after, you terminate him for performance-related reasons. On the same day, you also fire the whistleblower's spouse—who had been an employee as well—for performance-related reasons. How protected are you should the whistleblower or his employee-spouse file a claim against you for violating Idaho's Whistleblower Act? Consider the following case summary.

  • Coping with loss in the workplace requires more than just implementing a policy

    Perhaps no other subject in the workplace requires more sensitive treatment than the death of an employee. Bonds among people who work together every day can be strong, and coworkers can be left reeling from the loss of one of their own.

  • Hiring challenges persist despite effective recruiting and smart candidates

    Employers are getting used to dealing with an almost constant talent search. The postrecession economic growth over the past decade has spurred employers to create more jobs, and while that would seem to be good news, the challenge of filling those jobs is often daunting.

  • How to keep the peace this election season

    It might be cold outside, but the 2020 election season is heating up. These days, political tension seems to spread like wildfire, and the workplace is no exception.

  • Q - A: Posting notices conspicuously: Its the law!

    Q We are moving into a new office space with two buildings joined in the middle by a breezeway. Will we need to post workers' compensation and Occupational Safety and Health Administration (OSHA) notices in both buildings, or is one building sufficient? What other employee notices are we required to post?

  • Spring cleaning can wait: retaining recruitment records for nonhired applicants

    Q How long should we retain recruitment records such as job applications and interview notes for candidates who aren't hired?

  • Pinpointing an employees date of hire

    Q One of our employees was originally hired on August 18, 2017, as an independent contractor. She completed her assignment on December 10, 2018, and was brought in as a temporary in-house staffing coordinator the next day. We eventually hired her as a permanent full-time employee on January 5, 2019. What would be considered her official date of hire?

  • Cutting-Edge HR

    Political talk disruptive? 'Guardrails' can help. The Society for Human Resource Management's (SHRM) Politics at Work survey, released in November, reveals that 42% of respondents have personally experienced political disagreements at work, and 34% say their workplace isn't inclusive of differing political perspectives. What should you do about such disruptions? SHRM President and CEO Johnny C. Taylor, Jr. says companies shouldn't try to quash political conversations. "But what they can do is create inclusive cultures of civility where difference isn't a disruption," he says.

  • HR Technology

    Report says HR risks becoming irrelevant without modernization. A new report from KPMG finds that three in five HR leaders surveyed believe the HR function will soon become irrelevant if it doesnt modernize its approach to understanding the future workforce. One of the key findings highlighted in Future of HR 2020: Which path are you taking? centers on what the report calls HRs defining challenge: shaping the workforce. Fifty-six percent of the surveys HR respondents said that preparing the workforce for artificial intelligence (AI) and related technologies will be the biggest challenge.