HB 47 amends New Mexico law to change how school districts and charter schools cover insurance costs for their employees. It requires these entities to pay at least 80% of insurance costs for employees earning under $50,000 annually, 70% for those earning $50,000-$60,000, and 60% for those earning over $60,000. The bill also mandates a study on the long-term sustainability of these insurance programs and includes provisions for cost-containment measures in health benefit plans. This directly affects public school employees and school districts across New Mexico, shifting their contribution responsibilities compared to current law.
SB 71 amends New Mexico's Public Employees Retirement Act (PERA) to include public safety telecommunicators (emergency call center staff) as eligible for "police member" coverage under PERA. This change directly affects current public safety telecommunicators employed by local governments, allowing them to elect to join the police member retirement plan instead of their current plan. The bill establishes an election process for these employees to choose whether to adopt the police member coverage plan, which typically offers different retirement benefit structures. The amendment modifies PERA definitions to explicitly cover telecommunicators under the "municipal police member" category (as defined in Section 10-11-2). The bill is currently pending referral to Senate committees.
HB 43 amends New Mexico's Public Employees Retirement Act to clarify disability and survivor pension rules, including removing inconsistencies in survivor pension calculations. It creates a disability review committee within the retirement board to handle disability retirement claims. The bill also allows state fire members and other eligible public safety workers (like police officers) to earn retirement service credit during approved workers' compensation leave if their employer continues paying both employee and employer pension contributions. Technical changes are made to service credit purchase and reinstatement procedures for members.
SB 129 would expand New Mexico's employment protections for medical cannabis patients by prohibiting employers from taking adverse actions (like firing, demoting, or refusing to hire) based on conduct permitted under the Lynn and Erin Compassionate Use Act. It directly affects medical cannabis patients and employers, with key exceptions: the law does not apply to on-premises use during work hours, safety-sensitive jobs, or situations where federal law would be violated. The bill aims to clarify that employers cannot penalize patients for using medical cannabis outside work hours, as long as they remain qualified patients and comply with state law. This amendment updates existing protections in Section 26-2B-9 of the state code, though the bill was replaced by a committee substitute on February 5, 2026.
HB 115 (New Mexico, 2026) adds specific protections for nurses who invoke "safe harbor" when they believe an assignment is unsafe or question a medical order. It requires healthcare facilities to establish clear processes for nurses to formally request safe harbor (including written documentation and supervisor notification), conduct post-occurrence reviews involving other nurses, and prohibits retaliation like demotion or termination for good-faith requests. The bill directly affects nurses and healthcare facilities by mandating structured procedures to address safety concerns without fear of punishment. It focuses on concrete policy changes: standardizing safe harbor requests, documenting them, and explicitly banning workplace retaliation against nurses who use the process.
HB 132 would create a legal presumption that specific health conditions are work-related for New Mexico police officers, directly affecting commissioned officers (including sheriffs, deputies, and certain missile range civilian police) who meet the eligibility criteria. The bill presumes that PTSD (after 20 years for pre-2013 hires, 25 years for later hires), back pain from wearing a duty belt, and heart issues (same timeframes) were caused by employment. Employers could rebut these presumptions with evidence showing non-work-related causes, but would initially cover medical treatment until a court rules otherwise. If a court finds the condition isn’t work-related, the employer’s insurer would be reimbursed by the officer’s health insurance plan.
SB 95 prohibits antisemitic discrimination across New Mexico by amending the Human Rights Act. It defines "antisemitic" as hatred toward Jewish people (including verbal or physical acts against them or those perceived as Jewish, their property, or Jewish community spaces) and explicitly includes this form of bias under existing anti-discrimination protections. The bill applies to all entities covered by the Human Rights Act, including employers, public accommodations, government bodies, and their employees or contractors. It ensures individuals harmed by antisemitic discrimination can file claims through the established Human Rights Act process, without creating new enforcement mechanisms.
SB 188 creates a new law requiring New Mexico public school districts and charter schools to provide up to 12 weeks of paid parental leave to full-time school employees who have worked for 52 consecutive weeks. The leave covers birth, adoption, or foster care placement of a child, is paid at the employee’s regular rate, and must be used within a 52-week period. School districts will be reimbursed by the state for costs like substitute staff, and schools must report on employee demographics and leave usage annually. This law directly affects school employees and ensures job protection during leave without impacting retirement benefits or requiring leave exhaustion.
SB 120 creates a tax credit for New Mexico local news organizations that employ journalists. It allows qualifying owners (individuals or businesses) to claim a credit equal to 30% of wages paid to each eligible journalist, capped at $50,000 per journalist annually. The credit applies to taxable years before 2031, with a total annual limit of $4 million across all credits. To qualify, a journalist must work at least 25% of the year for a local news organization that meets specific content, ownership, and audience requirements (e.g., publishing local stories or serving New Mexico audiences).
HB 145 extends the deadline for businesses to apply for New Mexico's High-Wage Jobs Tax Credit. The bill amends the existing tax code to require annual applications to be filed by December 31 of the year following the qualifying period, instead of the previous deadline. This credit allows eligible employers to claim 8.5% of wages for new high-wage jobs (capped at $12,750 per job), directly affecting businesses creating qualifying positions in New Mexico. The change simplifies the filing timeline but maintains all other eligibility rules, such as wage thresholds, occupancy requirements, and restrictions on jobs created through business mergers.
