Minimum wage compliance starts with knowing which rate applies to your business. Below, we’ll cover the 2026 minimum wage in Albuquerque, local ordinance considerations, and how employers can approach payroll planning with greater clarity.

Employee classification is more than an HR task. It directly affects payroll accuracy, employment compliance, and your organization’s legal risk.

For those of you who recently saw our prior post regarding rules around the Fair Labor Standards Act increase in threshold, the Pregnant Workers Fairness Act, and banning non-compete agreements, the Feds continue to be busy with additional laws.

As has been the case since the return to work from the pandemic, hiring and retention continue to be issues as people retiring or leaving to other employers seem to continue to outpace the numbers of potential employees for your organization.

Get clear on New Mexico’s 2025 minimum wage rates, including state and key local requirements, so your business stays compliant with payroll and posting obligations.

Learn how to evaluate and select the right HR tools—from HRIS to payroll and performance systems—so your organization improves efficiency, data accuracy, and employee experience with support from Southwestern HR Consulting.

On August 23, 2024, the Fifth Circuit (Western District of Texas) made a determination in an appeal received from the Restaurant Law Center and the Texas Restaurant Association against the US Department of Labor (DOL) challenging restrictions to the tipped credit rule. 

In April of this year, the Federal Trade Commission (FTC) passed a rule disallowing the use of most non-compete agreements, which was to take effect on September 4, 2024.

The US Department of Labor (DOL) just published a news release related to worker retaliation. In this case, the nail salon cited agreed to pay back wages and damages, averting further litigation.

A new DOL rule permits certain non-employees to accompany workers during OSHA inspections. Critics say it may expand participation beyond the rule's original scope.

The OFCCP has announced the opening of the Contractor Portal for federal contractors to complete their Affirmative Action Program certification for the April 1–July 1, 2024, period.

As promised last week, we are going to talk a little more about at-will employment. If you are a private employer, you are going to want some at-will language in your Employee Handbook. 

In October of 2023, the National Labor Relations Board (NLRB) issued its final rule for rescinding and replacing the joint employer status under the National Labor Relations Act (NLRA).

Well, by now you have learned that SB3 with amendments did not pass the House. If you were concerned about having to implement a policy and process around the Act, if passed, and are now breathing a sigh of relief that you don’t have to do anything, think again.

On January 10, 2024, the US Department of Labor announced an updated final rule regarding guidance on independent contractors and employees.

The New Mexico Legislature technically begins on 1/16/24 but legislation is already being pre-filed. The only Human Resources (HR) pre-filed legislation as of the beginning of this week is House Memorial 1.

Below is Southwestern HR Consulting’s version of the Year in Review for all things HR. Enjoy reminiscing and, for those items still in process, looking towards items we’ll be tracking into the new year.

On October 2, 2023, the EEOC published proposed guidance in the Federal Register for comment. The proposed guidance clarifies situations related to harassment and discrimination based on LGBTQ+ status.

On October 31, 2023, the National Labor Relations Board (NLRB) executed a Memorandum of Understanding that enables the NLRB and the Occupational Health and Safety Administration (OSHA) to expand coordination between the agencies, which allows the sharing of information and includes partnering on investigative efforts and enforcing anti-retaliation provisions.

The Equal Employment Opportunity Commission (EEOC) just finalized its FY2024-2028 Strategic Enforcement Plan (SEP) after three public listening sessions and after having received comments during the 30-day public period.