2009 New Mexico Statutes
Chapter 27 - Public Assistance.
Article 7A - Employee Abuse Registry Act
Section 27-7A-3 - Employee abuse registry.

27-7A-3. Employee abuse registry.

A.     The department shall establish an "employee abuse registry" of employees and enter into the registry names of employees with substantiated abuse, neglect or exploitation charges as determined by the department pursuant to the Employee Abuse Registry Act [27-1-1 NMSA 1978].

B.     Before a provider hires or contracts with an employee, the provider shall inquire of the department's registry as to whether the employee is included in the registry.

C.     When the department's registry receives an inquiry, the department shall inform the provider whether an employee is included in the employee abuse registry.

D.     Providers that hire employees shall document that they have checked the abuse registry for each applicant being considered for employment or contract.

E.     A provider shall not hire or contract with an employee in a direct care setting who is included in the employee abuse registry.

F.     The department or other governmental agency may, at its discretion, terminate or not enter into or renew a contract with a provider that fails to comply with the provisions of Subsection E of this section.

G.     A provider, including its administrators and employees, is not civilly liable to an applicant or an employee for a good faith decision to employ, not employ or terminate employment pursuant to the Employee Abuse Registry Act.

H.     After a period of three years, an employee placed on the employee abuse registry may petition the department for removal of the employee's name from the employee abuse registry.  Petitions for removal shall be in writing and mailed or hand delivered to the department.  Within thirty days of the department's receipt of a petition, the secretary shall issue a written decision on the petition and provide that decision to the employee in person or by certified mail.  If the secretary denies the petition, the employee may, within ten days of receipt of that decision, request a hearing.  If an employee requests a hearing, that hearing shall be conducted by an independent hearing officer.  An employee aggrieved by the final decision following a hearing shall have the right to judicial review pursuant to the provisions of Section 39-3-1.1 NMSA 1978.