Section V, Personnel Matters
The Board authorizes the President of the College to recommend employees for hire and direct the work of employees; to promote and assign employees; to evaluate, demote, transfer, suspend, discharge or terminate employees; and to take such actions as may be necessary in times of emergency.
A. The President shall, at each Board meeting, present to the Board for approval the names of any employees who have completed their trial period and are recommended for employment by the Governing Board.
B. The Board shall annually approve the employment of all College personnel for the next fiscal year. Persons recommended for employment by the President may perform duties, on a temporary basis, pending employment by the Governing Board.
Effective Date: 1/13/15
Family members of the Governing Board shall not be hired. Work-study student employees are excluded from this prohibition.
The hiring, promoting, transferring, demoting or reassigning of employees is prohibited if the result is the creation of a supervisor/subordinate relationship between family members, an actual conflict of interest, or the appearance of a conflict of interest exists. If a supervisor plans to marry or cohabitate with a person under his or her supervision, Human Resources shall be notified at least (30) days in advance in order to arrange a transfer. An employee shall be transferred in accordance with terms of the appropriate Collective Bargaining Agreement, if any.
For the purposes of this policy, family members include parents, children, spouses, domestic partners, grandparents, grandchildren, siblings, half-siblings, great-grandparents, great-grandchildren, aunts, uncles, nieces and nephews, mother-in-law, father-in-law, step-parent, son-in-law, daughter-in-law, step-child, step-brother, brother-in-law, step-sister, sister-in-law, adopted children, domestic partner children, and any other person who is a member of the employee’s household.
The Board shall approve an Employee Handbook containing all administrative policies and directives affecting employees.
A. Policies and directives shall cover, but not be limited to, the College's mission, vision, values and goal, organization, employment policies, code of conduct and workplace behavior, wage and salary policies, benefits, work rules and calendar, leave policies, professional development, substance abuse, discipline and grievance procedures, records, publications and research projects, and use of College property.
B. The Employee Handbook shall be distributed to all employees at the time of hire and thereafter as new editions are published.
C. The Board directs the President to seek the advice of the employees in formulating recommendations about matters affecting the employees.
In accordance with the New Mexico Public Employee Bargaining Act, the Governing Board shall adopt a policy that sets forth the manner and means for collective bargaining at the College and establishes a Central New Mexico Community College Labor Relations Board.
The Governing Board believes that the successful delivery of the educational services offered to the community by the College depends on the performance of all members of the staff: administrative, instructional, and support. Outstanding performance requires competency, commitment, and continued motivation of members in each employment category. The Board, therefore, directs the President to provide for continued development of employee competencies through appropriate professional development activities.
The Governing Board believes it may at times be in the best interest of the College and its students to hire faculty who do not hold a baccalaureate degree but possess current and relevant knowledge of the subject matter to be taught. The Board shall adopt such a policy in keeping with its responsibility to provide students with training that leads to employment.
The College has committed its resources to creating an environment that fosters learning. Such an environment depends in part on the physical, emotional, and social well-being of students and staff. Abuse of alcohol and drugs impairs work and academic performance, poses a threat to the health and safety of the College community, and undermines the learning environment. The Board is committed both to maintaining a drug- and alcohol-free campus and to helping students and staff solve drug- and alcohol-related problems. The Board will support the laws of the city, state and federal government regarding the use, sale or possession of controlled substances or alcohol. Nothing in this policy should be construed as prohibiting the lawful use of alcoholic beverages for academic purposes in the Culinary Arts and Hospitality and Tourism Programs as long as such use is consistent with standard industry practices.
In accordance with those laws, and in the spirit of supporting the physical and social well-being of students, faculty, and staff, the Board directs the President to have in effect a policy on controlled substances and alcohol. CNM also recognizes the dangerous substances contained in cigarettes and other tobacco products to include e-cigarettes as well as the harmful effects on the user and the second-hand impact on others who come into contact with these products. CNM is a smoke-free institution and all tobacco and tobacco-related products are banned from all CNM campuses except in clearly marked designated smoking areas. This policy complies with the Dee Johnson Clean Indoor Act.
An official calendar shall be adopted annually by the Board.
No employee of the College may furnish to anyone home addresses or telephone numbers of employees or students without their consent.
Effective Date: 5/10/16
CNM is committed to having a drug-free and alcohol-free campus that prohibits the unlawful possession, use, or distribution of illegal drugs and alcohol by faculty, staff, and students. This policy covers all property and facilities owned, used, leased or controlled by CNM and any other site where CNM business is being conducted, including motor vehicles. Controlled substances are defined in Schedules I through V of the Controlled Substances Act, 21 U.S.C. 812 and implementing regulations, 21 CFR 1308.11-08.15. This policy is not intended to supersede or negate any existing policies on substance abuse, student or employee discipline or any additional requirements imposed on CNM or its students, instructors or staff by federal or state law.
Standards of Conduct
Use of illegal drugs and the unlawful use of alcohol does not align with CNM’s institutional values and adversely affects the CNM community. CNM policy forbids the illegal use of drugs or alcohol by students and employees while on or off campus.
The legal age for alcohol consumption is 21 years of age. Any underage student consuming alcohol is violating standards for student conduct. Alcohol use and abuse can lead to unlawful conduct such as driving under the influence or public intoxication.
The penalties for misconduct range from a written warning to expulsion from CNM. Violators of this policy or the Student Code of Conduct will be referred to the Office of the Dean of Students for assessment. Sanctions may include:
- Written warning
- Required participation in an approved substance abuse treatment program
Employees who are not in compliance with this policy are subject to discipline up to, and including, termination. In addition to disciplinary action by CNM, students and employees may face local law, state, or federal sanctions.
Penalties for even the most minor violations of the New Mexico Liquor Control Act can include fines of up to $300, confiscation of property and imprisonment for up to 7 (seven) months. More serious violations carry greater penalties, with larger fines and longer imprisonment. Penalties for illegal drug use can include significant fines and imprisonment. Penalties for illegal sale of drugs are greater and may include property confiscation. Alternative penalties for illegal drug and alcohol use may also include mandatory community service. Violation of laws by a foreign national may result in deportation.
Driving or using machinery after drinking or using drugs creates the risk of injury or even death for the user and others. Penalties include criminal charges, up to and including homicide, as well as loss of the driver’s license and impoundment of the vehicle. In drug-related cases a court may permanently suspend eligibility for federal benefits, including student financial aid. Moreover, a criminal record can seriously hurt education and career opportunities. Alcohol and drugs are also factors in homicide, assaults, rapes, suicides and family and date violence. Alcohol is significantly involved in all types of accidents: motor vehicle, home, industrial and recreational.
Drug and alcohol use carries serious health risks. The risks include:
- Adverse effects from withdrawal
- Unwanted pregnancy
- Sexually transmitted diseases (including HIV)
- Poor academic performance
- Lung, liver and kidney problems
- Memory loss
- Mood swings
- Muscle weakness
- Violent behavior
- Alcohol and Other Depressants (barbiturates, sedatives, tranquilizers) – Addiction, accidents as a result of impaired ability and judgment, alcohol poisoning, overdose when used with other depressants, damage to a developing fetus, heart and liver damage.
- Marijuana – Impair short‐term memory, thinking, and physical coordination. Can cause panic reaction and increase risk of lung cancer and emphysema. Can interfere with judgment, attention span, concentration, and overall intellectual performance. Impairs driving ability. May cause psychological dependence and compromised the immune system.
- Cocaine – Addition, cardiovascular system damage including heart attack, brain damage, seizures, lung damage, severe depression, paranoia, psychosis. Similar risks are associated with other stimulants, such as speed and uppers.
- Nicotine – Tobacco smoke contains thousands of chemical compounds, many of which are known to cause cancer. Nicotine, which is a central nervous system stimulant, produces an increase in heart and respiration rates, bold pressure, adrenaline production and metabolism. People can rapidly become physically and psychologically dependent on tobacco. Compromises the immune system.
- Inhalants – Inhalants are a diverse group of chemicals that easily evaporate and can cause intoxication when their vapors are inhaled. Most inhalants are central nervous system depressants. Use of these drugs slows down many body functions. High doses can cause severe breathing failure and sudden death. Chronic abuse of some of these chemicals can lead to irreversible liver damage and other health problems.
- Prescription Drug Abuse – Adverse reactions, dependency, withdrawal, and overdose.
Many resources are available for alcohol and other drug prevention education and counseling. Community resources include:
- AGORA Crisis Center (505) 277-3013
- Al-Anon Information Service (505) 262-2177)
- Alcoholics Anonymous (505) 266-1900
- All Indian Pueblo Council; Alcoholism Program (505) 884-3820 ext. 25
- Narcotics Anonymous (505) 260-9889)
- National Council on Alcoholism & Drug Dependence (505) 256-8300)
- Rape Crisis Center (505) 266-7711
- UNM Center for Alcoholism, Substance Abuse and Addictions (CASAA) (505) 768-0150
- UNM Mental Health Center; Psychiatric Crisis Unit (505) 272-2920 or (505) 272-2800
- Suicide Crisis-Emergency Telephone (505) 247-1121
- Vet Center Readjustment Counseling (505) 766-5900
- For employees: Deer Oaks (Employee Assistance Program) (866) 327-2400.
Students may contact the Office of the Dean of Students at (800) 453-1304, Monday through Friday from 8 a.m. to 5 p.m., for more information. Employees may contact Human Resources at (505) 224-4600, Monday through Friday from 8 a.m. to 5 p.m., for more information. In the event of an emergency, please dial 911.
Each new student and new employee will receive this policy during orientation. This policy will also be available to all students and employees, at any time, on the CNM website via the following link: cnm.edu/about/gov/governing-board-handbook/sec5. CNM’s Security Department shall ensure that this policy is distributed in writing to all employees every September. The Office of the Dean of students shall ensure that this policy is distributed in writing to all students every September. Both the Security Department and the Office of the Dean of Students shall review this policy’s effectiveness biennially. A report shall be created as part of the review process and all necessary changes shall be implemented.