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Central NM SHRM Newsletter: June 2026
President's Report
June is a good time to pause and take stock of the year so far. The pace of work has not slowed, and HR continues to play a critical role in helping organizations navigate change, people challenges, and evolving workplace needs.
The photo included this month captures a great moment from our recent Central NM SHRM breakfast meetup. It was energizing to see members connect in person, share ideas, and learn from one another. We received so much positive feedback from attendees, and it reinforced just how valuable these opportunities are for building community and having real, meaningful conversations.
Central NM SHRM exists to support you in the work you do every day. Through practical learning, shared experiences, and connection with peers, our chapter aims to be a trusted resource and a place where HR professionals can stay grounded and informed.
As we move into summer, we are excited to offer a full schedule of virtual events that allow you to stay engaged and continue learning, even during a busy season. We are also looking ahead to another breakfast meetup in August and are already looking forward to bringing everyone together again.
Thank you for being part of Central NM SHRM and for the energy and insight you bring to our community. Your involvement is what makes this chapter strong, and we look forward to a productive and engaging summer ahead.
Thanks for Joining Us!
Thank You for Joining Us — Imposter Syndrome Virtual Roundtable
Thank you to everyone who joined our Imposter Syndrome Virtual Roundtable, presented in partnership with NMSU Global Campus. Together, we explored a topic that resonates with professionals at every level: that quiet feeling of not belonging, not being ready, or simply not being enough — despite all evidence to the contrary.
What made the conversation so powerful was how universal it felt. Imposter syndrome shows up across industries, titles, and experience levels. We unpacked where that self-doubt often comes from — the stories we tell ourselves, the absence of honest feedback, the habit of comparing our insides to everyone else's outsides, or the belief that we need to have all the answers before we can contribute. One of the session's most resonant moments came from a simple reframe: separating the facts from the narrative we attach to them. When doubt creeps in, ask yourself — what would I tell a trusted colleague who came to me feeling this way? The conversation itself proved one of its own points: when we talk about imposter syndrome openly, we take away some of its power. Time and again, participants found that others in the room were navigating the same thing.
The takeaway we'll carry forward: you are not alone. By sharing our experiences, inviting honest feedback, and questioning the stories we tell ourselves, we make room for confidence, growth, and belonging.
We're Excited To Share!
New Partnership Enhances Member Learning Opportunities
We're excited to share that Central New Mexico SHRM has partnered with New Mexico State University Global Campus and NMSU Microlearning to enhance the member experience and support professional growth across our HR community.
Through this collaboration, our virtual programs will be hosted on NMSU's innovative Microlearning platform, providing members with a more engaging and organized learning experience. In addition to attending virtual events, members will have access to an on-demand resource center featuring event recordings, job aids, and other valuable professional development resources.
This partnership reflects our shared commitment to making learning more accessible, practical, and impactful for HR professionals throughout New Mexico.
Together, we're empowering professional growth and creating even greater value for our members. 🌟
Upcoming Chapter Events
Resume & Mock Interview Workshop
Central NM SHRM is hosting a free Resume & Mock Interview Workshop designed to help individuals prepare for their next professional opportunity. Whether you're pursuing a new role or seeking advancement in your current career, this workshop will provide practical support to help you put your best foot forward.
Participants will have the opportunity to receive resume guidance and interview preparation assistance from volunteers representing a variety of industries. The event will also offer valuable networking opportunities and insights from experienced professionals.
All are welcome to attend: Register Here!
Date: Friday, June 26, 2026
Time: 9:00 a.m. – 1:00 p.m.
Location: Roadrunner Food Bank of New Mexico, 3831 Singer Boulevard, Albuquerque, NM 87109
Welcome New & Renewing Members
You are connected with a vast network of HR professionals, exclusive events, and resources to help you advance your career by combining Central NM SHRM and SHRM national membership.
Inclusion & Diversity Corner
Join us as we celebrate these notable events happening in May.
Legal Updates
Dear Attorney: The Employee Is Always Out—Now What?!?
Dear Attorney,
I have an employee who seems to be gone all the time. Some absences are approved vacation, some are PTO, and some are Healthy Workplaces Act (HWA) leave. None of the absences seem problematic by themselves, but the employee has missed nearly four weeks of work during the past six months. Coworkers are frustrated, supervisors are struggling to cover shifts, and management keeps asking me when enough is enough. Can we discipline the employee for excessive absenteeism?
– Perplexed Patty
Dear Perplexed Patty,
One of the most common attendance mistakes employers make is focusing on the total number of absences rather than the reason for the absences. While it may be tempting to look at an employee's attendance record and conclude that they are simply gone too often, New Mexico employers must carefully distinguish between protected leave, approved leave, and unprotected attendance issues.
A good starting point is to sort absences into the following categories:
Healthy Workplaces Act Leave – Employees generally cannot be disciplined for using accrued sick leave protected by the HWA. Counting protected leave as an attendance violation can create significant retaliation risk.
- Approved Vacation or PTO – If management approved the employee's time off, it is generally difficult to later characterize that absence as misconduct. Employers should be cautious about approving leave and then treating the approved absence as part of a disciplinary problem.
- Unprotected Absences – Absences that are not covered by the HWA or another leave law may still be addressed under the employer's attendance policy.
- Attendance-Related Conduct Issues – Tardiness, failure to follow call-in procedures, excessive early departures, or other attendance violations may remain appropriate subjects for corrective action even when some absences are protected.
A Reality Check
Sometimes the attendance problem is not actually an attendance problem. If management approved the employee's vacation requests and the employee lawfully used accrued HWA leave, the real issue may be a staffing or scheduling challenge rather than employee misconduct. In those circumstances, discipline may create legal risk without solving the underlying problem.
On the other hand, employers are not required to ignore legitimate attendance issues simply because an employee has used protected leave at some point. If there are unprotected absences, policy violations, or other attendance-related concerns, those issues can generally be addressed through the normal corrective action process.
Four Practical Tips
1) Do not count HWA-protected leave as an attendance violation.
2) Review attendance records carefully before issuing discipline.
3) Separate protected absences from unprotected attendance issues.
4) Ensure that any corrective action is based on conduct that is not protected by law.
The Bottom Line
Perplexed Patty, one of the most common attendance mistakes employers make is treating all absences the same. In reality, some absences are protected, some are approved, and some may properly be considered under an attendance policy. Before taking corrective action, employers should carefully identify which category each absence falls into and ensure that any discipline is based on conduct that is not protected by law.
Sincerely,
Attorney
Questions or Ideas for Future Articles?
If you have questions about attendance management, the Healthy Workplaces Act, or other HR compliance issues—or if there are topics you'd like covered in future SHRM Central New Mexico newsletters—please feel free to contact me at (505) 797-4889 or [email protected].
Certification Study Group
Central New Mexico SHRM is excited to continue supporting members pursuing their SHRM-CP and SHRM-SCP certifications through our Certification Study Group. This free program offers a supportive, collaborative environment for all members who are preparing for certification.
📅 Begins: July 8, 2026
🔁 Meets: Every Wednesday
⏰ Time: 5:30–7:30 p.m.
💲 Cost: FREE
📧 Questions: [email protected]
We look forward to another great year of learning, connection, and shared success as members work toward their certification goals.
Grow With Us!
We're excited to have you join our Central NM SHRM community of HR professionals, where you'll find opportunities to grow, connect, and make an impact.
