Yes, we routinely use the Law School Admission Counsel’s (LSAC) , Credential Referral Service (CRS) to send out targeted emails as well as focus on applicants who self-identify in their personal statement.
We refer all our admitted applicants to our website which has information on all our affinity groups.
Not on the application, as we use the LSAC form, but a student may identify in their personal statement.
Applicants may list preferred name on the application which is used on all correspondence from the Admissions Office, however, we are not able to add that into the university’s Banner System,
If students choose to participate Law School will support travel to the national Williams Institute Moot Court Competition that is exclusively sexual orientation and gender identity law topics. In addition, the Law School has supported students participation by working with Legal Aid to staff tables at National Coming Out Day and PrideFest-Albuquerque Pride events (last time was in 2017), as well as support student attendance at the annual Lavender Law Conference (last time was in 2018).
All faculty postings and hiring processes are monitored by the UNM Office of Equal Opportunity. This office has the mission “to promote equal access and treatment for all and to promote a safe environment free of discrimination and inequity in accordance with University values and policies and with federal and state equal opportunity and affirmative action statutes and regulations.” In addition, we promote any openings on a variety of listservs, including the New Mexico Lesbian and Gay Lawyers Association and its membership.
- Regular staff employees who are full-time or part-time and have an appointment percent of 50% or greater
- Term or contract staff employees who are full-time or part-time, have an appointment percent of 50% or greater, and have a minimum three-month term appointment or contract
- Temporary staff employees who have an appointment percent of 75% or greater and have a minimum three-month appointment are eligible for certain Benefits Plans
- Faculty members who have a minimum three-month contract and an appointment percent of 50% or greater
- Adjunct faculty who have a minimum three-month contract and an appointment percent of 75% or greater are eligible for certain Benefits Plans
- Post-doctoral fellows who have a minimum three-month contract and an appointment percent of 50% or greater are eligible for certain Benefits Plans
- Your legal spouse
- Your domestic partner as defined and outlined in the UAPPM #3790 – Domestic Partners
- Surviving Spouses: Your surviving spouse requires new enrollment forms within 60 calendar days to continue current health benefits:
- Maximum coverage period is 12 months
- See Surviving Dependent Eligibility Criteria
- Your children up to age 26 (coverage ends at the end of the month of your child’s 26th birthday)
- Your children (mentally/physically disabled) over 26, may extend coverage with application/certification within 60 calendar days of turning age 26
If your spouse and/or child has coverage as a UNM employee, he/she may not enroll as your dependent while he/she remains an employee. Likewise, if both you and your spouse/domestic partner work for UNM and are covered as employees, your child(ren) may only be enrolled as dependents under one employee.
If a dependent no longer meets the listed eligibility requirements, you must dis-enroll your ineligible dependent within 60 calendar days from the date your dependent loses eligibility.
Administrative Policies and Procedures Manual – Policy 3790: Domestic Partners
Date Originally Issued: 10-01-1994
Revised: 01-01-2009, 03-11-2014, 08-20-2015
Authorized by RPM 6.3 (“Privileges and Benefits”)
Process Owner: Vice President for Human Resources
The University of New Mexico is committed to providing equal employment and educational opportunities to all individuals. UAP 2720 (“Prohibited Discrimination and Equal Opportunity”) forbids unlawful discrimination based on sexual preference and other protected status. Therefore, the University must provide equal employment benefits to employees with a domestic partner of the same gender. The University has determined that in the interests of fundamental fairness, the definition of domestic partners will apply to all relationships akin to marriage, whether of the same gender or not. All University employees that have a domestic partner as defined in Section 2., herein shall be provided services and benefits on the same basis provided to legal spouses.
Legally married same-sex couples are not subject to this policy and have the same rights and benefits as legally married opposite-sex couples.
2. Domestic Partners
The University defines domestic partners as two (2) individuals who live together in a long-term relationship of indefinite duration. There must be an exclusive mutual commitment similar to that of marriage, in which the partners agree to be financially responsible for each other’s welfare and share financial obligations.
2.1. Qualifying Criteria
Individuals may qualify for and be recognized as domestic partners by the University, if both individuals meet all of the following criteria, sign an Affidavit of Domestic Partnership form (found on HR’s website forms page), and submit any necessary documentation to the Human Resources Service Center.
2.1.1. Both domestic partners must be unmarried.
2.1.2. Domestic partners must have been in a mutually exclusive relationship for the last twelve (12) months, intending to do so indefinitely, and must share the same primary residence.
2.1.3. Domestic partners must meet the age requirements for marriage in New Mexico and be mentally competent to consent to contract.
2.1.4. Domestic partners must not be related by blood to the degree prohibited in a legal marriage in the State of New Mexico.
2.1.5. Domestic partners must be jointly responsible for the common welfare of each other and share financial obligations. An Affidavit of Domestic Partnership form (found on HR’s website forms page) signed to that effect and proof of one (1) of the following must be submitted to the Employee Services Office:
- A joint mortgage or lease.
- Joint ownership of a motor vehicle, joint bank account, or joint credit account.
- Domestic partner named as beneficiary of life insurance.
- Domestic partner named as beneficiary of retirement benefits.
- Domestic partner named as primary beneficiary in the employee’s or student’s will.
- Domestic partner assigned durable property or health care power of attorney.
- Household expenses are shared by both partners
The University may require proof that those applying for status of domestic partnership meet the above requirements. Providing false information may result in disciplinary action, dismissal, and reimbursement of costs involved in providing benefit coverage.
2.2. Termination of Domestic Partnership
Individuals granted domestic partnership status must report any change in status that terminates the relationship to the Human Resources Service Center, within thirty (30) calendar days, by completing a Termination of Domestic Partnership form (found on HR’s website forms page).
3. Qualifying as a Dependent of Domestic Partners
The child of a domestic partnership qualifies as an eligible dependent if:
- either of the domestic partners is the biological parent of the child,
- either or both partners are adoptive parents of the child, or
- the child has been placed in the domestic partner’s household as part of an adoptive placement.
4. Services and Benefits
Domestic partners and their dependents, as defined in Section 3. herein, shall be granted all and the same services and benefits as those provided to married spouses and their dependents, except where expressly prohibited by law. All University policies that affect employees, spouses and their families also apply to employees, domestic partners, and their families.
The value of tuition and insurance benefits provided to the domestic partner is considered taxable income to the employee by the Internal Revenue Service and is subject to social security and federal and state income tax withholding.
Affidavit of Domestic Partnership can be found on the HR website forms page.
Termination of Domestic Partnership can be found on the HR website forms page.
However, they do qualify if the Student is holding a Teaching Assistantship, Graduate Assistantship, Research Assistantship or a Project Assistantship with the university as defined within University Policy. The overall policy is the same as for the faculty and staff, previously listed. All other students receive care through Student Health and Counseling: http://shac.unm.edu/ , but it is only available to the enrolled student. https://hr.unm.edu/benefits/student-health-plan.
_ offered through BlueCross/BlueShield Eligible students who enroll may also insure their Dependents. Dependent enrollment must take place at the initial time of student enrollment (or within 30 days, if the premium is billed on the student’s tuition); exceptions to this rule
are made for newborn or adopted children, or for dependents who become eligible for coverage as the result of a qualifying event. (Please see “Qualifying Events” section for more details.) “Dependent” means an Insured’s lawful spouse including Domestic Partner; or an Insured’s child, stepchild, child of a Covered Person’s Domestic Partner, foster
child, dependent grandchild or spouse’s dependent grandchild; or a child who is adopted by the Insured or placed for adoption with the Insured, or for whom the Insured is a party in a suit for the adoption of the child; or a child whom the Insured is required to insure under a medical support order issued or enforceable by the courts. Any such child must be under age
Yes with prior approval for the following companies:
Blue Cross/ Blue Shield http://hr.unm.edu/docs/benefits/2017-2018-bcbs-participant-benefit-booklet.pdf pg. – 23
However, they do qualify if the Student is holding a Teaching Assistantship, Graduate Assistantship, Research Assistantship or a Project Assistantship with the university as defined within University Policy. The overall policy is the same as for the faculty and staff, previously listed. All other students receive care through Student Health and Counseling: http://shac.unm.edu/ , but it is only available to the enrolled student. https://hr.unm.edu/benefits/student-health-plan. (See answer to previous questions related to student healthcare)
Yes, all students receive care through Student Health and Counseling: http://shac.unm.edu/, but the Law School also has an on-site counselor from main campus for 20 hours a week.
Not yet, but the Law School is currently reassessing its trainings look for gaps that the annual University-wide training does, but with not enough follow-up to incorporate effectively into the Law School’s culture. The only required training is the annual University-wide required training called “Intersections: Preventing Discrimination and Harassment” that does incorporate LGBTQ+ in its coverage.
There are two gender-inclusive restrooms. The one accessible to students is labeled “All Gender” and there is one in the Law School Administrative Suite that is labeled “Unisex.” There are no posted, published or circulating building maps or policies regarding these restrooms.
Courses on these subjects are offered on an annual basis, but Sexuality and the Law and credit for the Williams Institute Moot Court Competition are offered when student interest and faculty availability allow.
Yes. Lambda Law Student Association. http://lawschool.unm.edu/students/organizations/lambda/index.html
The University also has the LGBTQ Resource Center: http://lgbtqrc.unm.edu/
Yes. University Policy 2720 on Prohibited Discrimination and Equal Opportunity states: “The University is committed to fostering an environment of inclusiveness that respects an individual’s preferred form of self-identification, including a name other than a legal first name and preferred pronoun. This policy prohibits gender-based discrimination, including discrimination based on gender-identity or expression and affirms the right of individuals to use the gender-specific facilities consistent with their gender identity.”
A few years ago, the University of New Mexico School of Law created the position of Associate Dean of Institutional Climate and Equity. This position is tasked with creating and maintaining a diverse and inclusive community based on respectful communication among students, staff, and faculty. As an example of efforts outside of this position, our Career Services unit has been tracking the U.S. Military Policy on Transgender individuals to make sure that recruiters that come to the Law School for the Judge Advocate General’s Office are in compliance with the Law School’s and University’s non-discrimination policies.