Overall Rating Bronze
Overall Score 40.09
Liaison Allison Jenks
Submission Date March 5, 2021

STARS v2.2

New Mexico State University
PA-14: Wellness Program

Status Score Responsible Party
Complete 0.75 / 1.00 Allison Jenks
Facilities Sustainability Manager
Facilities and Services
"---" indicates that no data was submitted for this field

Does the institution have a wellness program that makes counseling, referral, and wellbeing services available to all students?:

Does the institution have a wellness and/or employee assistance program that makes counseling, referral, and wellbeing services available to all academic staff?:

Does the institution have a wellness and/or employee assistance program that makes counseling, referral, and wellbeing services available to all non-academic staff?:

A brief description of the institution’s wellness and/or employee assistance program(s):

The Health & Wellness department at NMSU includes the Campus Health Center, Recreational Sports, Activity Center, Intramural Sports, Outdoor Recreation, Fitness and Wellness, and the Aquatic Center (natatorium and outdoor pool). They support the NMSU community with access to physical and mental health care, health and wellness related programs and to provide facilities for fitness activities.

The Mission of the Health and Wellness Center is to promote wellness of the body, mind, and spirit, and tangibly support a culture in which all community members understand, value, and make healthy lifestyle choices.

Employee Assistance Program (EAP) is an employee benefit administered by the Counseling and Student Development Center as part of our Campus Health Center. EAP is a free benefit to all NMSU employees. All EAP client records are kept strictly confidential and are not noted in any in an official University record or the employee's personnel file. Information discussed during the interview with the EAP counselor is not communicated to anyone without the employee's consent.

EAP is designed to assist university employees who are experiencing temporary or persistent personal problems that negatively affect their job performance. Employees may be self referred or referred by a supervisor for confidential professional assistance in solving personal problems.

The goals of the program are to:
1. Assist employees to resolve personal problems that can negatively impact upon job performance
2. To provide a source of assistance to which supervisors can refer an employee whose work performance is declining or has declined.

Employees desiring a gender specific counselor or a bilingual (Spanish/English) counselor can be accommodated upon request during the initial interview.

Does the institution prohibit smoking within all occupied buildings owned or leased by the institution?:

Does the institution restrict outdoor smoking?:

Does the institution prohibit smoking and tobacco use across the entire campus?:

A copy of the institution's smoke-free policy:

The institution’s smoke-free policy:

This rule promotes the health, wellness and safety of its employees, students and visitors, while respecting individual choice, consistent with the New Mexico Clean Indoor Air Act (NMSA 1978 §§ 24-16 – 1 et seq). Smoking, for purposes of this rule, means inhaling, exhaling, burning, carrying or holding any lighted tobacco product, including all types of cigarettes, cigars and pipes, as well as electronic cigarettes and similar products which release ultrafine particulates and nicotine with exhaled vapor.

Smoking is prohibited in the following locations:
University owned and operated buildings and facilities including classrooms and laboratories, offices, campus housing units, food service venues, restrooms, and all venues for university sponsored athletic and other special events;
Near public entrances and exits, open windows and ventilation systems of the buildings and facilities where smoking is prohibited. “Near” will be applied to mean a distance of 25 feet; however, if this distance presents cause for concern as applied, the issue will be resolved in favor of a distance that is sufficient to ensure that persons entering or leaving the building or facility are not subjected to breathing smoke and to ensure that smoke does not enter the building or facility through entrances, windows, ventilations systems or other means.
Partially or fully enclosed walkways, corridors, elevators;
Vehicles owned, leased or rented by the university;
Within 50 feet of any area where flammable materials are handled or stored, or where other significant fire hazard may exist;
Outdoor areas designated as “No Smoking” areas; and
Outdoor areas during NMSU sponsored events.
Signage will be posted at the public entrances of buildings to clearly and conspicuously indicate that smoking is prohibited inside the building and within 25 feet of the entrance.

Smoking is permitted outdoors on university property except as specifically prohibited above.

Anyone who smokes or uses smokeless tobacco on campus or other property owned and operated by NMSU must discard the waste in a safe and sanitary manner.

Retaliation in any form against persons who exercise their rights afforded by this rule or by state law is strictly prohibited. Complaints of retaliation will be investigated, and if substantiated will be grounds for employee or student discipline in accordance with university policies, rules and procedures. Complaints of retaliation should be filed in accordance with university rules and procedures.

Complaints and concerns regarding alleged violations of this rule are taken seriously. The following steps will be taken to address complaints:

Complaints or concerns about the application or enforcement of this rule should be referred first to any supervisor in the affected building or facility for an informal and prompt resolution, which may simply involve an informal warning that the individual’s activities are in violation of this rule and state law and what action they should take to be in compliance.
If the person in receipt of a complaint or concern is not able to informally resolve the matter, the matter may be referred to the appropriate supervisor (if the violator is an employee) and to the dean of students (if the violator is a student). In all cases, a complainant should be informed of the option of filing a formal complaint with Environmental Health, Safety and Risk Management.
In response to a formal complaint that an employee or a student has violated this rule, the supervisor or Environmental Health, Safety and Risk Management will coordinate an investigation and resolution, including mediation or potential disciplinary action, with the Dean of Students (for students) or the Director of HRS-Employee and Labor Relations (for employees).
Individuals who refuse to comply with this rule must be informed that they are in violation of not only university rules, but also state law, which has monetary penalties for violators.

Website URL where information about the institution’s wellness programs is available:
Additional documentation to support the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.