On January 27, 2026, Shanna Halalilo filed a Charge of Discrimination against New Mexico Highlands University, President Neil Woolf, Advancement VP Paul Grindstaff, Regents Chairman Frank “Harpo” Sanchez, and Football Coach Kurt Taufa-Asau.  The New Mexico Human Rights Bureau sent this Charge to the University.  View the Charge of Discrimination here. 

On April 29, 2026, we requested a ‘Right to Sue Letter‘ or Order of Non-Determination from NMHRB.  The same day, NMHRB both issued and sent that Order to the University.  View the Right to Sue Letter here.

On May 1, 2026, the University put President Neil Woolf on Administrative Leave.  See Margaret O’Hara, New Mexico Highlands University Regents Place President on Leave, Santa Fe New Mexican (May 4, 2026).

On May 21, 2026, we filed a Complaint for Violations of Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, New Mexico Fair Pay for Women Act, New Mexico Human Rights Act, and New Mexico Whistleblower Protection Act, in the United States District Court for the District of New Mexico. View the Complaint here.

A week later, on May 27, 2026, the University Regents (of which Frank “Harpo” Sanchez is Chairman) issued their letter to the New Mexico Office of the State Auditor.  View the Regents Letter here.

The next day, on May 28, 2026, Woolf filed his own Complaint against the NMHU Regents.  View the Woolf Complaint here.

According to Woolf’s Complaint, NMHU did not terminate his employment until June 2, 2026.

Persons with information may reach us through our Contact Form.

Anyone giving truthful testimony is protected by law:

NMHRA subsection 7(I)(2) forbids “any form of threats, reprisal or discrimination against any person who has opposed any unlawful discriminatory practice or has filed a complaint, testified or participated in any proceeding under the Human Rights Act.” NMHRA, NMSA § 28-1-7(I)(2).  

WPA Section 3 provides, “A public employer shall not take any retaliatory action against a public employee because the public employee:  A. communicates to the public employer or a third party information about an action or a failure to act that the public employee believes in good faith constitutes an unlawful or improper act; B. provides information to, or testifies before, a public body as part of an investigation, hearing or inquiry into an unlawful or improper act; or C. objects to or refuses to participate in an activity, policy or practice that constitutes an unlawful or improper act.”  WPA, NMSA § 10-16C-3 (“Public Employer Retaliatory Action Prohibited”).