Thus, we may represent a party adverse to you, even if the information you submit to us could be used against you in a matter, and even if you submitted it in a good faith effort to retain us. The new law has two primary effects: 1) it makes it unlawful for Nevada employers to fail or refuse to hire a prospective … AB 276 additionally states that it does not prohibit agreements to protect an employer's confidential and trade secret information if the agreement is supported by valuable consideration and is otherwise reasonable in scope and duration. Discrimination based on disability or genetic information is also prohibited. It also oversees the Nevada job training and placement program, Nevada JobConnect. The work rules for … Minimum Wage for Tipped Employees. (Note: the requirement to provide written notice to existing employees became effective upon passage and approval of the bill on June 2, 2017 so is already in effect.) 1. Starting Jan. 1, 2020, most employers in Nevada won’t be allowed to test new hires for marijuana use. Nevada's workers are critical to the economy and quality of life in our State. While others are enjoying the holidays and a well-deserved break, Nevada businesses should “check their lists twice” to make sure they are compliant with a host of new laws going into effect in Nevada on January 1, 2020. The employee participated as a witness or interested party in court proceedings related to domestic violence, which triggered the use of leave under SB 361; The employee requested an accommodation pursuant to SB 361; or. A member of the National Guard (of either Nevada or another state) who believes he or she was terminated in violation of this law may, within 60 days of receiving notice of termination, seek a hearing before the Nevada Labor Commissioner to determine whether his or her employment was so terminated. 132 (“A.B. Was this document helpful? Eligible employees may take domestic violence leave for the following reasons: Notice Requirements. Home > New Legislation > Nevada Will Ban Pre-Employment Marijuana Testing On January 1, 2020. Employers may not retaliate against employees or applicants who oppose any practice made unlawful by the Nevada Pregnant Workers' Fairness Act, or who have made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing related to the Act. Pre-Employment Marijuana Drug Screening – AB 132 Nevada Employment Law Basics. Workers' compensation pays a percentage of the employee's earnings while they aren't able to work, covers essential medical treatment, and provides rehabilitation along with other benefits. The act states that employers cannot make decisions grounded on color, race, sex (including pregnancy), religion, or national origin. (Senate Bill AB 533) Definition of Health Benefits for Minimum Wage Purposed (effective 1/01/2020) In the event the employee works at least seven hours, but less than 11 continuous hours, they receive three 10-minute break periods. Doing so is considered an illegal act by the employer. Any substantiating documentation provided to the employer must be treated confidentially and must be retained in a manner consistent with the FMLA requirements. That includes: Workers are safe from discrimination when the employee lawfully partakes of an activity while not at work. An employer cannot discriminate, withhold overtime pay, dictate when an employee can take time off work, and has to provide a safe working environment. Nevada Wage and Hour Laws and Issues. Require a female employee who is affected by a condition related to pregnancy, childbirth, or a related medical condition to take leave from employment if a reasonable accommodation for any such condition of the employee is available that would allow the employee to continue to work. Mass Layoffs (WARN) Meals and Breaks. wage is now codified in Nevada Revised Statute (NRS) 608.250, which provides for yearly 75-cent increases in Nevada’s two-tiered minimum wage system as follows: • On July 1, 2020, the minimum wage increases from $7.25 per hour (if qualifying health benefits are offered) and $8.25 per hour National Guard Members of Any State (AB 337) – effective July 1, 2017. For public employers, this new law requires the Local Government Employee-Management Relations Board to create an expedited procedure for resolving complaints brought before it and to create a complaint form to be used by employees. The Nevada minimum wage is also set to increase each July 1 until 2024. Nevada law currently prohibits the termination of an employee who is a member of the Nevada National Guard because the employee attends training or active duty, responds to a call for active duty, or otherwise is satisfying military requirements. The bulletin may be included in the posting already required by NRS 608.013. If an employer has an internal policy for severance pay, that employer has to follow its own rules and guidelines for said pay. Employers should pay overtime at one and a half times the regular rate for employees who work more than eight hours in a workday to employees who receive compensation at one and a half times less the minimum wage unless exempt. On behalf of Ace Law Group | Mar 27, 2020 | Firm News | The novel Coronavirus, known as COVID-19 has drastically and quickly altered day-to-day life. 1. Nevada Pregnant Workers’ Fairness Act (SB 253) – effective October 1, 2017. Here’s what you need to know to keep your HR practices current and compliant with Nevada law. Overtime pay wage laws in Nevada. 1 If an employee works more than 40 hours a week, the overtime rate is one and a half times the employee’s regular rate — called “time and a half” pay. Examples of reasonable accommodations include: (1) modifying equipment or providing different seating; (2) revising break schedules (as to frequency or duration); (3) providing a space in an area other than a bathroom that might be used for expressing breast milk; (4) providing assistance with manual labor if the manual labor is incidental to the primary work duties of the employee; (5) authorizing light duty; (6) temporarily transferring the employee to a less strenuous or hazardous position; or (7) restructuring a position or providing a modified work schedule. Here’s what employers need to know. 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