New Employment Laws in Nevada Emerge From the Pandemic

In response to the pandemic, the Nevada Legislature recently passed new employment laws that were part of 140 new pieces of legislation. Some of the new laws seem to be a direct result of the pandemic, while others are simply the result of demands from employees. 

 

Leave Requirements

Both AB 190 and SB 209 relate to paid leave. SB 2019 says that most private employers have to give employees paid leave to get the COVID-19 vaccine. On a related note, employers can require COVID vaccines, but they have to provide exemptions in certain situations. Requiring employees to get vaccinated can also lead to other legal complications due to HIPAA. Because of that, employers should only do so when working closely with a legal team. 

AB 190 goes into effect on October 1. It requires employers to let employees use their unpaid or paid sick leave to care for immediate family members. 

 

Wrongful Termination

Under SB 107, employees filing a claim for wrongful termination have to do so within two years of being fired. 

 

Non-Competition Laws

AB 47 makes changes to the non-competition laws in the state. It restricts the situations when employers can take action against former employees under these laws. 

 

Salary History

SB 293 prevents employers from trying to find out an employee’s salary history. They also cannot discriminate against an employee who doesn’t want to share their salary history. 

It is already illegal to forbid employees from discussing their salaries with other employees. 

 

Hair Discrimination

As of June 2, SB 327 has been in effect. It makes discriminating against employees based on their hair illegal. 

 

Wage Garnishment for Child Support

As of October 1, AB 37 will go into effect. It allows the government to garnish wages from lump-sum payments, in addition to normal wages, for child support.