Undue Burden. A “family or household member” means a spouse, domestic partner, minor child, or parent or another adult who is related within the first degree of consanguinity or affinity to the employee, or other adult person who is or was actually residing with the employee at the time the act of domestic violence was committed. The new law requires covered employers to provide a written or electronic notice of the rights conferred by the Nevada Pregnant Workers' Fairness Act to employees, including the right that a female employee is entitled to a reasonable accommodation for a condition related to pregnancy, childbirth, or a related medical condition. Home > New Legislation > Nevada Will Ban Pre-Employment Marijuana Testing On January 1, 2020. Although unrelated to non-competes, AB 276 (discussed above) included language that amends certain provisions of NRS Chapter 613 to protect employees from being subjected to discrimination for inquiring about, discussing, or voluntarily disclosing their wages or the wages of another employee. Restrictions Related to Customers. Notice of Rights. Employers are obligated to make reasonable accommodations that will not create undue hardship for an employee who is a victim of domestic violence (or whose family or household member is such a victim). These new amendments further provide that a non-compete covenant may not restrict a former employee from providing service to a former client or customer of the employer if: (a) the former employee did not solicit the former client or customer; (b) the client or customer voluntarily chose to leave and seek services from the former employee; and (c) the former employee is otherwise complying with the limitations in the covenant as to time, geographical area, and scope of activity to be restricted, other than any limitation on providing services to a former customer or client who seeks the services of the former employee without any contact instigated by the former employee. Discrimination based on disability or genetic information is also prohibited. Employers in Nevada pay the full cost of Nevada unemployment insurance benefits. Nevada Pregnant Workers’ Fairness Act (SB 253) – effective October 1, 2017. Benefit payments under PUA are retroactive, for weeks of unemployment, partial employment, or inability to work due to COVID-19 reasons starting on or after January 27, 2020. Non-Compete Agreements – Changes To Enforceability (AB 276) – effective June 3, 2017. The Labor Commissioner strives to ensure that all workers are treated fairly under the law. 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 Additional Protections. Nevada defers to the Occupational Safety and Health Act (OSHA) when requiring employers to offer a workplace that is safe of known hazards. Fair Labor Standards Act (FLSA) Family/Medical Leave (FMLA) Health and Safety (OSHA) Labor Laws (NLRA) Leave Laws. So, on July 1, 2020, the Nevada minimum wage will increase to $8 per hour if the employer offers qualifying health benefits and to $9 per hour if the employer does not offer qualifying health benefits. Nevada Wage and Hour Regulations on the Break Requirements, 7. The Nevada Administrative Code (NAC) is the codified, administrative regulations of the … Unless you are a current client of Holland & Hart LLP, please do not send any confidential information by email. It covers employees who obtain an injury or illness while on the job. If used for FMLA-qualifying purposes, the domestic violence leave will run concurrently with FMLA leave and both leave balances will be reduced accordingly. N'T illegal ) hours new laws that took effect last summer most employers in Nevada of employment laws provide! Civil rights Act of 1964 insurance benefits in the event an employee who works at least three a... 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