Disabilities (ADA): Nevada
- Disability Discrimination in Nevada
- Nevada's Antidiscrimination Laws
- Covered Employer
- What is a Disability?
- Duty to Accommodate
- Lawful Employment Practices
- Exhaustion of Administrative Remedies
- Pregnancy Leave
- Genetic Testing
- Aids and Service Animals
- Future Developments
- Additional Resources
The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Author: Patrick F. Martin, Littler Mendelson, PC
- In addition to the federal equal opportunity laws, Nevada employers must comply with the state antidiscrimination laws. See Disability Discrimination in Nevada.
- Nevada's antidiscrimination laws prohibit employers from making employment decisions based on a person's disability. See Nevada's Antidiscrimination Laws.
- Actions based on discrimination due to disability must be filed with the Nevada Equal Rights Commission (NERC). A complaint based on discrimination must be brought within 180 days after the date of the alleged act of discrimination. See Exhausting Administrative Remedies.
- Under Nevada law, if an employer grants leave with or without pay, or leave without loss of seniority to an employee for sickness or disability because of a medical condition it is unlawful for the employer to fail or refuse to extend the same benefits to any female employee who is pregnant. See Pregnancy Leave.
- Nevada law prohibits employers from making employment decisions on genetic information and prohibits employers from requiring, requesting, or encouraging a prospective or current employee to submit to a genetic test. See Genetic Testing.
- Nevada law specifically makes it unlawful for an employer to interfere with an employee's use of an aid or appliance, including a service animal. See Aids and Service Animals.