Employment Offer: Nevada
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Dora V. Lane, Holland & Hart, LLP
- An employment offer should be made and/or confirmed in writing. See Employment Offer.
- An employment offer should clearly state the basic terms of employment. For instance, if the potential new employee is an at-will employee, the offer should clearly state that employment is at-will. See Employment Offer.
- The offer should identify any conditions that must be met prior to the commencement of employment. See Conditional Employment Offers.
- If the employment offer is contingent upon passing a medical examination, the employer must be cautious to comply with the Nevada Fair Employment Practices Act, the Americans with Disabilities Act, and the Genetic Information Nondiscrimination Act. See Conditional Employment Offers.
- An employer may withdraw an employment offer without specifying a reason for withdrawing the offer, unless otherwise required by law. See Withdrawal of the Employment Offer.
- The withdrawal of an employment offer should be made and/or confirmed in writing as soon as possible to avoid detrimental reliance by the prospective employee. See Withdrawal of the Employment Offer.