Disabilities (ADA): Nevada
Federal law and guidance on this subject should be reviewed together with this section.
Author: Michelle Barrett Falconer, Littler
- 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 to an employee for sickness or disability because of a medical condition, it is unlawful for the employer to fail to extend the same benefits to a pregnant employee. An employer with 15 or more employees may also be required to provide reasonable accommodations for pregnancy, childbirth or a related medical condition. See Pregnancy Accommodations and 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.
- Nevada permits the use of medical marijuana for registered users. See Medical Marijuana Use.