Employee Communications: Nevada
Federal law and guidance on this subject should be reviewed together with this section.
Author: Dora V. Lane and Bradley T. Cave of Holland & Hart LLP
- Nevada law requires various postings in the workplace to inform employees of rights under Nevada law. See Required Postings.
- Employers should clearly communicate the at-will terms of employment to employees, and must make certain safety-related communications required by state law. See Communication of At-Will or Other Terms of Employment.
- Nevada permits covenants not-to-compete with some restrictions, and provides protection against the inappropriate communication of an employer's trade secrets. See Covenants Not to Compete.
- Employer communication can support various state law legal claims by employees, including defamation and invasion of privacy. See Legal Claims Relating to Communications.
- Nevada employers enjoy qualified immunity from employee claims when providing job references. Nevada law sets forth procedures regarding service letters and blacklisting prohibitions. See Job References and Service Letters.
- Discriminatory comments can support a claim under the Nevada Fair Employment Practices Act. See Statutes Relating to Discriminatory Comments.
- Nevada law restricts the use of mobile devices while driving, and restricts the interception of wire or radio communications and eavesdropping on personal conversations. See Privacy in Communications.
- Nevada has adopted the Uniform Trade Secrets Act. See Trade Secrets, Business Information and Proprietary Information.
- Nevada provides whistleblower and anti-retaliation protections under several statutes. See Statutes Protecting Employee Communications.