Updated to include protections for domestic violence victims, effective January 1, 2018.
Updated to include retaliation protections in the domestic violence leave law, effective January 1, 2018.
Updated to include an amendment related to unemployment benefits eligibility and domestic violence, effective January 1, 2018.
Updated to include the court-related leave protections of the domestic violence leave and accommodation laws, effective January 1, 2018.
Updated to include the domestic violence leave and accommodation law, effective January 1, 2018.
Updated to include domestic violence leave notice-posting requirements.
As mandated by the Nevada Department of Business and Industry, all Nevada employers must post the Nevada Domestic Violence Leave Poster.
Nevada employers seeking to educate employees about the availability of domestic violence victim leave and reasonable accommodations for victims of domestic violence, or employees whose family or household members have been a victim of domestic violence and to show their compliance with Nevada law should include this model policy statement in their handbook.
Updated to reflect the addition of the Domestic Violence Victim Leave and Accommodations Handbook Statement: Nevada.
If the total wages paid during a workweek divided by the total number of hours worked averages out to be the minimum wage or higher, an employer will have complied with the Fair Labor Standards Act (FLSA), the 9th Circuit Court of Appeals ruled in Douglas v. Xerox Business Services.
A round-up of the comprehensive state coverage XpertHR offers to help Nevada employers ensure they are compliant with state HR and employment laws.
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