reglab/housing_qa huggingface dataset:
NV Rev Stat § 613.110 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.110 - Grafting by employee: Penalty.

Every agent, employee or servant of any person or corporation who shall ask or receive, directly or indirectly, any compensation, gratuity or reward, or any promise thereof, upon any agreement or understanding that he or she shall act in any particular manner in connection with his or her principal’s, employer’s or master’s business, or who, being authorized to purchase or contract for materials, supplies or other articles or to employ servants or labor for his or her principal, employer or master, shall ask or receive, directly or indirectly, for himself, herself or another, a commission, percentage, discount, bonus or promise thereof from any person with whom he or she may deal in relation to such matters, shall be guilty of a gross misdemeanor.  [Part 1911 C&P § 521; RL § 6786; NCL § 10467]
NV Rev Stat § 613.120 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.120 - Unlawful to demand or receive fee or commission as condition to giving or continuing employment to worker; penalty.

  1. It shall be unlawful for any manager, superintendent, officer, agent, servant, foreman, shift boss or other employee of any person or corporation, charged or entrusted with the employment of any workers or laborers, or with the continuance of workers or laborers in employment, to demand or receive, either directly or indirectly, from any worker or laborer, employed through his or her agency or worked or continued in employment under his or her direction or control, any fee, commission or gratuity of any kind or nature as the price or condition of the employment of any such worker or laborer, or as the price or condition of his or her continuance in such employment.  2. Any such manager, superintendent, officer, agent, servant, foreman, shift boss or other employee of any person or corporation, charged or entrusted with the employment of laborers or workers for his or her principal, or under whose direction or control such workers and laborers are engaged in work and labor for such principal, who shall demand or receive, either directly or indirectly, any fee, commission or gratuity of any kind or nature from any worker or laborer employed by him or her or through his or her agency or worked under his or her direction and control, either as the price and condition of the employment of such worker or laborer or as the price and condition of the continuance of such worker or laborer in such employment, shall be guilty of a misdemeanor.  [1:51:1915; 1919 RL p. 3392; NCL § 10605] — (NRS A 1967, 632)
NV Rev Stat § 613.125 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.125 - Effect of employer’s failure to make agreed payments to health or welfare fund; penalty.

  1. Whenever an employer has agreed with any employee to make payments to a health or welfare fund or other such plan for the benefit of the employees, or has entered into a collective bargaining agreement providing for such payments, it shall be unlawful for such employer willfully or with intent to defraud to fail to make the payments required by the terms of any such agreement.  2. Any employer who violates any provision of this section shall be guilty of a misdemeanor.  (Added to NRS by 1957, 174)
NV Rev Stat § 613.130 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.130 - Unlawful agreements concerning membership in labor organizations as condition of obtaining or continuing employment; penalty.

  1. As used in this section, "labor organization" means any organization of any kind, or any agency or employee representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.  2. It shall be unlawful for any person, firm or corporation to make or enter into any agreement, either oral or in writing, by the terms of which any employee of such person, firm or corporation, or any person about to enter the employ of such person, firm or corporation, as a condition for continuing or obtaining such employment, shall be required not to become or continue a member of any labor organization, or shall be required to become or continue a member of any labor organization.  3. Any person or persons, firm or firms, corporation or corporations violating the provisions of this section shall be guilty of a misdemeanor.  [1911 C&P § 527; A 1951, 111] + [1911 C&P § 528; RL § 6793; NCL § 10474] — (NRS A 1967, 633)
NV Rev Stat § 613.132 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.132 - Unlawful act of employer for failing or refusing to hire prospective employee based on screening test which indicates presence of marijuana; exceptions; additional screening test to rebut results of initial test. [Effective January 1, 2020.]

Except as otherwise specifically provided by law:  1. It is unlawful for any employer in this State to fail or refuse to hire a prospective employee because the prospective employee submitted to a screening test and the results of the screening test indicate the presence of marijuana.  2. The provisions of subsection 1 do not apply if the prospective employee is applying for a position:  (a) As a firefighter, as defined in NRS 450B.071;  (b) As an emergency medical technician, as defined in NRS 450B.065;  (c) That requires an employee to operate a motor vehicle and for which federal or state law requires the employee to submit to screening tests; or  (d) That, in the determination of the employer, could adversely affect the safety of others.   3. If an employer requires an employee to submit to a screening test within the first 30 days of employment, the employee shall have the right to submit to an additional screening test, at his or her own expense, to rebut the results of the initial screening test. The employer shall accept and give appropriate consideration to the results of such a screening test.  4. The provisions of this section do not apply:  (a) To the extent that they are inconsistent or otherwise in conflict with the provisions of an employment contract or collective bargaining agreement.  (b) To the extent that they are inconsistent or otherwise in conflict with the provisions of federal law.  (c) To a position of employment funded by a federal grant.   5. As used in this section, "screening test" means a test of a person’s blood, urine, hair or saliva to detect the general presence of a controlled substance or any other drug.  (Added to NRS by 2019, 2625, effective January 1, 2020)
NV Rev Stat § 613.135 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.135 - Unlawful acts of employer relating to social media account of employee or prospective employee.

  1. It is unlawful for any employer in this State to:  (a) Directly or indirectly, require, request, suggest or cause any employee or prospective employee to disclose the user name, password or any other information that provides access to his or her personal social media account.  (b) Discharge, discipline, discriminate against in any manner or deny employment or promotion to, or threaten to take any such action against any employee or prospective employee who refuses, declines or fails to disclose the user name, password or any other information that provides access to his or her personal social media account.  2. It is not unlawful for an employer in this State to require an employee to disclose the user name, password or any other information to an account or a service, other than a personal social media account, for the purpose of accessing the employer’s own internal computer or information system.  3. Nothing in this section shall be construed to prevent an employer from complying with any state or federal law or regulation or with any rule of a self-regulatory organization, as defined in NRS 90.300.  4. As used in this section, "social media account" means any electronic service or account or electronic content, including, without limitation, videos, photographs, blogs, video blogs, podcasts, instant and text messages, electronic mail programs or services, online services or Internet website profiles.  (Added to NRS by 2013, 3733)
NV Rev Stat § 613.140 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.140 - Employer compelling or inducing employee to trade at particular store or board at particular boardinghouse: Penalty.

Any person or persons, employer, company, corporation or association, or the managing agent of any person or persons, employer, company, corporation or association, doing or conducting business in this state, who by coercion, intimidation, threats or undue influence compels or induces his or her employees to trade at any particular store or board at any particular boardinghouse in this state shall be guilty of a misdemeanor.  [1911 C&P § 526; RL § 6791; NCL § 10472] — (NRS A 1967, 633)
NV Rev Stat § 613.150 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.150 - Transportation company compelling purchase of uniform from particular person or employer as condition of continuing employment unlawful; penalty.

  1. It shall be unlawful for any transportation company doing business in the State of Nevada, or any officer, agent or servant of such transportation company, to require any employee as a condition of continued employment, or otherwise to require or compel or attempt to require or compel any such employee, to purchase of any such transportation company or of any particular person, firm or corporation, or at any particular place or places, any uniform or other clothing or apparel required by any such transportation company to be used by any such employee in the performance of the employee’s duty as such. Any such transportation company, or any officer, agent or servant thereof, who shall order or require any person in its employ to purchase any uniform or other clothing or apparel as aforesaid shall be deemed to have required such purchase as a condition of such employee’s continued employment.  2. Any transportation company doing business in the State of Nevada, or any officer, agent or servant thereof, violating any of the provisions of this section shall be guilty of a misdemeanor.  [Part 1:132:1913; 1919 RL p. 2983; NCL § 6330] + [Part 2:132:1913; 1919 RL p. 2983; NCL § 6331] — (NRS A 1967, 633)
NV Rev Stat § 613.155 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.155 - Notification to employer of employee’s sickness or injury and inability to work; requirement of physical presence at workplace to give notice prohibited; penalties.

  1. An employer:  (a) Shall not require an employee to be physically present at his or her place of work in order to notify his or her employer that he or she is sick or has sustained an injury that is not work-related and cannot work.  (b) May require an employee to notify the employer that he or she is sick or injured and cannot report for work.  2. In addition to any other remedy or penalty, the Labor Commissioner may impose against any employer or agent or representative thereof that is found to have violated any provision of this section an administrative penalty of not more than $5,000 for each such violation.  3. If an administrative penalty is imposed pursuant to this section, the costs of the proceeding, including without limitation, investigative costs and attorney’s fees, may be recovered by the Labor Commissioner.  (Added to NRS by 2019, 344)
NV Rev Stat § 613.160 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.160 - Spotters: Right of employee to be confronted with accuser; penalty.

  1. It is unlawful for any person, firm, association or corporation, or agent, superintendent or manager thereof, employing any special agent, detective or person commonly known as a spotter for the purpose of investigating, obtaining and reporting to the employer or the employer’s agent, superintendent or manager information concerning his or her employees, to discipline or discharge any employee in his or her service, where the act of discipline or the discharge is based upon a report by a special agent, detective or spotter which involves a question of integrity, honesty or a breach of rules of the employer, unless the employer or the employer’s agent, superintendent or manager gives notice and a hearing to the employee thus accused, when requested by the employee, at which hearing the accused employee must have the opportunity to confront the person making the report and must have the right to furnish testimony in his or her defense.  2. Any person, corporation, firm, association or employer who violates any provision of this section is liable to the State of Nevada for a penalty of $5,000 for each offense. The penalty must be recovered and the suit must be brought in the name of the State of Nevada in a court of proper jurisdiction by the Attorney General, or under his or her direction by the district attorney in any county having proper jurisdiction.  3. If a penalty is imposed pursuant to this section, the costs of the proceeding, including investigative costs and attorney’s fees, may be recovered by the Attorney General or district attorney, as appropriate.  [1:41:1915; 1919 RL p. 2775; NCL § 2770] + [2:41:1915; 1919 RL p. 2775; NCL § 2771] — (NRS A 1993, 900)
NV Rev Stat § 613.170 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.170 - Time checks: Discounts and deductions unlawful.

  1. Whenever any person or persons, firm, corporation or association, whether acting as principal or agent, contractor or subcontractor, shall hire or employ any other person or persons for the performance of any labor or service, and shall issue to such person or persons time checks for the labor or service performed, it shall be unlawful for the person or persons, firm, corporation or association issuing such time checks to discount the same or deduct therefrom any portion of the same as such discount.  2. Any employer of labor, or agent or representative thereof, violating the provisions of subsection 1 shall be guilty of a misdemeanor.  3. Nothing in subsections 1 and 2 shall apply to persons, firms, associations or corporations making discounts, deductions, or pro rata payments in the course of bankruptcy or insolvency proceedings, or in the settlement of the estates of deceased persons.  [1911 C&P § 523; RL § 6788; NCL § 10469] + [1911 C&P § 524; RL § 6789; NCL § 10470] + [1911 C&P § 525; RL § 6790; NCL § 10471] — (NRS A 1967, 634)
NV Rev Stat § 613.180 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.180 - Hospital fees: Unlawful collection from employee.

  1. For the purpose of this section:  (a) "Distance and facilities for the comfort and conveyance of any patient" shall be construed to mean the nearest hospital and the most comfortable means of conveyance at hand or that can be procured in a reasonable time.  (b) "Town or place" shall be construed to mean any town, headquarters or place, at which town, headquarters or place, and tributary places, sufficient hospital fees are collected to maintain a hospital in keeping with the hospital fees collected.  2. It is unlawful for any person or persons, contractor or contractors, firm, company, corporation or association, or the managing agent of any person or persons, contractor or contractors, firm, company, corporation or association, to collect, demand, force, compel or require, either monthly, annually or for any other period of time, any sum of money for hospital fees from any person or laborer at any place in this state where no convenient, comfortable and well-equipped hospital is maintained at some town or place for the accommodation, relief and treatment of persons in his, her or their employ, and from whom hospital fees are collected; provided:  (a) That any person or persons, contractor or contractors, firm, company, corporation or association, or the managing agent of the same, may care for or cause to be cared for any person in his, her or their employ, from whom hospital fees are collected, at any private or public hospital, sanitarium or other convenient and comfortable place, without expense to the person or patient from whom hospital fees are collected; and  (b) That the distance and facilities for the comfort and conveyance of any patient come within the intent and meaning of subsection 1.  3. If at the nearest hospital the proper medical treatment cannot be secured, then it shall not be unlawful to take any person or patient a greater distance or to another hospital.  4. Any person or persons violating the provisions of this section shall be guilty of a misdemeanor.  [1:84:1903; RL § 1943; NCL § 2796] + [2:84:1903; RL § 1944; NCL § 2797] + [3:84:1903; RL § 1945; NCL § 2798] — (NRS A 1967, 634)
NV Rev Stat § 613.190 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.190 - Corrupt influencing of employee unlawful.

Every person who shall give, offer or promise, directly or indirectly, any compensation, gratuity or reward to any agent, employee or servant of any person or corporation, with intent to influence the action of the agent, employee or servant in relation to his or her principal’s, employer’s or master’s business, shall be guilty of a gross misdemeanor.  [1911 C&P § 531; RL § 6796; NCL § 10477]
NV Rev Stat § 613.200 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.200 - Prevention of employment of person who has been discharged or who terminates employment unlawful; criminal and administrative penalties; exception.

  1. Except as otherwise provided in this section and NRS 613.195, any person, association, company or corporation within this State, or any agent or officer on behalf of the person, association, company or corporation, who willfully does anything intended to prevent any person who for any cause left or was discharged from his, her or its employ from obtaining employment elsewhere in this State is guilty of a gross misdemeanor and shall be punished by a fine of not more than $5,000.  2. In addition to any other remedy or penalty, the Labor Commissioner may impose against each culpable party an administrative penalty of not more than $5,000 for each such violation.  3. If a fine or an administrative penalty is imposed pursuant to this section, the costs of the proceeding, including investigative costs and attorney’s fees, may be recovered by the Labor Commissioner.  4. The provisions of this section do not prohibit a person, association, company, corporation, agent or officer from negotiating, executing and enforcing an agreement with an employee of the person, association, company or corporation which, upon termination of the employment, prohibits the employee from disclosing any trade secrets, business methods, lists of customers, secret formulas or processes or confidential information learned or obtained during the course of his or her employment with the person, association, company or corporation if the agreement is supported by valuable consideration and is otherwise reasonable in its scope and duration.  [1911 C&P § 514; RL § 6779; NCL § 10461] — (NRS A 1967, 635; 1993, 901; 1995, 1039; 2003, 797; 2017, 1862)
NV Rev Stat § 613.210 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.210 - Blacklists unlawful; recommendations and statements to be provided employee by employer.

  1. As used in this section, "employee" means every person who has entered upon service or employment of an employer, and the employment shall be deemed to commence from the date of the entry or performance of any service. Any contract of employment, rule, regulation or device to the contrary is void.  2. A person shall not blacklist or cause to be blacklisted or publish the name of or cause to be published the name of any employee, mechanic or laborer discharged by that person with the intent to prevent that employee, mechanic or laborer from engaging in or securing similar or other employment from any other person.  3. If any officer or agent of any person blacklists or causes to be blacklisted or publishes the name of or causes to be published the name of any employee, mechanic or laborer discharged by that person with the intent to prevent that employee, mechanic or laborer from engaging in or securing similar or other employment from any other person in any manner conspires or contrives, by correspondence or otherwise, to prevent that discharged employee from procuring employment, the officer or agent, as applicable, is guilty of a misdemeanor.  4. Subsections 2 and 3 do not prohibit any person from giving in writing, at the time the employee leaves or is discharged from the service of the employer, a truthful statement of the reason for such leaving of the service or discharge of that employee, nor do subsections 2 and 3 prevent any employer from giving any employee or former employee any statement with reference to any meritorious services which the employee may have rendered to that employer. The employer shall supply statements as provided in this subsection upon demand from the employee, but no such statement is required unless the employee has been in service for a period of not less than 60 days. Only one such statement may be issued to that employee.  [1911 C&P § 515; RL § 6780; NCL § 10462] + [1911 C&P § 516; RL § 6781; NCL § 10463] + [1911 C&P § 517; A 1915, 275; 1919 RL § 6782; NCL § 10464] — (NRS A 1967, 635; 1987, 1312)
NV Rev Stat § 613.220 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.220 - Assembling and cooperation of employees to secure increases in wages unrestricted.

No part of this chapter shall be construed to restrict or prohibit the orderly and peaceable assembling or cooperation of persons employed in any profession, trade or handicraft for the purpose of securing an advance in the rate of wages or compensation, or for the maintenance of such rate.  [1911 C&P § 536; RL § 6801; NCL § 10482]
NV Rev Stat § 613.222 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.222 - Employer required to make reasonable accommodations for employee who is victim of domestic violence; employer may require supporting documentation.

  1. An employer must make reasonable accommodations which will not create an undue hardship for an employee who is a victim of an act which constitutes domestic violence or whose family or household member is a victim of an act which constitutes domestic violence. The employer may provide such accommodations, including, without limitation, as:   (a) A transfer or reassignment;  (b) A modified schedule;   (c) A new telephone number for work; or  (d) Any other reasonable accommodations which will not create an undue hardship deemed necessary to ensure the safety of the employee, the workplace, the employer or other employees.  2. An employer may require an employee to provide to the employer documentation that confirms or supports the reason the employee requires the reasonable accommodations.  3. As used in this section:  (a) "Domestic violence" has the meaning ascribed to it in NRS 33.018.  (b) "Family or household member" has the meaning ascribed to it in NRS 612.3755.  (Added to NRS by 2017, 3179)