reglab/housing_qa huggingface dataset:
NV Rev Stat § 613.420 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.420 - Nevada Equal Rights Commission to issue right-to-sue notice after unfavorable decision by Commission; civil action in district court for order to restore rights. [Effective through December 31, 2019.]

  1. If the Nevada Equal Rights Commission does not conclude that an unfair employment practice within the scope of NRS 613.310 to 613.4383, inclusive, has occurred, the Commission shall issue a right-to-sue notice. The right-to-sue notice must indicate that the person may, not later than 90 days after the date of receipt of the right-to-sue notice, bring a civil action in district court against the person named in the complaint.  2. If the Nevada Equal Rights Commission has issued a right-to-sue notice pursuant to this section or NRS 613.412, the person alleging such a practice has occurred may bring a civil action in the district court not later than 90 days after the date of receipt of the right-to-sue notice for any appropriate relief, including, without limitation, an order granting or restoring to that person the rights to which the person is entitled under those sections.  (Added to NRS by 1965, 694; A 1975, 223; 1983, 518; 2017, 1788; 2019, 549)
NV Rev Stat § 613.420 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.420 - Nevada Equal Rights Commission to issue letter and right-to-sue notice after unfavorable decision by Commission; civil action in district court for order to restore rights. [Effective January 1, 2020.]

  1. If the Nevada Equal Rights Commission does not conclude that an unfair employment practice within the scope of NRS 613.310 to 613.4383, inclusive, has occurred, the Commission shall issue:  (a) A letter to the person who filed the complaint pursuant to NRS 613.405 notifying the person of his or her rights pursuant to subsection 2; and  (b) A right-to-sue notice. The right-to-sue notice must indicate that the person may, not later than 90 days after the date of receipt of the right-to-sue notice, bring a civil action in district court against the person named in the complaint.  2. If the Nevada Equal Rights Commission has issued a right-to-sue notice pursuant to this section or NRS 613.412, the person alleging such a practice has occurred may bring a civil action in the district court not later than 90 days after the date of receipt of the right-to-sue notice for any appropriate relief, including, without limitation, an order granting or restoring to that person the rights to which the person is entitled under those sections.  (Added to NRS by 1965, 694; A 1975, 223; 1983, 518; 2017, 1788; 2019, 549, 3759, effective January 1, 2020)
NV Rev Stat § 613.430 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.430 - Limitation on actions. [Effective through December 31, 2019.]

No action authorized by NRS 613.420 may be brought more than 180 days after the date of the act complained of or more than 90 days after the date of the receipt of the right-to-sue notice pursuant to NRS 613.412, whichever is later. When a complaint is filed with the Nevada Equal Rights Commission, the limitation provided by this section is tolled as to any action authorized by NRS 613.420 during the pendency of the complaint before the Commission.  (Added to NRS by 1965, 694; A 1969, 726; 1975, 223; 1977, 1609; 1983, 518; 2019, 550)
NV Rev Stat § 613.430 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.430 - Limitation on actions. [Effective January 1, 2020.]

  1. No action authorized by NRS 613.420 may be brought:  (a) More than 180 days after the date of the act complained of; or  (b) More than 90 days after the date of the:  (1) Issuance of the letter described in subsection 1 of NRS 613.420; or  (2) Receipt of the right-to-sue notice pursuant to NRS 613.412,  whichever is later.  2. When a complaint is filed with the Nevada Equal Rights Commission, the limitation provided by this section is tolled as to any action authorized by NRS 613.420 during the pendency of the complaint before the Commission.  (Added to NRS by 1965, 694; A 1969, 726; 1975, 223; 1977, 1609; 1983, 518; 2019, 550, 3759, effective January 1, 2020)
NV Rev Stat § 613.432 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.432 - Unlawful employment practices: Relief.

If a court finds that an employee has been injured by an unlawful employment practice within the scope of this section and NRS 613.310 to 613.4383, inclusive, the court may award the employee the same legal or equitable relief that may be awarded to a person pursuant to Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq., if the employee is protected by Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq., or NRS 613.330.  (Added to NRS by 2019, 548)
NV Rev Stat § 613.435 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.435 - Expedited appeal for certain actions.

  1. The appellate court of competent jurisdiction shall, with regard to an appeal from a final judgment in an action for age discrimination in employment brought pursuant to NRS 613.420 or 29 U.S.C. §§ 621-634, provide by rule for the filing of briefs within 6 months after the date of entry of the judgment. The appellate court of competent jurisdiction for good cause shown may grant an extension of time for the filing of such briefs.  2. Unless good cause is shown for a later hearing, the appellate court of competent jurisdiction shall, with regard to an appeal to which subsection 1 applies, set the appeal for argument on a date within 60 days after the expiration of the period for filing briefs.  (Added to NRS by 1997, 77; A 2013, 1793)
NV Rev Stat § 613.4353 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4353 - Short title.

The provisions of NRS 613.4353 to 613.4383, inclusive, may be cited as the Nevada Pregnant Workers’ Fairness Act.  (Added to NRS by 2017, 1781)
NV Rev Stat § 613.4356 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4356 - Definitions.

As used in NRS 613.4353 to 613.4383, inclusive, unless the context otherwise requires, the words and terms defined in NRS 613.4359, 613.4362 and 613.4365 have the meanings ascribed to them in those sections.  (Added to NRS by 2017, 1781)
NV Rev Stat § 613.4359 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4359 - "Condition of the applicant relating to pregnancy, childbirth or a related medical condition" defined.

Condition of the applicant relating to pregnancy, childbirth or a related medical condition, "condition of the employee relating to pregnancy, childbirth or a related medical condition" or "condition of the employee or applicant relating to pregnancy, childbirth or a related medical condition" means a physical or mental condition intrinsic to pregnancy or childbirth that includes, without limitation, lactation or the need to express breast milk for a nursing child.  (Added to NRS by 2017, 1781)
NV Rev Stat § 613.4362 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4362 - "Reasonable accommodation" defined.

Reasonable accommodation means an action described in NRS 613.4371 that is taken by an employer for a female employee or applicant for employment who has a condition relating to pregnancy, childbirth or a related medical condition.  (Added to NRS by 2017, 1781)
NV Rev Stat § 613.4365 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4365 - "Related medical condition" defined.

Related medical condition means any medically recognized physical or mental condition related to pregnancy, childbirth or recovery from pregnancy or childbirth. The term includes, without limitation, mastitis or other lactation-related medical condition, gestational diabetes, pregnancy-induced hypertension, preeclampsia, postpartum depression, loss or end of pregnancy and recovery from loss or end of pregnancy.  (Added to NRS by 2017, 1782)
NV Rev Stat § 613.4368 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4368 - Legislative findings and declaration.

  1. The Legislature hereby finds and declares that:  (a) Workplace laws must adequately protect pregnant women from being terminated from their employment because of the refusal of their employer to provide a reasonable accommodation;  (b) Women are often the primary income earners for their families and unemployment resulting from the failure of their employers to provide accommodations in the workplace is an outcome that families cannot afford to endure; and  (c) By remaining employed, pregnant women continue to provide economic security for their families, which in turn provides an economic benefit to the economy of this State.   2. The Legislature further finds and declares that it is the intent of the Legislature to fight against discrimination based on pregnancy, childbirth or a related medical condition, promote public health and ensure that women realize full and equal participation in the workforce by requiring employers to provide reasonable accommodations to employees who are pregnant, have given birth or have a related medical condition.  (Added to NRS by 2017, 1782)
NV Rev Stat § 613.4371 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4371 - Reasonable accommodation requested by female employee or provided to a female applicant for employment.

  1. If a female employee requests an accommodation for a condition of the employee relating to pregnancy, childbirth or a related medical condition, the employer and employee must engage in a timely, good faith and interactive process to determine an effective, reasonable accommodation for the employee. An accommodation may consist of a change in the work environment or in the way things are customarily carried out that allows the employee to have equal employment opportunities, including the ability to perform the essential function of the position and to have benefits and privileges of employment that are equal to those available to other employees.  2. A reasonable accommodation provided by an employer to a female applicant for employment which is based on a condition of the applicant relating to pregnancy, childbirth or a related medical condition may consist of a modification to the application process or the manner in which things are customarily carried out that allows the applicant to be considered for employment or hired for a position.  3. A reasonable accommodation pursuant to this section may include, without limitation:  (a) Modifying equipment or providing different seating;  (b) Revising break schedules, which may include revising the frequency or duration of breaks;  (c) Providing space in an area other than a bathroom that may be used for expressing breast milk;   (d) Providing assistance with manual labor if the manual labor is incidental to the primary work duties of the employee;  (e) Authorizing light duty;  (f) Temporarily transferring the employee to a less strenuous or hazardous position; or   (g) Restructuring a position or providing a modified work schedule.  4. An employer is not required by this section or NRS 613.438 to:  (a) Create a new position that the employer would not have otherwise created, unless the employer has created or would create such a position to accommodate other classes of employees; or  (b) Discharge any employee, transfer any employee with more seniority or promote any employee who is not qualified to perform the job, unless the employer has taken or would take such an action to accommodate other classes of employees.  (Added to NRS by 2017, 1783)
NV Rev Stat § 613.4374 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4374 - Employer must prove undue hardship for refusal to provide reasonable accommodation.

  1. If a female employee or applicant for employment makes a prima facie showing that the employee or applicant requested a reasonable accommodation for a condition of the employee or applicant relating to pregnancy, childbirth or a related medical condition and the employer refused to provide or attempt to provide the reasonable accommodation, the burden of proof shifts to the employer to demonstrate that providing such an accommodation would impose an undue hardship on the business of the employer.  2. To prove such an undue hardship, the employer must demonstrate that the accommodation is significantly difficult to provide or expensive considering, without limitation:  (a) The nature and cost of the accommodation;  (b) The overall financial resources of the employer;   (c) The overall size of the business of the employer with respect to the number of employees and the number, type and location of the available facilities; and  (d) The effect of the accommodation on the expenses and resources of the employer or the effect of the accommodation on the operations of the employer.  3. Evidence that the employer provides or would be required to provide a similar accommodation to a similarly situated employee or applicant for employment creates a rebuttable presumption that the accommodation does not impose an undue hardship on the employer.  (Added to NRS by 2017, 1784)
NV Rev Stat § 613.4377 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4377 - Employer to provide and post notice of right to freedom from discriminatory or unlawful employment practices.

  1. An employer shall provide a written or electronic notice to employees that they have the right to be free from discriminatory or unlawful employment practices pursuant to NRS 613.4353 to 613.4383, inclusive. The notice must include a statement that a female employee has the right to a reasonable accommodation for a condition of the employee relating to pregnancy, childbirth or a related medical condition.  2. An employer shall provide the notice required pursuant to subsection 1:  (a) To a new employee upon commencement of employment; and  (b) Within 10 days after an employee notifies the employee’s immediate supervisor that the employee is pregnant.  3. An employer shall post the notice required pursuant to subsection 1 in a conspicuous place at the place of business of the employer that is located in an area which is accessible to employees.  (Added to NRS by 2017, 1784)
NV Rev Stat § 613.4383 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.4383 - Unlawful employment practices: Refusal to grant leave to female employee for condition relating to pregnancy, childbirth or related medical condition.

If an employer grants leave with pay, leave without pay, or leave without loss of seniority to his or her employees for sickness or disability because of a medical condition, it is an unlawful employment practice to fail or refuse to extend the same benefits to any female employee for a condition of the employee relating to pregnancy, childbirth or a related medical condition. The female employee who is pregnant must be allowed to use the leave before and after childbirth, miscarriage or other natural resolution of her pregnancy, if the leave is granted, accrued or allowed to accumulate as a part of her employment benefits.  (Added to NRS by 1989, 690; A 2017, 1785) — (Substituted in revision for NRS 613.335)
NV Rev Stat § 613.440 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.440 - Definitions.

As used in NRS 613.440 to 613.510, inclusive, unless the context otherwise requires:  1. "Employer" includes any person acting directly or indirectly in the interest of an employer in relation to an employee or prospective employee.  2. "Lie detector" means a polygraph, voice stress analyzer, psychological stress evaluator or any other similar device, whether mechanical or electrical, that is used, or the results of which are used, for the purpose of rendering a diagnostic opinion regarding the honesty or dishonesty of an individual.  3. "Polygraph" means an instrument that:  (a) Visually, permanently and simultaneously records cardiovascular activity, respiratory activity and changes in skin resistance; and  (b) Is used, or the results of which are used, for the purpose of rendering a diagnostic opinion regarding the veracity of any statement made by the person examined.  4. "Polygraphic examination" means a test administered with a polygraph.  (Added to NRS by 1989, 723)
NV Rev Stat § 613.450 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.450 - Provisions inapplicable to State and its political subdivisions.

The provisions of NRS 613.440 to 613.510, inclusive, do not apply to this state or any political subdivision of this state.  (Added to NRS by 1989, 724)
NV Rev Stat § 613.460 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.460 - Adoption of regulations; notice of statutory provisions.

  1. The Labor Commissioner:  (a) May adopt any regulations necessary or appropriate to carry out the provisions of NRS 613.440 to 613.510, inclusive; and  (b) Shall prepare and distribute to employers in this state, a notice setting forth a summary of the provisions of NRS 613.440 to 613.510, inclusive.  2. Each employer shall post and maintain the notice in a conspicuous location at the place of employment where notices to employees and applicants for employment are customarily posted and read.  (Added to NRS by 1989, 723)
NV Rev Stat § 613.470 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.470 - Waiver of rights and procedures void; exception.

Unless stipulated in a written settlement agreement signed by all parties to a pending action or complaint filed pursuant to NRS 613.440 to 613.510, inclusive, any waiver of the rights and procedures provided by NRS 613.440 to 613.510, inclusive, is against public policy and is void.  (Added to NRS by 1989, 724)
NV Rev Stat § 613.480 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.480 - Unlawful acts of employer.

Except as otherwise provided in NRS 613.510, it is unlawful for any employer in this state to:  1. Directly or indirectly, require, request, suggest or cause any employee or prospective employee to take or submit to any lie detector test;  2. Use, accept, refer to or inquire concerning the results of any lie detector test of any employee or prospective employee;  3. 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:  (a) Who refuses, declines or fails to take or submit to any lie detector test; or  (b) On the basis of the results of any lie detector test; or  4. Discharge, discipline, discriminate against in any manner, deny employment or promotion to or threaten to take any such action against any employee or prospective employee who has:  (a) Filed any complaint or instituted or caused to be instituted any legal proceeding pursuant to NRS 613.440 to 613.510, inclusive;  (b) Testified or may testify in any legal proceeding instituted pursuant to NRS 613.440 to 613.510, inclusive; or  (c) Exercised his or her rights, or has exercised on behalf of another person the rights afforded him or her pursuant to NRS 613.440 to 613.510, inclusive.  (Added to NRS by 1989, 723)
NV Rev Stat § 613.490 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.490 - Liability of employer to employee; attorney’s fees and costs.

  1. An employer who violates the provisions of NRS 613.440 to 613.510, inclusive, is liable to the employee or prospective employee affected by the violation. The employer is liable for any legal or equitable relief as may be appropriate, including employment of a prospective employee, reinstatement or promotion of an employee and the payment of lost wages and benefits.  2. An action to recover the liability pursuant to subsection 1 may be maintained against the employer by an employee or prospective employee:  (a) For or on behalf of the employee or prospective employee; and  (b) On behalf of other employees or prospective employees similarly situated.  An action must not be commenced pursuant to this section more than 3 years after the date of the alleged violation.  3. In any action brought pursuant to this section, the court, in its discretion, may allow the prevailing party reasonable costs, including attorney’s fees.  (Added to NRS by 1989, 724)
NV Rev Stat § 613.500 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.500 - Administrative penalties; penalties are cumulative; injunctive relief.

  1. If any person violates any provision of NRS 613.440 to 613.510, inclusive, or any regulation adopted pursuant thereto, the Labor Commissioner may impose against the person an administrative penalty of not more than $9,000 for each such violation.  2. In determining the amount of any administrative penalty to be imposed against the person, the Labor Commissioner shall consider the previous record of the person in terms of compliance with NRS 613.440 to 613.510, inclusive, and any regulation adopted pursuant thereto, and the severity of the violation. Any administrative penalty imposed against the person is in addition to any other remedy or penalty provided pursuant to NRS 613.440 to 613.510, inclusive.  3. The Labor Commissioner may bring a civil action pursuant to this section to restrain violations of NRS 613.440 to 613.510, inclusive, or any regulation adopted pursuant thereto. A court of competent jurisdiction may issue, without bond, a temporary or permanent restraining order or injunction to require compliance with NRS 613.440 to 613.510, inclusive, or any regulation adopted pursuant thereto, including any legal or equitable relief incident thereto as may be appropriate, such as employment of a prospective employee, reinstatement or promotion of an employee, and the payment of lost wages and benefits.  (Added to NRS by 1989, 723; A 2003, 798)