reglab/housing_qa huggingface dataset:
NV Rev Stat § 613.510 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.510 - Exemptions from provisions.

  1. Except as otherwise provided in subsection 2, the following are exempt from the provisions of NRS 613.440 to 613.500, inclusive:  (a) Any employer who requests an employee to submit to a polygraphic examination if:  (1) The examination is administered in connection with an ongoing investigation involving economic loss or injury to the employer’s business, including theft, embezzlement, misappropriation or an act of unlawful industrial espionage or sabotage;  (2) The employee had access to the property that is the subject of the investigation;  (3) The employer has a reasonable suspicion that the employee was involved in the incident or activity under investigation; and  (4) The employer provides to the employee, before the examination, a written statement that:  (I) Sets forth with particularity the specific incident or activity being investigated;  (II) Is signed by the employer or an agent of the employer;  (III) Is retained by the employer for at least 3 years; and  (IV) Contains an identification of the specific economic loss or injury to the business, a statement indicating that the employee had access to the property and a statement describing the basis of the employer’s reasonable suspicion that the employee was involved in the incident.  (b) The use of polygraphic examinations on prospective employees who would be employed to protect:  (1) Facilities, materials or operations having a significant impact on the health or safety of this state or any political subdivision of this state; or  (2) Currency, negotiable securities, precious commodities or instruments or proprietary information,  requested by the potential employer whose primary business is to provide armored car personnel, personnel engaged in the design, installation and maintenance of security alarm systems or other security personnel.  (c) The use of a polygraphic examination by any employer authorized to manufacture, distribute or dispense a controlled substance if:  (1) The examination is administered to a prospective employee who would have direct access to the manufacture, storage, distribution or sale of any controlled substance; or  (2) The examination is administered to a current employee in connection with an ongoing investigation of misconduct involving a controlled substance manufactured, distributed or dispensed by the employer if the employee had access to the property that is the subject of the investigation.  2. The exemptions provided in subsection 1 are applicable only if:  (a) The polygraphic examination is administered by a person who holds a valid license as a polygraphic examiner or intern or is qualified as a polygraphic examiner and is exempt from the requirement of licensing pursuant to the provisions of chapter 648 of NRS; and  (b) The results of a polygraphic examination or the refusal to take a polygraphic examination is not used as the sole basis upon which an adverse employment action is taken against an employee or prospective employee.  (Added to NRS by 1989, 724)
NV Rev Stat § 613.520 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.520 - Definitions.

As used in NRS 613.520 to 613.600, inclusive, unless the context otherwise requires, the words and terms defined in NRS 613.530 to 613.560, inclusive, have the meanings ascribed to them in those sections.  (Added to NRS by 2013, 264, 3731)
NV Rev Stat § 613.530 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.530 - "Consumer credit report" defined.

Consumer credit report means any written, oral or other communication of information by a consumer reporting agency bearing on the credit worthiness, credit standing or credit capacity of a person.  (Added to NRS by 2013, 264, 3731)
NV Rev Stat § 613.540 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.540 - "Consumer reporting agency" defined.

Consumer reporting agency has the meaning ascribed to it in NRS 686A.640.  (Added to NRS by 2013, 264, 3731)
NV Rev Stat § 613.550 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.550 - "Credit information" defined.

Credit information means any information that is related to credit and derived from a consumer credit report or found on a consumer credit report. The term does not include information that is not related to credit, regardless of whether it is contained in a consumer credit report.  (Added to NRS by 2013, 264, 3731)
NV Rev Stat § 613.560 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.560 - "Employer" defined.

Employer has the meaning ascribed to it in subsection 1 of NRS 613.440.  (Added to NRS by 2013, 264, 3731)
NV Rev Stat § 613.570 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.570 - Unlawful acts of employer relating to consumer credit report or other credit information of employee or prospective employee.

Except as otherwise provided in NRS 613.580, 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 submit a consumer credit report or other credit information as a condition of employment;  2. Use, accept, refer to or inquire concerning a consumer credit report or other credit information;  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 submit a consumer credit report or other credit information; or  (b) On the basis of the results of a consumer credit report or other credit information; or  4. 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 has:  (a) Filed any complaint or instituted or caused to be instituted any legal proceeding pursuant to NRS 613.520 to 613.600, inclusive;  (b) Testified or may testify in any legal proceeding instituted pursuant to NRS 613.520 to 613.600, inclusive; or  (c) Exercised his or her rights, or has exercised on behalf of another person the rights afforded to him or her pursuant to NRS 613.520 to 613.600, inclusive.  (Added to NRS by 2013, 264, 3731)
NV Rev Stat § 613.580 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.580 - Exceptions.

An employer may request or consider a consumer credit report or other credit information for the purpose of evaluating an employee or prospective employee for employment, promotion, reassignment or retention as an employee if:  1. The employer is required or authorized, pursuant to state or federal law, to use a consumer credit report or other credit information for that purpose;  2. The employer reasonably believes that the employee or prospective employee has engaged in specific activity which may constitute a violation of state or federal law; or  3. The information contained in the consumer credit report or other credit information is reasonably related to the position for which the employee or prospective employee is being evaluated for employment, promotion, reassignment or retention as an employee. The information in the consumer credit report or other credit information shall be deemed reasonably related to such an evaluation if the duties of the position involve:  (a) The care, custody and handling of, or responsibility for, money, financial accounts, corporate credit or debit cards, or other assets;  (b) Access to trade secrets or other proprietary or confidential information;  (c) Managerial or supervisory responsibility;  (d) The direct exercise of law enforcement authority as an employee of a state or local law enforcement agency;  (e) The care, custody and handling of, or responsibility for, the personal information of another person;  (f) Access to the personal financial information of another person;  (g) Employment with a financial institution that is chartered under state or federal law, including a subsidiary or affiliate of such a financial institution; or  (h) Employment with a licensed gaming establishment, as defined in NRS 463.0169.  (Added to NRS by 2013, 265, 3731)
NV Rev Stat § 613.590 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.590 - Liability of employer for violation; statute of limitations; attorney’s fees and costs.

  1. An employer who violates the provisions of NRS 613.520 to 613.600, 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 2013, 265, 3732)
NV Rev Stat § 613.600 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.600 - Administrative penalties, penalties are cumulative; injunctive relief.

  1. If any person violates NRS 613.520 to 613.600, inclusive, 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 613.520 to 613.600, inclusive, 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 613.520 to 613.600, inclusive.  3. The Labor Commissioner may bring a civil action pursuant to this section to restrain violations of NRS 613.520 to 613.600, inclusive. A court of competent jurisdiction may issue, without bond, a temporary or permanent restraining order or injunction to require compliance with NRS 613.520 to 613.600, inclusive, 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 2013, 266, 3732)
NV Rev Stat § 613.610 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.610 - Short title.

This section and NRS 613.620 may be cited as the Domestic Workers’ Bill of Rights.  (Added to NRS by 2017, 3887)
NV Rev Stat § 613.700 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.700 - Definitions. [Effective January 1, 2020.]

As used in NRS 613.700 to 613.780, inclusive, unless the context otherwise requires, the words and terms defined in NRS 613.710 and 613.720 have the meanings ascribed to them in those sections.  (Added to NRS by 2019, 2898, effective January 1, 2020)
NV Rev Stat § 613.710 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.710 - "Call center" defined. [Effective January 1, 2020.]

Call center means a facility or other operation whereby workers receive telephone calls or other electronic communication for the purpose of providing customer service or related functions.  (Added to NRS by 2019, 2898, effective January 1, 2020)
NV Rev Stat § 613.720 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.720 - "Employer" defined. [Effective January 1, 2020.]

Employer means a person in this State who, for the purpose of staffing a call center, employs 50 or more call center employees.  (Added to NRS by 2019, 2898, effective January 1, 2020)
NV Rev Stat § 613.750 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.750 - Relocation to foreign country: Required notice to Labor Commissioner and employees; ineligibility for economic development incentive; waiver. [Effective January 1, 2020.]

  1. An employer who relocates a call center, or one or more facilities or operating units within a call center comprising at least 30 percent of the total operating volume of telephone calls or other electronic communications when measured against the average volume of those operations from the previous 12 months, from this State to a foreign country shall, not later than 90 days before such relocation:  (a) If the employer has received any incentive from a state agency for economic development, including, without limitation, any grant, loan, tax credit or abatement within the 10 years immediately preceding the relocation, notify the Labor Commissioner and the employees who will be displaced due to the relocation of:  (1) The relocation; and   (2) The number of employees who will be displaced due to the relocation; or  (b) If the employer is not an employer described in paragraph (a), provide to the Labor Commissioner and the employees who will be displaced due to the relocation a notice containing the information required to be included in the notice required pursuant to the federal Worker Adjustment and Retraining Notification Act, 29 U.S.C. §§ 2101 et seq., and the regulations adopted pursuant thereto.   2. Except as otherwise provided in subsection 3, an employer who has provided the notice required by subsection 1 is ineligible to receive from a state agency any incentive for economic development, including, without limitation, any grant, loan, tax credit or abatement for a period of 5 years following the date upon which such notice was provided to the Labor Commissioner.  3. The Labor Commissioner may waive the provisions of subsection 2 for a state agency that wishes to provide an incentive for economic development to an employer who has provided the notice required by subsection 1 upon the request of the state agency if:  (a) The employer demonstrates to the satisfaction of the state agency that not being provided the incentive would cause job loss or an adverse impact on this State; and  (b) The state agency notifies the Labor Commissioner that the employer complied with paragraph (a) within 15 days after the state agency makes the determination of compliance.  (Added to NRS by 2019, 2898, effective January 1, 2020)
NV Rev Stat § 613.760 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.760 - Failure of employer to provide required notice of relocation: Imposition of penalties and requirement that employer conduct study under certain circumstances. [Effective January 1, 2020.]

  1. If an employer fails to provide the notice required by paragraph (a) of subsection 1 of NRS 613.750, the Labor Commissioner shall:  (a) Impose against the employer a civil penalty not to exceed $5,000 for each day the employer fails to provide the notice; or  (b) Require the employer to conduct a study, at the expense of the employer, to determine the financial impact of the failure of the employer to provide the required notice on the community surrounding the call center and impose against the employer a civil penalty in an amount based upon the results of the study.  2. If an employer fails to provide the notice required by paragraph (b) of subsection 1 of NRS 613.750, the Labor Commissioner shall impose against the employer a civil penalty of $5,000 and an additional civil penalty of $500 for each day the employer fails to provide the notice, up to a maximum of 30 days.  (Added to NRS by 2019, 2899, effective January 1, 2020)
NV Rev Stat § 613.770 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.770 - Restrictions on construction relating to certain payments, compensation and benefits for employees of call center. [Effective January 1, 2020.]

The provisions of NRS 613.700 to 613.780, inclusive, must not be construed to authorize the withholding or denial of payments, compensation or benefits under any law of this State, including, without limitation, unemployment compensation, a disability benefit or a payment for the purposes of retraining or readjustment to an employee of an employer who relocates a call center to a foreign country.  (Added to NRS by 2019, 2899, effective January 1, 2020)
NV Rev Stat § 613.780 (2021)
2021 Nevada Revised Statutes|Chapter 613 - Employment Practices|NRS 613.780 - Regulations. [Effective January 1, 2020.]

The Labor Commissioner may adopt such regulations as are necessary to carry out the provisions of NRS 613.700 to 613.780, inclusive.  (Added to NRS by 2019, 2899, effective January 1, 2020)
NV Rev Stat § 614.010 (2021)
2021 Nevada Revised Statutes|Chapter 614 - Organized Labor and Labor Disputes|NRS 614.010 - Governor to attempt amicable settlement of labor dispute on request of either party; appointment of commission; arbitration.

  1. Whenever a controversy concerning wages, hours of labor, or conditions of employment shall arise between an employer and his or her employees, seriously interrupting or threatening to interrupt the business of the employer, the Governor shall, upon the request of either party to the controversy, with all practicable expedition, put himself or herself in communication with the parties to such controversy, and shall use his or her best efforts, by mediation and conciliation, to settle the same amicably. The Governor may either exercise such powers of conciliation himself or herself or appoint a commission for such purpose.  2. If such efforts of conciliation shall be unsuccessful, the Governor shall at once endeavor to bring about an arbitration of such controversy in accordance with the provisions of NRS 614.010 to 614.080, inclusive.  [1:181:1907; RL § 1929; NCL § 2763]
NV Rev Stat § 614.020 (2021)
2021 Nevada Revised Statutes|Chapter 614 - Organized Labor and Labor Disputes|NRS 614.020 - Board of arbitration: Selection; majority may make valid award.

  1. Whenever a controversy shall arise between an employer and his or her employees which cannot be settled by mediation and conciliation in the manner provided in NRS 614.010, such controversy may, with the consent of the parties to the controversy, be submitted to the arbitration of a board of three persons who shall be chosen in the following manner. One shall be named by the employer directly interested, and one shall be named by the labor organization to which the employees directly interested belong, or if they belong to more than one, such arbitrator shall be agreed upon and designated by the concurrent action of all such labor organizations. The two thus chosen shall select the third commissioner of arbitration. In the event of their failure to name such arbitrator within 5 days after their first meeting, the three arbitrators shall be named by the Governor.  2. A majority of the arbitrators shall be competent to make a binding and valid award under the provisions of NRS 614.010 to 614.080, inclusive.  [Part 2:181:1907; RL § 1930; NCL § 2764]
NV Rev Stat § 614.030 (2021)
2021 Nevada Revised Statutes|Chapter 614 - Organized Labor and Labor Disputes|NRS 614.030 - Written submission of controversy to board of arbitration: Contents and stipulations.

The submission shall:  1. Be in writing.  2. Be signed by the employer and by the labor organization or organizations representing the employees.  3. Specify the time and place of meeting of such board of arbitration.  4. State the questions to be decided.  5. Contain appropriate provisions by which the respective parties shall stipulate as follows:  (a) That the board of arbitration shall commence its hearings within 10 days from the date of the appointment of the third arbitrator, and shall find and file its award within 30 days from the date of the appointment of the third arbitrator; and that pending the arbitration the status existing immediately prior to the dispute shall not be changed; but that no employee shall be compelled to render personal service without his or her consent.  (b) That the award and the papers and proceedings, including the testimony relating thereto certified under the hands of the arbitrators, shall be filed in the clerk’s office of the district court for the county wherein the controversy arises or the arbitration is entered into, and shall be final and conclusive upon both parties, unless set aside for error of law apparent on the record.  (c) That the respective parties to the award will each faithfully execute the same, and that the same may be specifically enforced in equity so far as the powers of a court of equity permit; but that no injunction or other legal process shall be issued which shall compel the performance by any laborer against his or her will of a contract for personal labor or service.  (d) That employees dissatisfied with the award shall not by reason of such dissatisfaction quit the service of the employer before the expiration of 3 months from and after the making of such award without giving 30 days’ notice in writing of their intention so to quit; nor shall the employer dissatisfied with such award dismiss any employee or employees on account of such dissatisfaction before the expiration of 3 months from and after the making of such award without giving 30 days’ notice in writing of his or her intention so to discharge.  (e) That the award shall continue in force as between the parties thereto for the period of 1 year after the same shall go into practical operation, and no new arbitration upon the same subject between the same employer and the same class of employees shall be had until the expiration of such 1 year if the award is not set aside as provided.  [Part 2:181:1907; RL § 1930; NCL § 2764]
NV Rev Stat § 614.040 (2021)
2021 Nevada Revised Statutes|Chapter 614 - Organized Labor and Labor Disputes|NRS 614.040 - Award: Operation; judgment; exceptions; appeal to appellate court.

  1. The award being filed in the clerk’s office of the district court, as provided in NRS 614.030, it shall go into practical operation and judgment shall be entered thereon accordingly at the expiration of 10 days from such filing, unless within such 10 days either party shall file exceptions thereto for matter of law apparent on the record, in which case the award shall go into practical operation and judgment shall be entered accordingly when such exceptions shall have been finally disposed of either by the district court or on appeal therefrom.  2. At the expiration of 10 days from the decision of the district court upon exception taken to the award as stated in subsection 1, judgment shall be entered in accordance with the decision, unless during the 10 days either party shall appeal therefrom to the appellate court of competent jurisdiction pursuant to the rules fixed by the Supreme Court of the State of Nevada pursuant to Section 4 of Article 6 of the Nevada Constitution. In such case only such portion of the record shall be transmitted to the appellate court of competent jurisdiction as is necessary to a proper understanding and consideration of the questions of law presented by the exceptions and to be decided.  3. The determination of the appellate court of competent jurisdiction upon the questions shall be final, and, being certified by the clerk thereof to the district court, judgment pursuant thereto shall thereupon be entered by the district court.  4. If exceptions to an award are finally sustained, judgment shall be entered setting aside the award, but in such case the parties may agree upon a judgment to be entered disposing of the subject matter of the controversy, which judgment when entered shall have the same force and effect as judgment entered upon an award.  [3:181:1907; RL § 1931; NCL § 2765] — (NRS A 2013, 1793)