reglab/statecodes huggingface dataset:
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.020 - Fraudulent representations by employment agent or broker: Penalty.

Every employment agent or broker who, with intent to influence the action of any person thereby, shall misstate or misrepresent verbally or in any writing or advertisement any material matter relating to the demand for labor, the conditions under which any labor or service is to be performed, the duration thereof or the wages to be paid therefor, shall be guilty of a misdemeanor.
[1911 C&P § 520; RL § 6785; NCL § 10466]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.030 - False representations or pretenses concerning employer’s ability to pay wages: Penalty.

Any person, persons, partnership, association, company or corporation, or his, her or its officers, directors or agents, who or which shall employ for wages any person or persons in any occupation, and who or which at the time of employing such person or persons shall make any false representation or pretenses as to having sufficient funds to pay such wages, and who after labor has been done under such employment by the employee or employees shall fail upon the discharge or resignation of such employee or employees, for a period of 5 days after such wages are legally payable, to pay the employee or employees on demand the wages due the employee or employees for such labor, shall be guilty of a misdemeanor.
[1:276:1913; 1919 RL p. 3390; NCL § 10601]—(NRS A 1967, 632)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.040 - Rule or regulation preventing political activity unlawful.

It shall be unlawful for any person, firm or corporation doing business or employing labor in the State of Nevada to make any rule or regulation prohibiting or preventing any employee from engaging in politics or becoming a candidate for any public office in this state.
[1:62:1915; 1919 RL p. 3391; NCL § 10602]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.050 - Penalty; duty of Attorney General.

1. Any person, firm or corporation convicted of violating the provisions of NRS 613.040 to 613.070, inclusive, shall be punished by a fine of not more than $5,000.
2. The penalty must be recovered in a suit brought for that purpose by the Attorney General in the name of and for the benefit of the State of Nevada, but the prosecution must not be commenced later than 3 months after the commission of the offense described in NRS 613.040.
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.
[Part 2:62:1915; 1919 RL p. 3391; NCL § 10603]—(NRS A 1967, 632; 1993, 900)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.060 - Responsibility for acts of managers, officers, agents and employees.

In all prosecutions under NRS 613.040 to 613.070, inclusive, the person, firm or corporation violating the provisions of NRS 613.040 to 613.070, inclusive, shall be held responsible for the acts of his, her or its managers, officers, agents and employees.
[Part 2:62:1915; 1919 RL p. 3391; NCL § 10603]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.070 - Recovery of damages by employee.

Nothing contained in NRS 613.040 to 613.060, inclusive, shall be construed to prevent the injured employee from recovering damages from his or her employer for injury suffered through a violation of NRS 613.040 to 613.060, inclusive.
[3:62:1915; 1919 RL p. 3391; NCL § 10604]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.075 - Inspection by person who is subject of records; provision of copies upon request; cost of copies; person permitted to submit written explanation in response to information in records and to challenge accuracy; limitations.

1. Any person or governmental entity who employs and has under his or her direction and control any person for wages or under a contract of hire, or any labor organization referring a person to an employer for employment, shall, upon the request of that employee or person referred:
(a) Give the employee or person referred a reasonable opportunity, during the usual hours of business, to inspect any records kept by that employer or labor organization containing information used:
(1) By the employer or labor organization to determine the qualifications of that employee and any disciplinary action taken against the employee, including termination from that employment; or
(2) By the labor organization with respect to that person’s position on its list concerning past, present and future referrals for employment; and
(b) Furnish the employee or person referred with a copy of those records.
The records to be made available do not include confidential reports from previous employers or investigative agencies, other confidential investigative files concerning the employee or person referred or information concerning the investigation, arrest or conviction of that person for a violation of any law.
2. An employer or labor organization shall allow an employee or person referred to submit a reasonable written explanation in direct response to any written entry in the records of employment regarding the employee or person. Any such written explanation must be reasonable in length, in a format prescribed by the employer and maintained by the employer or labor organization in the records of employment.
3. An employer or labor organization shall not maintain a secret record of employment regarding an employee or person referred.
4. Upon termination of employment, an employer shall allow an employee to inspect the employee’s records of employment within 60 days after his or her termination of employment and shall, if requested by that former employee within that period, furnish the former employee with a copy of those records.
5. An employer or labor organization may only charge an employee or person referred an amount equal to the actual cost of providing access to and copies of his or her records of employment.
6. The employee or person referred shall, if the employee or person contends that any information contained in the records is inaccurate or incomplete, notify his or her employer or the labor organization in writing of that contention. If the employer or labor organization finds that the contention of that employee or person is correct, it shall change the information accordingly.
7. No copies may be furnished to an employee or former employee under this section unless the employee or former employee has been or was employed for more than 60 days.
(Added to NRS by 1985, 1080; A 1997, 1024)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.080 - Involuntary servitude prohibited; wages; penalty.

1. The immigration to this State of all slaves and other people bound by contract to involuntary servitude for a term of years is hereby prohibited.
2. It is unlawful for any company, person or persons to collect the wages or compensation for the labor of the persons described in subsection 1.
3. It is unlawful for any corporation, company, person or persons to pay to any owner or agent of the owner of any such persons mentioned in subsection 1 any wages or compensation for the labor of such slaves or persons so bound by the contract to involuntary servitude.
4. Unless a greater penalty is provided in NRS 200.463, 200.4631, 200.464 or 200.468, a violation of any of the provisions of this section is a gross misdemeanor.
[1:99:1879; BH § 4764; C § 4856; RL § 6847; NCL § 10607] + [2:99:1879; BH § 4765; C § 4857; RL § 6848; NCL § 10608] + [3:99:1879; BH § 4766; C § 4858; RL § 6849; NCL § 10609] + [4:99:1879; BH § 4767; C § 4859; RL § 6850; NCL § 10610]—(NRS A 1967, 632; 2005, 91; 2007, 1271; 2013, 1859)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.090 - Obtaining employment by false or forged letter of recommendation or union card: Penalty.

Every person who obtains employment by color or aid of any false or forged letter, certificate of recommendation or union card is guilty of a misdemeanor.
[Part 1911 C&P § 522; RL § 6787; NCL § 10468]—(NRS A 1977, 311)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.100 - Endangering life or property by breaking employment contract: Penalty.

Every person who shall willfully and maliciously, either alone or in combination with others, break a contract of service or employment, knowing or having reasonable cause to believe that the consequence of his or her so doing will be to endanger human life or to cause grievous bodily injury or to expose valuable property to destruction or serious injury, shall be guilty of a misdemeanor.
[1911 C&P § 323; RL § 6588; NCL § 10271]
2023 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]
2023 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)
2023 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)
2023 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)
2023 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.

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)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.134 - Issuance of right-to-sue notice by Labor Commissioner for unlawful employment practice relating to wage or salary history.

If a person files a complaint with the Labor Commissioner pursuant to NRS 613.133 which alleges an unlawful employment practice, the Labor Commissioner shall issue, upon request from the person, a right-to-sue notice if at least 180 days have passed after the complaint was filed. 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, and the notice must so indicate.
(Added to NRS by 2021, 1679)
2023 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)
2023 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)
2023 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)
2023 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)
2023 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)
2023 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)
2023 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)
2023 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]
2023 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)
2023 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)
2023 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]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.222 - Employer required to make reasonable accommodations for employee who is victim of domestic violence or sexual assault; 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 sexual assault or whose family or household member is a victim of an act which constitutes domestic violence or sexual assault. 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.
(c) "Sexual assault" has the meaning ascribed to it in NRS 200.366.
(Added to NRS by 2017, 3179; A 2023, 1232)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.223 - Unlawful for employer to take certain actions against employee for reasons related to domestic violence or sexual assault.

1. It is unlawful for any employer in this State to discharge, discipline, discriminate against in any manner or deny employment or promotion to, or threaten to take any such action against, an employee because:
(a) The employee requested to use hours of leave pursuant to NRS 608.0198;
(b) The employee participated as a witness or interested party in court proceedings related to an act which constitutes domestic violence or sexual assault which triggered the use of leave pursuant to NRS 608.0198;
(c) The employee requested an accommodation pursuant to NRS 613.222; or
(d) An act which constitutes domestic violence or sexual assault was committed against the employee in the workplace of the employee.
2. As used in this section:
(a) "Domestic violence" has the meaning ascribed to it in NRS 33.018.
(b) "Sexual assault" has the meaning ascribed to it in NRS 200.366.
(Added to NRS by 2017, 3179; A 2023, 1232)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.224 - Employer’s authority to enforce statutory health and safety requirements notwithstanding antidiscrimination protections relating to hair texture and protective hairstyles.

Notwithstanding the protections in this chapter for hair texture and protective hairstyles, an employer may enforce health and safety requirements set forth in federal or state law.
(Added to NRS by 2021, 1703)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.230 - "Labor organization" defined.

As used in NRS 613.230 to 613.300, inclusive, the term "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 other conditions of employment.
[1:1:1953]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.250 - Agreements prohibiting employment because of nonmembership in labor organization prohibited.

No person shall be denied the opportunity to obtain or retain employment because of nonmembership in a labor organization, nor shall the State, or any subdivision thereof or any corporation, individual or association of any kind enter into any agreement, written or oral, which excludes any person from employment or continuation of employment because of nonmembership in a labor organization.
[2:1:1953]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.260 - Certain contracts declared illegal and void.

Any act or any provision in any agreement which is in violation of NRS 613.230 to 613.300, inclusive, shall be illegal and void. Any strike or picketing to force or induce any employer to make an agreement in writing or orally in violation of NRS 613.230 to 613.300, inclusive, shall be for an illegal purpose.
[3:1:1953]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.270 - Compelling person to join labor organization or to strike against own will or to leave employment prohibited.

It shall be unlawful for any employee, labor organization, or officer, agent or member thereof to compel or attempt to compel any person to join any labor organization or to strike against the person’s will or to leave employment by any threatened or actual interference with his or her person, immediate family or property.
[4:1:1953]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.280 - Conspiracy.

Any combination or conspiracy by two or more persons to cause the discharge of any person or to cause such person to be denied employment because he or she is not a member of a labor organization, by inducing or attempting to induce any other person to refuse to work with such person, shall be illegal.
[5:1:1953]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.290 - Liability for damages.

Any person who violates any provision of NRS 613.230 to 613.300, inclusive, or who enters into any agreement containing a provision declared illegal by NRS 613.230 to 613.300, inclusive, or who shall bring about the discharge or the denial of employment of any person because of nonmembership in a labor organization shall be liable to the person injured as a result of such act or provision and may be sued therefor, and in any such action any labor organization, subdivision or local thereof shall be held to be bound by the acts of its duly authorized agents acting within the scope of their authority and may sue or be sued in its common name.
[6:1:1953]
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.310 - Definitions.

As used in NRS 613.310 to 613.4383, inclusive, unless the context otherwise requires:
1. "Disability" means, with respect to a person:
(a) A physical or mental impairment that substantially limits one or more of the major life activities of the person, including, without limitation, the human immunodeficiency virus;
(b) A record of such an impairment; or
(c) Being regarded as having such an impairment.
2. "Employer" means any person who has 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, but does not include:
(a) The United States or any corporation wholly owned by the United States.
(b) Any Indian tribe.
(c) Any private membership club exempt from taxation pursuant to 26 U.S.C. § 501(c).
3. "Employment agency" means any person regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer, but does not include any agency of the United States.
4. "Gender identity or expression" means a gender-related identity, appearance, expression or behavior of a person, regardless of the person’s assigned sex at birth.
5. "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 other conditions of employment.
6. "Person" includes the State of Nevada and any of its political subdivisions.
7. "Protective hairstyle" includes, without limitation, hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists.
8. "Race" includes traits associated with race, including, without limitation, hair texture and protective hairstyles.
9. "Sexual orientation" means having or being perceived as having an orientation for heterosexuality, homosexuality or bisexuality.
(Added to NRS by 1965, 691; A 1985, 533; 1989, 690; 1991, 1023, 1982; 1997, 77; 1999, 1937, 2875; 2001, 206; 2007, 2176; 2011, 495; 2017, 1785; 2019, 548; 2021, 1703)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.320 - Applicability.

1. The provisions of NRS 613.133 and 613.310 to 613.4383, inclusive, do not apply to:
(a) Any employer with respect to employment outside this state.
(b) Any religious corporation, association or society with respect to the employment of individuals of a particular religion to perform work connected with the carrying on of its religious activities.
2. The provisions of NRS 613.133 and 613.310 to 613.4383, inclusive, concerning unlawful employment practices related to sexual orientation and gender identity or expression do not apply to an organization that is exempt from taxation pursuant to 26 U.S.C. § 501(c)(3).
(Added to NRS by 1965, 691; A 1999, 1938; 2011, 496; 2017, 1785; 2019, 549; 2021, 1679)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.325 - Authority of Nevada Equal Rights Commission to adopt regulations relating to federal statutes.

The Nevada Equal Rights Commission may adopt regulations, consistent with the provisions of 42 U.S.C. §§ 12101 et seq., setting forth:
1. The types of examinations which an employer may require; and
2. Any defenses which are available to an employer,
relating to the subject matter of those provisions.
(Added to NRS by 1991, 1982)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.333 - Unlawful employment practices: Discrimination for lawful use of any product outside premises of employer which does not adversely affect job performance or safety of other employees.

1. It is an unlawful employment practice for an employer to:
(a) Fail or refuse to hire a prospective employee; or
(b) Discharge or otherwise discriminate against any employee concerning the employee’s compensation, terms, conditions or privileges of employment,
because the employee engages in the lawful use in this state of any product outside the premises of the employer during the employee’s nonworking hours, if that use does not adversely affect the employee’s ability to perform his or her job or the safety of other employees.
2. An employee who is discharged or otherwise discriminated against in violation of subsection 1 or a prospective employee who is denied employment because of a violation of subsection 1 may bring a civil action against the employer who violates the provisions of subsection 1 and obtain:
(a) Any wages and benefits lost as a result of the violation;
(b) An order of reinstatement without loss of position, seniority or benefits;
(c) An order directing the employer to offer employment to the prospective employee; and
(d) Damages equal to the amount of the lost wages and benefits.
3. The court shall award reasonable costs, including court costs and attorney’s fees to the prevailing party in an action brought pursuant to this section.
4. The remedy provided for in this section is the exclusive remedy for an action brought pursuant to this section.
(Added to NRS by 1991, 942)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.340 - Unlawful employment practices: Discrimination for opposing unlawful practice or assisting investigation; printing or publication of material indicating prohibited discrimination.

1. It is an unlawful employment practice for an employer to discriminate against any of his or her employees or applicants for employment, for an employment agency to discriminate against any person, or for a labor organization to discriminate against any member thereof or applicant for membership, because the employee, applicant, person or member, as applicable, has opposed any practice made an unlawful employment practice by NRS 613.133 or 613.310 to 613.4383, inclusive, or because he or she has made a charge, testified, assisted or participated in any manner in an investigation, proceeding or hearing under NRS 613.133 or 613.310 to 613.4383, inclusive.
2. It is an unlawful employment practice for an employer, labor organization or employment agency to print or publish or cause to be printed or published any notice or advertisement relating to employment by such an employer or membership in or any classification or referral for employment by such a labor organization, or relating to any classification or referral for employment by such an employment agency, indicating any preference, limitation, specification or discrimination, based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability or national origin, except that such a notice or advertisement may indicate a preference, limitation, specification or discrimination based on religion, sex, sexual orientation, gender identity or expression, age, physical, mental or visual condition or national origin when religion, sex, sexual orientation, gender identity or expression, age, physical, mental or visual condition or national origin is a bona fide occupational qualification for employment.
(Added to NRS by 1965, 692; A 1967, 109; 1973, 982; 1975, 1456; 1991, 1025; 1999, 1939; 2011, 497; 2017, 1786; 2021, 1680)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.345 - Unlawful employment practices: Requiring or encouraging current or prospective employees and members of labor organizations to submit to genetic test; denying or altering employment or membership in labor organization based on genetic information.

1. It is an unlawful employment practice for an employer, a labor organization or an employment agency:
(a) To ask or encourage a prospective or current employee or member of the labor organization to submit to a genetic test.
(b) To require or administer a genetic test to a person as a condition of employment or membership in the labor organization.
(c) To deny employment or membership in the labor organization based on genetic information.
(d) To alter the terms, conditions or privileges of employment or membership in the labor organization based on genetic information.
(e) To terminate employment or membership in the labor organization based on genetic information.
2. As used in this section:
(a) "Genetic information" means information that is obtained from a genetic test.
(b) "Genetic test" means a test that uses deoxyribonucleic acid extracted from the cells of a person, or a diagnostic test that uses another substance extracted or otherwise obtained from the body of a person, which determines the presence of an abnormality or deficiency that:
(1) Is linked to a physical or mental disorder or impairment; or
(2) Indicates a susceptibility to an illness, a disease, an impairment or another physical or mental disorder.
The term does not include a test to determine the presence of alcohol or a controlled substance in the system of the person tested.
(Added to NRS by 1999, 2874)
2023 Nevada Revised Statutes › Chapter 613 - Employment Practices › NRS 613.370 - National security.

Notwithstanding any other provision of NRS 613.310 to 613.435, inclusive, or 613.4383, it is not an unlawful employment practice for an employer to fail or refuse to hire and employ any individual for any position, for an employer to discharge any individual from any position, or for an employment agency to fail or refuse to refer any individual for employment in any position, or for a labor organization to fail or refuse to refer any individual for employment in any position, if:
1. The occupancy of such position, or access to the premises in or upon which any part of the duties of such position is performed or is to be performed, is subject to any requirement imposed in the interest of the national security of the United States under any security program in effect pursuant to or administered under any statute of the United States or any executive order of the President; and
2. Such individual has not fulfilled or has ceased to fulfill that requirement.
(Added to NRS by 1965, 693)