reglab/statecodes huggingface dataset:
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.175 - Rate of pay: Effect of transfer

Current through June 11, 2024
Except as otherwise provided in NAC
				284.204, if an employee transfers
				to a position in the same or a related class, he or she must maintain the step
				held before the transfer.
Added to NAC by Personnel Comm'n by R133-12, eff.
				  10-4-2013
NRS 284.065,
				  284.155,
				  284.175
REVISER'S NOTE.
The provisions of NAC 284.175 were derived from part of
				  former NAC
				  284.170 which contains the
				  following regulatory history:
"[Personnel Div., Rule III § F, eff. 8-11-73; A
				  10-6-78] - (NAC A by Dep't of Personnel, 10-26-84; 8-28-85; 5-27-86; 7-22-87;
				  9-17-87; 12-17-87; 7-21-89; 8-14-90; 8-1-91; 7-6-92; 3-23-94; 7-1-94; 3-1-96;
				  R098-99, 9-27-99; R197-99, 1-26-2000; R147-01, 1-22-2002; A by Personnel Comm'n
				  by R038-03, 10-30-2003)"
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.1755 - Rate of pay: Effect of reassignment

Current through June 11, 2024
If an employee is reassigned to a position which is in:
1. The same grade which he or she currently
			 holds, the employee's base rate of pay in the position to which he or she was
			 reassigned will be determined in accordance with the provisions of NAC
			 284.175.
2. A lower grade than he or she currently
			 holds, the employee's base rate of pay in the position to which he or she was
			 reassigned will be determined in accordance with the provisions of subsection 1
			 of NAC 284.173.
Added to NAC by Personnel Comm'n by R097-16, eff.
				  11-2-2016
NRS 284.065,
				  284.155,
				  284.305
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.176 - Rate of pay: Effect of reappointment

Current through June 11, 2024
1. If an employee
			 is reappointed to a position which is in:
(a)
			 The grade which he or she currently holds, he or she retains his or her
			 step.
(b) A higher grade and the
			 appointment occurs within 1 year after the date on which he or she last held
			 the grade, the employee must be placed at the step which he or she last held in
			 that grade.
(c) A higher grade and
			 the reappointment occurs more than 1 year after he or she held that grade, his
			 or her pay must be calculated pursuant to the provisions relating to promotion
			 in NAC 284.172.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.177 - Rate of pay: Effect of reemployment

Current through June 11, 2024
1. Except as
			 otherwise provided in this section, if a person is reemployed, he or she must
			 be placed at the step which most closely corresponds to the base rate of pay
			 which he or she held at the time of his or her layoff or separation.
2. Except as otherwise provided in subsection
			 3, an exception to subsection 1 may be made if the conditions in NAC
			 284.204 exist, or if money is not
			 available as certified by the Chief of the Budget Division or, in the case of
			 an agency that is not funded from the State General Fund or the Nevada System
			 of Higher Education, as certified by the administrator of that agency or the
			 System. If an exception to subsection 1 is made pursuant to this subsection
			 because the agency does not have sufficient money available, the employee
			 retains the right of reemployment.
3. If a person who is eligible for military
			 reemployment is reemployed, the provisions of subsection 1 apply except that
			 the period of the military service must be included in calculating the step at
			 which he or she will be placed.
Added to NAC by Personnel Comm'n by R133-12, eff.
				  10-4-2013
NRS 284.065,
				  284.155,
				  284.175
REVISER'S NOTE.
The provisions of NAC 284.177 were derived from part of
				  former NAC
				  284.170 which contains the
				  following regulatory history:
"[Personnel Div., Rule III § F, eff. 8-11-73; A
				  10-6-78] - (NAC A by Dep't of Personnel, 10-26-84; 8-28-85; 5-27-86; 7-22-87;
				  9-17-87; 12-17-87; 7-21-89; 8-14-90; 8-1-91; 7-6-92; 3-23-94; 7-1-94; 3-1-96;
				  R098-99, 9-27-99; R197-99, 1-26-2000; R147-01, 1-22-2002; A by Personnel Comm'n
				  by R038-03, 10-30-2003)"
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.179 - Rate of pay: Minimum step for continuous employees hired before 1975

Current through June 11, 2024
An employee who has been continuously employed without a break
				in service may not have his or her step set below:
1. Step 4 of any grade if his or her date of
			 hire is before April 26, 1973; or
2. Step 3 of any grade if his or her date of
			 hire is before May 3, 1975, but on or after April 26, 1973, except for
			 disciplinary reasons which result in demotion.
Added to NAC by Personnel Comm'n by R133-12, eff.
				  10-4-2013
NRS 284.065,
				  284.155,
				  284.175
REVISER'S NOTE.
The provisions of NAC 284.179 were derived from part of
				  former NAC
				  284.170 which contains the
				  following regulatory history:
"[Personnel Div., Rule III § F, eff. 8-11-73; A
				  10-6-78] - (NAC A by Dep't of Personnel, 10-26-84; 8-28-85; 5-27-86; 7-22-87;
				  9-17-87; 12-17-87; 7-21-89; 8-14-90; 8-1-91; 7-6-92; 3-23-94; 7-1-94; 3-1-96;
				  R098-99, 9-27-99; R197-99, 1-26-2000; R147-01, 1-22-2002; A by Personnel Comm'n
				  by R038-03, 10-30-2003)"
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.180 - Rate of pay: Nonclassified or unclassified employees or other certain employees appointed to classified service

Current through June 11, 2024
1. Except as
			 otherwise provided in subsection 2, if a nonclassified or unclassified employee
			 or an employee included in the Personnel System pursuant to the provisions of
			 NRS
			 284.022 is appointed without a break in
			 service to the classified service, he or she may, at the discretion of the
			 appointing authority:
(a) Be paid at a step
			 which corresponds to or is below his or her rate of pay as a nonclassified or
			 unclassified employee if it is within the grade of the class to which he or she
			 is appointed;
(b) Be paid at the
			 first step in the new grade to which he or she is appointed; or
(c) Receive a special adjustment to his or
			 her pay pursuant to subsection 1 of NAC
			 284.204 or NAC
			 284.206.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.182 - Adjustment and retention of pay progression date; restoration of date of appointment and pay progression date

Current through June 11, 2024
1. An employee
			 receives a new pay progression date if he or she is:
(a) Promoted to a position that results in an
			 increase of two grades or more; or
(b) Reinstated.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.186 - Date of promotion coinciding with pay progression date

Current through June 11, 2024
If the date of an eligible employee's promotion coincides with
				his or her pay progression date, the merit pay increase must be granted first
				and the promotional increase must be applied to the higher rate.
[Personnel Div., Rule III part § G, eff. 8-11-73; A
				  4-14-76] - (NAC A by Dep't of Personnel, 10-26-84; R043-99, 9-27-99; R147-01,
				  1-22-2002)
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.194 - Merit pay increase: Granting or withholding; delay because of administrative or clerical error

Current through June 11, 2024
1. An employee
			 whose last rating of performance was standard or better and who has not
			 attained the top step of his or her grade must receive a merit pay increase of
			 one step on his or her pay progression date. Unless the employee receives a
			 subsequent rating of performance that is substandard, an employee will receive
			 a merit pay increase of one step for each additional year of employment
			 equivalent to full-time service until he or she reaches the top step of the
			 grade.
2. An employee whose last
			 rating of performance was substandard is not eligible for a merit pay increase
			 until his or her overall performance improves to standard or better. If a
			 subsequent report on performance is not filed with the Administrator within the
			 90-day period required by subsection 4 of NRS 284.340, the employee's
			 performance will be deemed standard and he or she will be entitled to the merit
			 pay increase effective on the date on which the subsequent report on
			 performance was due. The date on which a report on performance is received by
			 the Administrator or an employee of the Division of Human Resource Management
			 is the date on which the report is filed.
3. If a merit pay increase is withheld as
			 provided in subsection 2 because a rating of performance was substandard, the
			 employee's pay progression date must not be affected.
4. If a merit pay increase is delayed solely
			 because of an administrative or clerical error, the increase must be made
			 effective on the date on which the increase was properly due.
[Personnel Div., Rule III part § G, eff. 8-11-73] - (NAC
				  A by Dep't of Personnel, 10-26-84; 10-18-89; 11-16-95; R031-98, 4-17-98;
				  R043-99, 9-27-99; R147-01, 1-22-2002)
NRS 284.065,
				  284.155,
				  284.175,
				  284.335
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.196 - Merit pay increase: Credit for service under certain circumstances

Current through June 11, 2024
1. Service in any provisional, temporary,
			 special disabled or emergency status that is immediately followed by
			 probationary or permanent status must be credited toward eligibility for a
			 merit pay increase.
2. Service in a
			 seasonal position must be credited toward eligibility for a merit pay increase.
			 An incumbent in such a seasonal position must complete 1 year of full-time
			 equivalent service before he or she is eligible for a merit pay
			 increase.
Added to NAC by Dep't of Personnel by R147-01, eff.
				  1-22-2002; A by Personnel Comm'n by R182-03,
				  1-27-2004
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.204 - Adjustment of steps within same grade: Conditions for approval; request; effective date; revocation

Current through June 11, 2024
1. Subject to the
			 provisions of subsection 2, the Division of Human Resource Management may
			 approve an adjustment of steps within the same grade to:
(a) Allow an appointing authority the
			 flexibility to adjust the rate of pay for a position that will be filled by a
			 person from a pool of eligible persons who are applying for the position on an
			 open competitive basis in order to:
(1) Meet
			 a difficult recruiting problem in which an effort to recruit a person for a
			 position or class has failed to produce at least five eligible persons who are
			 available to work, or the recruitment for the position or class has been deemed
			 historically difficult. Such an adjustment of steps may be approved by the
			 Division of Human Resource Management for a class for a period of 1
			 year.
(2) Employ a person whose
			 education or experience is superior to those of another eligible person and who
			 exceeds the minimum qualifications of the class. Any experience or education
			 which is considered by the appointing authority pursuant to this subparagraph
			 must be given a greater weight for those areas which are directly related to
			 the position than general education and experience.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.206 - Special adjustments to pay

Current through June 11, 2024
1. The Division of
			 Human Resource Management may approve a special adjustment to the pay of an
			 employee pursuant to this section. A request for a special adjustment to pay
			 may be initiated by an employee, the appointing authority or the Division of
			 Human Resource Management. A special adjustment to pay does not constitute a
			 promotion.
2. An employee may
			 receive a special adjustment to pay equivalent to 5 percent of the employee's
			 base rate of pay during any period in which:
(a) The employee works out of his or her
			 class on a continuing basis and performs essentially all the duties and
			 responsibilities of a position classified at a higher grade. To receive the
			 increase, the employee must be assigned duties and responsibilities of the
			 higher grade which are clearly demonstrated in the class specification and
			 carry out the duties and responsibilities for at least 16 consecutive workdays
			 before the increase becomes effective. The adjustment to pay pursuant to this
			 paragraph is effective retroactively, commencing on the date on which the
			 employee assumed the additional duties and responsibilities. The adjustment to
			 pay must not continue for more than 6 months in any 12-month period unless:
(1) The employee is underfilling a position
			 pursuant to NAC
			 284.437.
(2) The duties and responsibilities that the
			 employee has been carrying out have been assumed from one or more positions
			 that have not been authorized to be filled because of a hiring freeze or fiscal
			 emergency. A hiring freeze or fiscal emergency must be certified by the Chief
			 of the Budget Division or, in the case of an agency that does not receive money
			 from the State General Fund or the Nevada System of Higher Education, certified
			 by the administrator of that agency or the System.
(3) The appointing authority submits a
			 written request to the Administrator accompanied by documentation justifying an
			 extension of the 6-month period and certifies that money is available to pay
			 for the continuation of the special adjustment to pay. The Administrator may
			 authorize the continuation of the special adjustment to pay after receiving the
			 request and documentation and determining that the extension of the 6-month
			 period is a business necessity and in the best interest of the State.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.208 - Compensation for dangerous duty

Current through June 11, 2024
1. Except as
			 otherwise provided in subsection 3, only the following groups, under the
			 conditions described, are entitled to receive pay for dangerous duty:
(a) Employees engaged in scuba or skin
			 diving.
(b) Employees who perform
			 duties at a height of more than 16 feet above the floor in a building or 16
			 feet above ground level outside of a building if the work is performed on
			 portable equipment or outside of a railed or protected area.
(c) All employees, except pilots, for time
			 spent in single engine aircraft or helicopters when required to do so by the
			 employer.
(d) Employees required to
			 handle or use explosives.
(e)
			 Employees performing maintenance or abatement on materials containing lead
			 paint or asbestos, or both, in any area in which personal protective equipment
			 must be worn in compliance with 29 C.F.R. Part 1910, Subpart I.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.210 - Differential rate of pay for qualifying shift

Current through June 11, 2024
1. As used in
			 this section:
(a) "Differential rate of pay"
			 means an adjustment in pay equivalent to an additional 5 percent of an
			 employee's normal rate of pay.
(b)
			 "Qualifying shift" means a period of work of 8 hours or more, of which 4 hours
			 must fall between the hours of 6 p.m. and 7 a.m. The term includes, without
			 limitation, a period of work of 8 hours that is reduced to 7 hours because of a
			 change of time to daylight saving time.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.214 - Compensation for being called back to work; compensation for person required to appear as witness

Current through June 11, 2024
1. Except as
			 otherwise provided in subsection 2, an employee must be paid 2 hours of call
			 back pay at the rate of time and one-half of his or her normal rate of pay if
			 his or her employer calls the employee back to work during his or her scheduled
			 time off without having notified him or her before the completion of his or her
			 last normal working day. For each additional hour that such an employee works
			 after the 2 hours for which he or she is paid call back pay, the employee must
			 be paid overtime at the rate of time and one-half of his or her normal rate of
			 pay if he or she is eligible pursuant to
			 NRS
			 284.180.
2. Subsection 1 does not apply to any:
(a) Employee who is called into work while on
			 standby status.
(b) Exempt
			 classified employee or exempt unclassified employee.
(c) Employee who works part-time or
			 intermittently unless he or she has worked 8 hours in 1 calendar day.
(d) Employee who performs duties pursuant to
			 an understanding with the agency whereby the employee is given discretion as to
			 performance of the duties and the duties are initiated by the action of the
			 employee. In such a case, the employee receives compensation at the appropriate
			 rate only for the actual time spent in the performance of those
			 duties.
(e) Employee who is not
			 required to leave the premises where he or she is residing or located at the
			 time of notification in order to respond to a call.
(f) Employee who is called back to work if:
(1) The work begins 1 hour or less before or
			 after his or her scheduled work shift;
(2) The time for beginning the work is set at
			 the employee's request; or
(3) The
			 work begins during the same 2-hour period previously paid for call back
			 pay.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.218 - Compensation for standby status

Current through June 11, 2024
1. A nonexempt
			 employee in the classified service of the State is on standby status when he or
			 she is:
(a) Directed to remain available for
			 notification to work during specified hours;
(b) Prepared to work if the need
			 arises;
(c) Able to report to work
			 within a reasonable time;
(d)
			 Directed by his or her supervisor to carry a paging device, provide a telephone
			 number where he or she may be notified or provide any other acceptable means
			 for notification; and
(e) Allowed
			 to use the time during which he or she is waiting for notification to work for
			 his or her personal pursuits.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.220 - Change of time to or from daylight saving time

Current through June 11, 2024
1. An employee,
			 other than an exempt classified employee or exempt unclassified employee, who
			 loses an hour of work during his or her scheduled shift because of a change of
			 time to daylight saving time may, with the approval of the appointing
			 authority, elect to take an hour of annual leave, compensatory time or leave
			 without pay or must be scheduled to work an additional hour.
2. An employee, other than an exempt
			 classified employee or exempt unclassified employee, who is required to work an
			 additional hour during his or her scheduled shift because of a change of time
			 to standard daylight time is entitled to receive overtime pay or compensatory
			 time as approved by the agency.
Added to NAC by Dep't of Personnel, eff. 4-19-88; A 3-23-94;
				  R147-01, 1-22-2002
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.228 - Shift trading: Agreement; responsibilities

Current through June 11, 2024
1. An employee may
			 enter into a written agreement to trade shifts with another employee who is
			 employed by the same state agency if each employee who enters into the
			 agreement:
(a) Does so solely at his or her
			 option as described in 29 C.F.R. § 553.31;
(b) Performs work in the same class;
			 and
(c) Obtains approval to enter
			 into the agreement from the appointing authority of the state agency that
			 employs him or her.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.242 - Overtime: Authorization

Current through June 11, 2024
1. If a nonexempt
			 employee is required to work overtime, the overtime must be authorized pursuant
			 to subsection 10 of NRS 284.180 and communicated to
			 the employee at least 4 hours in advance by the responsible supervisor before
			 being worked, unless an unpredictable emergency prevents prior approval and
			 communication.
2. If a nonexempt
			 employee requests to work overtime, the overtime must be authorized in advance
			 pursuant to subsection 10 of
			 NRS
			 284.180.
[Personnel Div., Rule III § L subsecs. 4-6, eff.
				  8-11-73; renumbered as subsecs. 3-5, 10-10-76] - (NAC A by Dep't of Personnel,
				  10-26-84; 3-23-94; R147-01, 1-22-2002)
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.245 - Overtime: Consideration of paid-leave status in calculation

Current through June 11, 2024
Paid-leave status is considered as time worked in calculating
				overtime.
Added to NAC by Dep't of Personnel, eff.
				  10-26-84
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.248 - Overtime: Employee who works in two positions; exceptions

Current through June 11, 2024
1. Except as otherwise provided in subsection
			 2, a nonexempt employee who works in two positions in one department or
			 different departments must work or be in paid status in excess of 8 hours per
			 day or 40 hours per week in combined work time in both positions to receive
			 compensation for overtime. An appointing authority shall consider an employee's
			 employment with another department when considering his or her agency's
			 liability for compensation for overtime.
2. The hours worked voluntarily by an
			 employee on an occasional or sporadic basis in a different capacity from his or
			 her regular employment must not be combined with the hours worked by the
			 employee in his or her regular employment for the purposes of determining the
			 appointing authority's liability for compensation for overtime. As used in this
			 subsection, "occasional or sporadic basis" means infrequently, irregularly or
			 occurring in scattered instances.
3. An employee who qualifies for overtime
			 compensation pursuant to subsection 1 must be paid:
(a) At the highest rate of pay of the two
			 positions; or
(b) If the employee
			 and the appointing authority have agreed in writing before the performance of
			 the work requiring overtime, at the rate of pay of the position for which the
			 work is performed.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.250 - Overtime: Compensation

Current through June 11, 2024
1. Except as
			 otherwise provided in subsection 2, the method of compensating an employee for
			 overtime is cash payment which is computed at the rate of time and one-half of
			 the employee's normal rate of pay as required pursuant to
			 NRS
			 284.180.
2. The employee and the appointing authority
			 may enter into an agreement which complies with the provisions of 29 C.F.R.
			 § 553.23 for compensating a nonexempt employee for overtime with
			 compensatory time in lieu of cash payment.
3. Compensatory time may not be accrued in
			 excess of 120 hours unless an agreement entered into pursuant to subsection 2
			 provides for the accrual of additional hours of compensatory time, not to
			 exceed 240 hours. Overtime liability incurred in excess of these limits must be
			 paid in cash. The appointing authority may pay in cash for compensatory time
			 accrued below these limits.
[Personnel Div., Rule III § L subsecs. 9-11, eff.
				  8-11-73; renumbered as subsecs. 8-10, 10-10-76] - (NAC A by Dep't of Personnel,
				  10-26-84; 9-30-88; 11-12-93; 3-23-94; R031-98, 4-17-98; R147-01,
				  1-22-2002)
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.2508 - Compensatory time: Use

Current through June 11, 2024
1. At the direction
			 of the appointing authority, compensatory time must be used within a reasonable
			 time after it is accrued.
2. Unless
			 it would cause an undue hardship to the agency, a request for the use of
			 compensatory time may not be unreasonably denied if the request is made at
			 least 2 weeks in advance of the first date on which the employee wishes to use
			 his or her compensatory time.
3.
			 Unless it would cause an employee to forfeit an amount of annual leave pursuant
			 to subsection 2 of NRS 284.350, an employee must,
			 to the extent possible, exhaust his or her compensatory time before using his
			 or her available annual leave.
4.
			 An appointing authority shall approve a request for compensatory time of an
			 employee who is a victim of an act which constitutes domestic violence or whose
			 family or household member is a victim of an act which constitutes domestic
			 violence, and the employee is not the alleged perpetrator if:
(a) The employee has been employed in public
			 service for at least 90 days;
(b)
			 The employee has accrued the amount of compensatory time necessary to cover the
			 time requested; and
(c) The
			 combination of all leave taken by the employee for this purpose does not exceed
			 160 hours in the 12-month period immediately following the date on which the
			 act which constitutes domestic violence occurred.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.252 - Compensatory time: Request for payment for certain portions

Current through June 11, 2024
1. Except as otherwise provided in subsection
			 2, an employee who has accrued more than 60 hours of compensatory time may
			 request, in writing, payment in cash for the amount of compensatory time that
			 exceeds 60 hours.
2. Except as
			 otherwise provided in this subsection, an employee who is subject to an
			 agreement which provides for the accrual of up to 240 hours of compensatory
			 time may request, in writing, payment in cash for any compensatory time accrued
			 in excess of 120 hours. An exception to this subsection may be made for payment
			 of all compensatory time accrued in excess of 60 hours to:
(a) A firefighter who submits a request for
			 payment on or before April 1, if payment is made during the month of
			 April.
(b) A district brand
			 inspector who submits a request for payment on or before September 1, if
			 payment is made during the month of September.
(c) A 24-hour duty officer of the Division of
			 Emergency Management of the Department of Public Safety who has accumulated
			 more than 60 hours of compensatory time during any 12 consecutive
			 months.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.253 - Compensatory time: Rate of pay

Current through June 11, 2024
1. Except as
			 otherwise provided in subsection 2, an employee who terminates his or her
			 employment must be paid for compensatory time at a rate that is an average of
			 the normal rate of pay received by the employee during the last 3 years of the
			 employee's employment, or the final normal rate of pay received by the
			 employee, whichever is higher.
2.
			 Any other employee must be paid for compensatory time at his or her normal rate
			 of pay.
Added to NAC by Dep't of Personnel, eff. 5-27-86; A 11-16-95;
				  R147-01, 1-22-2002
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.2535 - Compensatory time: Firefighters

Current through June 11, 2024
1. A firefighter
			 who works a 24-hour shift and who elects to receive compensatory time off for
			 the overtime he or she works is entitled to accrue 2.1 hours of compensatory
			 time for each hour of overtime worked.
2. If a firefighter receives a cash payment
			 for his or her accrued compensatory time, the payment must be calculated at his
			 or her normal rate of pay.
3. When
			 a firefighter is appointed to a job classification with a work schedule of 40
			 hours per week, the compensatory time of the firefighter must be converted to
			 the amount of compensatory time that would have been accrued if the firefighter
			 worked 40 hours per week.
4. When
			 an employee with a work schedule of 40 hours per week is appointed to a job as
			 a firefighter with an average work schedule of 56 hours per week, the
			 compensatory time of the employee must be converted to the amount of
			 compensatory time that would have been accrued if the person worked 56 hours
			 per week.
Added to NAC by Dep't of Personnel, 9-13-91, eff. 10-1-91; A
				  12-26-91; 3-27-92; R147-01, 1-22-2002
NRS 284.065,
				  284.155,
				  284.175,
				  284.180
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.254 - Compensatory time: Payment upon transfer

Current through June 11, 2024
1. Except as
			 otherwise provided in subsection 2, if a nonexempt employee who has accrued
			 compensatory time transfers from a position under the jurisdiction of one
			 appointing authority to a position under the jurisdiction of another appointing
			 authority, the accrued compensatory time must be paid by the agency he or she
			 is leaving, unless the receiving agency agrees in writing to assume the
			 liability for the compensatory time and the employee concurs.
2. The accrued compensatory time of an
			 employee transferring to an exempt position must be paid by the agency the
			 employee is leaving.
3. As used in
			 this section, "exempt position" means a position in the classified or
			 unclassified service that is subject to the provisions of
			 NRS
			 284.148.
[Personnel Div., Rule III § L subsec. 12, eff. 8-11-73;
				  renumbered as subsec. 11, 10-10-76] - (NAC A by Dep't of Personnel, 10-26-84;
				  10-27-97; R147-01, 1-22-2002)
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.255 - Holidays: Holiday pay

Current through June 11, 2024
1. For the purpose
			 of this section, "holiday pay" means payment for a holiday at a nonexempt
			 employee's normal rate of pay plus the differential rate of pay for the shift,
			 when applicable, or compensatory time at a straight-time rate.
2. Except as otherwise provided in paragraph
			 (c) of subsection 3 and subsections 5 and 7, a full-time nonexempt employee
			 whose base hours are 40 hours per week or 80 hours biweekly is entitled to
			 receive 8 hours of holiday pay for any holiday that he or she is in paid status
			 during any portion of his or her shift immediately preceding the
			 holiday.
3. Except as otherwise
			 provided in subsections 5 and 7:
(a) A
			 full-time nonexempt employee whose base hours exceed 40 hours per week or 80
			 hours biweekly and who is in paid status during any portion of his or her shift
			 immediately preceding a holiday is entitled to receive holiday pay equal to the
			 pay he or she receives for his or her average workday. For the purposes of this
			 paragraph:
(1) The average workday of a
			 nonexempt employee is determined by dividing the total base hours of work per
			 year by 2,088 and multiplying the quotient by 8.
(2) A firefighter assigned to a 24-hour shift
			 shall be deemed to work 56 hours per week and 2,912 hours per year.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.256 - Holidays: Compensation for working

Current through June 11, 2024
1. As used in this
			 section, "holiday premium pay" means pay or compensatory time at an employee's
			 normal rate of pay for hours designated as worked on a holiday, except those
			 hours that are considered overtime pursuant to
			 NRS
			 284.180.
2. A nonexempt employee who works on a
			 holiday is entitled to receive holiday premium pay, overtime pay or
			 compensatory time for the hours he or she works on the holiday, in addition to
			 any holiday pay that he or she is entitled to be paid pursuant to NAC
			 284.255. A nonexempt employee who
			 elects to receive compensatory time for the hours he or she works on a holiday
			 must not exceed the limits on the accrual of compensatory time set forth in NAC
			 284.250.
[Personnel Div., Rule VII § B part subsec. 3, eff.
				  8-11-73] - (NAC A by Dep't of Personnel, 7-21-89; 9-13-91; 3-23-94; R058-01,
				  9-6-2001; R147-01, 1-22-2002; A by Personnel Comm'n by R022-11, 10-26-2011 -
				  Substituted in revision for NAC 284.530 )
NRS 284.065,
				  284.155,
				  284.175,
				  284.180
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.257 - Holidays: Designation of time for holiday pay; adjustment of work schedule if holiday occurs on employee's day off

Current through June 11, 2024
1. For compensation
			 for holiday pay pursuant to NAC
			 284.255 and payment for actual
			 hours worked on a holiday pursuant to NAC
			 284.256, the appointing authority
			 shall designate whether such compensation will be based on the:
(a) Calendar day; or
(b) Entire shift of the employee.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.258 - Compensation for time spent traveling

Current through June 11, 2024
1. An employee who
			 is otherwise entitled to pay for overtime may earn overtime for traveling if:
(a) His or her actual work time and the
			 travel time exceed his or her normal workday of at least 8 hours; or
(b) The travel occurs on his or her regularly
			 scheduled day off.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.290 - Retained rates of pay

Current through June 11, 2024
1. An employee who
			 is reclassified downward is entitled to a retained rate of pay if:
(a) The employee has been in the same class
			 for the equivalent of 6 months or more of full-time employment immediately
			 preceding the downward reclassification; and
(b) The reclassification is the result of a
			 reorganization or other legitimate reason over which the employee has no
			 control.
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.292 - Notification of uncollected overpayment

Current through June 11, 2024
If the Division of Human Resource Management determines that an
				employee in the classified or unclassified service has been paid in a manner
				which is contrary to the applicable laws and regulations and the agency has
				been unsuccessful in collecting the overpayment, the Division of Human Resource
				Management will notify the State Controller after it has reviewed the
				circumstances with the agency concerned.
[Personnel Div., Rule XVI § A subsec. 2, eff. 8-11-73] -
				  (NAC A by Dep't of Personnel, 10-26-84; 7-14-88; R147-01, 1-22-2002) -
				  (Substituted in revision for NAC 284.706 )
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › COMPENSATION › Section 284.294 - Reimbursement for furnishing own tools

Current through June 11, 2024
1. An employee who
			 is required to furnish his or her own tools may elect to be reimbursed for the
			 use, loss, theft and breakage of the tools at the rate of $35 per month if the
			 monetary value of the tools is more than $300 and less than $1,000, or at the
			 rate of $50 per month if the monetary value exceeds $1,000. This monthly
			 allowance must not be considered part of the employee's base rate of
			 pay.
2. The payment of
			 reimbursement pursuant to subsection 1 absolves the agency of any
			 responsibility for the employee's tools if the loss per occurrence is $1,000 or
			 less. If the loss is more than $1,000 and is covered under the terms and
			 conditions of the policy of property insurance or program of self-insurance
			 maintained by the State, the loss must be paid by the insurer or the State, as
			 appropriate.
3. If the employee
			 does not elect to be paid a monthly reimbursement for furnishing his or her own
			 tools pursuant to subsection 1 and a loss occurs which is covered by the policy
			 of property insurance or program of self-insurance maintained by the State, the
			 first $1,000 of the loss must be paid to the employee by the agency and the
			 balance by the insurer or the State, as appropriate.
4. Agencies must approve and maintain a
			 listing of those tools which are required.
5. As used in this section, "tools" does not
			 include weapons or other protective equipment.
[Personnel Div., Rule III § P, eff. 8-11-73; renumbered
				  as § Q 9-6-74] - (NAC A by Dep't of Personnel, 8-26-83; 7-14-88; 10-27-97;
				  R147-01, 1-22-2002)
NRS 284.065,
				  284.155,
				  284.175
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.295 - Determining type of recruitment

Current through June 11, 2024
1. The Division of
				Human Resource Management will determine the type of recruitment based on:
(a) The number of current or anticipated
				vacancies;
(b) The anticipated
				number of applicants; and
(c) The
				recommendations or requests of the appointing authority.
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.297 - Considerations regarding determination to expand recruitment to open competition

Current through June 11, 2024
In determining that it is in the best interest of the agency
				  to expand a recruitment to open competition, the appointing authority shall
				  consider:
1. The merit, fitness,
				efficiency, character, conduct and length of service of employees pursuant to
				NRS
				284.295;
2. The need to provide to all citizens a fair
				and equal opportunity for public service;
3. The composition of the workforce in
				relation to the plan for affirmative action of the State of Nevada;
4. The needs of the agency in accomplishing
				its objectives; and
5. The
				possibility of any loss of federal money or other sanctions that may be
				imposed.
Added to NAC by Dep't of Personnel, eff. 4-20-90; A by
					 Personnel Comm'n by R183-03, 1-27-2004
NRS 284.065,
					 284.155,
					 284.295
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.2975 - Designation of class for which applicants for promotion are not normally available

Current through June 11, 2024
For the purposes of NAC
				  284.295,
				  284.360 and
				  284.367, a class may be
				  designated in the classification plan as a class for which applicants for
				  promotion are not normally available if the class has historically had less
				  than five applicants for promotion available from within the state
				  service.
Added to NAC by Personnel Comm'n by R024-05, eff.
					 10-31-2005
NRS 284.065,
					 284.250,
					 284.295
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.301 - Length of recruitment

Current through June 11, 2024
1. The Division of
				Human Resource Management will, after appropriate consideration of a requesting
				agency's views, determine the length of the recruitment based upon, but not
				limited to, the number of vacancies and the size and geographic distribution of
				the anticipated pool of applicants.
2. The Division of Human Resource Management
				may postpone, cancel or extend any recruitment by giving appropriate notice
				thereof.
[Personnel Div., Rule IV § H, eff. 8-11-73] - (NAC A
					 by Dep't of Personnel, 10-26-84; A by Personnel Comm'n by R183-03, 1-27-2004 -
					 Substituted in revision for NAC 284.326 )
NRS 284.065,
					 284.155
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.305 - Continuous recruitment

Current through June 11, 2024
1. The Division of
				Human Resource Management may conduct recruitments and administer examinations
				in order to provide the names of eligible persons on a continuous
				basis.
2. An applicant achieves
				eligibility for certification from the date on which he or she successfully
				completes the examination.
3. The
				names of eligible persons who took the same or a comparable examination on
				different dates will be certified on the same list.
[Personnel Div., Rule IV § I, eff. 8-11-73] - (NAC A
					 by Dep't of Personnel, 10-26-84; A by Personnel Comm'n by R183-03, 1-27-2004 -
					 Substituted in revision for NAC 284.330 )
NRS 284.065,
					 284.155,
					 284.205,
					 284.250
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.309 - Notice of recruitment: Publicized job announcement

Current through June 11, 2024
1. Notice of each recruitment will be given
				in the form of a publicized job announcement. Dissemination of the publicized
				job announcement may be limited to the appropriate agencies and employees when
				the recruitment is strictly promotional.
2. A publicized job announcement will include
				the title, pay or grade, recruitment period and location. The announcement may
				also include, or on promotional recruitments will include, information relating
				to:
(a) The special conditions of employment,
				if applicable;
(b) The duties and
				responsibilities of the class or position;
(c) The minimum qualifications; and
(d) The type of examination, relative weights
				assigned to the parts thereof and the subjects to be covered,
and other related matters.
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.313 - Limitation of competition in recruitment; applications

Current through June 11, 2024
1. Except as otherwise provided in this
				subsection, competition in a recruitment is limited to applicants who meet the
				minimum qualifications and other criteria or conditions for the class or
				position as specified in the publicized job announcement. The publicized job
				announcement may provide for the consideration of applicants who do not
				currently meet those minimum qualifications but who will do so by the time
				their names are placed on an eligible list.
2. It is the responsibility of an applicant
				to apply for any recruitment for which he or she is interested. Future
				vacancies may be filled from the results of appropriate prior
				recruitments.
3. Each applicant
				must submit an application as specified in the publicized job announcement. The
				application must be received not later than 5 p.m. on the closing date, as
				determined by the Division of Human Resource Management.
4. The incomplete or improper completion of
				an application that affects the ability of the Division of Human Resource
				Management to determine the qualifications of the applicant, including the
				failure to designate the locations where the applicant will work and other
				criteria or conditions, is cause for the rejection of the applicant.
5. If a recruitment produces a sufficient
				number of applicants, the Division of Human Resource Management may, as an
				additional phase of the process of examination, approve the obtaining of
				supplemental information from each applicant to assess his or her
				qualifications if the publicized job announcement includes notice that such
				supplemental information may be required. Only those applicants who are
				considered the most qualified, based on this assessment, may continue in the
				competition.
6. Except as otherwise
				provided in subsection 8, competition in a promotional recruitment is limited
				to current state employees who:
(a) Have
				served at least 6 months of continuous full-time equivalent service in a
				probationary, special disabled, emergency, provisional or permanent status, or
				any combination of these, in the classified service.
(b) Are working in the division, department
				or state service which is specified in the publicized job
				announcement.
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.317 - Investigations of applicants; minimum age requirement

Current through June 11, 2024
1. To determine whether an applicant meets
				the minimum qualifications established for the class or position and other
				necessary criteria, the Division of Human Resource Management may require
				evidence of United States citizenship, alien status, discharge under honorable
				circumstances from the Armed Forces of the United States, possession of valid
				licenses for various purposes, educational transcripts or other evidence of
				identification and qualification. Except as otherwise provided in NAC
				284.325 with respect to a request
				for a veteran's preference, any required information which is not received by
				the time of certification will be cause for the Administrator to decline to
				certify the applicant.
2. A
				reasonable minimum age requirement may be established for any position that
				involves public safety, supervision or care of wards of the State of Nevada,
				hazardous working conditions or other unusual circumstances. If such a minimum
				age requirement is established, it must be specified in the approved class
				specification or the publicized job announcement and an applicant shall, upon
				request, submit appropriate proof of age to the Division of Human Resource
				Management.
3. The Division of
				Human Resource Management or employing agency may investigate an applicant's
				character, past employment, education, experience and, as allowed by specific
				statute, criminal background.
[Personnel Div., Rule IV part § A, eff. 8-11-73; Rule
					 IV § B, eff. 8-11-73] - (NAC A by Dep't of Personnel, 10-26-84; 7-6-92; A
					 by Personnel Comm'n by R183-03, 1-27-2004 - Substituted in revision for NAC
					 284.302 )
NRS 284.065,
					 284.155,
					 284.295
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Recruitment › Section 284.325 - Preferences for veterans: Declaration; submission of proof

Current through June 11, 2024
An applicant must declare his or her intention to request
				  veterans' preference points pursuant to
				  NRS
				  284.260 at the time of application. Proof of
				  eligibility for preference as a veteran must be submitted at the time of
				  application.
[Personnel Div., Rule IV § L, eff. 8-11-73] - (NAC A
					 by Dep't of Personnel, 10-26-84; A by Personnel Comm'n by R183-03, 1-27-2004;
					 R035-17, 12-19-2017 - Substituted in revision for NAC 284.342
					 )
NRS 284.065,
					 284.155,
					 284.205,
					 284.250,
					 284.260
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Examinations and Lists of Eligible Persons › Section 284.329 - Competitive examinations: Use and administration

Current through June 11, 2024
1. Except
				as otherwise provided in this chapter and chapter 284 of NRS, an appointment to
				or within the classified service must be made through the use of competitive
				examinations.
2. Examinations may
				be:
(a) Structured or unstructured;
(b) Scored or unscored;
(c) Written or oral;
(d) In the form of a demonstration of skill
				or technical knowledge;
(e) An
				evaluation of training and experience; or
(f) Any combination of paragraphs (a) to (e),
				inclusive.
Nevada Administrative Code › Chapter 284 - State Personnel System › FILLING VACANCIES IN EMPLOYMENT › Examinations and Lists of Eligible Persons › Section 284.333 - Centers for assessment: Selection and training of assessors; administration of examinations

Current through June 11, 2024
1. Assessors of a
				center for assessment must be selected:
(a)
				From at least two different departments; or
(b) From a combination of departments or
				other public or private employers.