Nevada Victims Leave Nev. Rev. Stat. § 608.0198

Covered Employers: All Employers

Covered Employees: An eligible employee is one who has been employed by the employer for at least 90 days

Entitlement: An eligible employee who is the victim of domestic violence, or has a family member who has been the victim of domestic violence, can take up to 160 hours of leave. This leave can be used for the diagnosis, care or treatment of a health condition related to the domestic violence; to obtain counseling or assistance related to an act of domestic violence against the employee or their family or household member; to participate in court proceeds related to the domestic violence act; or to establish a safety plan to prevent future incidents of domestic violence. The 160 hours of leave is available to be used within the 12-month period following the act of domestic violence. An employer is also expected to make reasonable accommodations to ensure the employee or other employees. This could include a new phone number, modified schedule, transfer, reassignment, or other accommodation that does not create an undue hardship and that is necessary to ensure the safety of the employee, the workplace, the employer or other employees. . The leave may be used continuously or intermittently.

Employer Notice: The employer is required to post a bulletin published by the Labor Commissioner setting froth the rights granted under the domestic violence leave statute. This notice must be posted in each of the employer's workplaces.

Employee Notice: After taking any hours of leave upon an incident of domestic violence, an employee must give not less than 48 hours' advance notice to his or her employer of the need to use additional hours of leave for any qualifying purpose.

Obligation to provide Certification or supporting documents: The employer may request supporting documents that confirm or support the reason the employee has requested leave and/or reasonable accommodation. Such documentation may include, without limitation, a police report, a copy of an application for an order for protection, an affidavit from an organization that provides services to victims of domestic violence, or documentation from a physician.

Benefits: Not specified. Leave may be paid or unpaid.

Reinstatement: No, however, an employer is prohibited from discharging, disciplining, discriminating, or otherwise retaliating against an employee for requesting leave or an accommodation or participating in a proceeding. Other Important Definitions/Requirements: A "family member" or "household member" is a spouse, domestic partner, minor child, or parent or other adult person residing with the employee.

An employer must maintain a record of the hours of domestic violence leave taken for each employee for a 2-year period following the entry of such information in the record. Upon request, the employer must make those records available for inspection by the Labor Commissioner. The employer must exclude the names of the employees from the records, unless a request for a record is for the purpose of an investigation.

Absence Specifications