|Update Applicable to:
|All employers and multi-state businesses with at least 1 worker in the State.
|January 1, 2024.
Governor Lombardo signed AB163 into law on June 5, 2023, expanding the domestic violence leave to include sexual assault into law.
What are the details?
- The laws require employers of all sizes to provide up to 160 hours of leave in one 12-month period and reasonable accommodation for victims.
- The law does not require the leave to be paid, but it can also be paid if the employer so chooses.
- Employees are entitled to these protections for themselves or when a family or household member is the victim, not if the employee is the alleged perpetrator.
- An employer may not deny an eligible employee the use of the leave or require the employee to find a replacement worker as a condition of taking the leave.
- To qualify, an employee must have been employed for 90 days.
- Employers may require an employee to provide forty-eight (48) hours advanced notice of the need to use additional leave.
- An employer can request that an employee provide “evidence satisfactory to support the person’s claim for benefits (leave).”
- This evidence can include, but not limited to: a police report, applications for a restraining order, an affidavit from an organization that provides services to victims of domestic violence or sexual assault, or documentation from a physician.
- Consider reviewing and updating your domestic violence leave policy to include victims of sexual assault, as well as the respective postings.
- Consider giving this new policy (sexual assault) the same treatment as the domestic violence leave.
- Consult an attorney if necessary for better implementation of a policy.
- Monitor closely the required posters on the Nevada Department of Business and Industry Office web page for any updates.
- Nevada Expands Domestic Violence Leave Law to Include Sexual Assault (Brownstein Hyatt Farber Schreck, LLP)
- Updates To Nevada’s Domestic Violence Victims Leave (Nevada Association of Employers)
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