nevada labor laws - media services€¦ · in las vegas or 775-687-4850 in carson city or via email...

NEVADALABOR LAWS

KNOW YOUR RIGHTS IN THE WORKPLACE

3 Nevada Labor Laws

OCCUPATIONALSAFETYANDHEALTHPROTECTION 4

LIEDETECTORTESTACT 6

WORKERS’COMPENSATION 7

DAILYOVERTIME 9

UNEMPLOYMENTCOMPENSATION 10

EMERGENCYPHONENUMBER 11

NEVADAMINIMUMWAGE 12

DISCRIMINATION 15

PAYDAYNOTICE 16

FEDERALMINIMUMWAGE 17

EEOC-EQUALEMPLOYMENTOPPORTUNITYISTHELAW 18

FMLA-FAMILYANDMEDICALLEAVEACT 19

USERRA-UNIFORMEDSERVICESEMPLOYMENTANDREEMPLOYMENTRIGHTSACT 20

EMPLOYEEPOLYGRAPHPROTECTIONACT 21

SIGNATUREACKNOWLEDGEMENT 22

CONTENTS

4 Nevada Labor Laws Questions? Learn more by calling 1-800-745-9970

Official Print Size - 8.5” x 14”Compliance Ready - Do Not ScalePrint both pages and post together

OCCUPATIONAL SAFETY AND HEALTH PROTECTION

NEVADA SAFETY AND HEALTHPROTECTION ON THE JOB

The Nevada Occupational Safety and Health Act, NRS Chapter 618, provides job safety and health protection for workers through the promotion of safe and healthful working conditions throughout the State of Nevada.

Requirements of the Act include the following:

EMPLOYERS: Each employer shall furnish to each of his employees employmentandaplaceofemploymentfreefromrecognizedhazardsthatarecausingorarelikelytocausedeathorseriousphysicalharmtohisemployees;andshallcomplywithoccupationalsafetyandhealthstandardsadoptedundertheAct.

EMPLOYEES: Each employee shall comply with all occupational safety andhealthstandards,rules,regulationsandordersissuedundertheActthatapplytohisownactionsandconductonthejob.

TheNevadaOccupationalSafetyandHealthAdministration(NevadaOSHA)oftheDivisionofIndustrialRelations,DepartmentofBusinessandIndustry,hastheprimaryresponsibilityforadministeringtheAct.NevadaOSHAenforcesoccupationalsafetyandhealthstandards,anditsSafetyandHealthRepresentatives/IndustrialHygienistsconductjobsiteinspectionstoensurecompliancewiththeAct.

INSPECTION: TheActrequiresthatarepresentativeoftheemployerandarepresentativeauthorizedbytheemployeesbegivenanopportunitytoaccompanytheNevadaOSHAinspectorforthepurposeofaidingtheinspection.

Wherethereisnoauthorizedemployeerepresentative,theNevadaOSHASafetyandHealthRepresentative/IndustrialHygienistmustconsultwithareasonablenumberofemployeesconcerningsafetyandhealthconditionsintheworkplace.

COMPLAINT: Employees,publicorprivate,ortheirrepresentativeshavetherighttofileacomplaintwiththenearestNevadaOSHAofficerequestinganinspectioniftheybelieveunsafeorunhealthfulconditionsexistintheirworkplace.NevadaOSHAwillholdconfidentialnamesofemployeescomplaining.

TheActprovidesthatemployeesmaynotbedischargedordiscriminatedagainstinanywayforfilingsafetyandhealthcomplaintsorotherwiseexercisingtheirrightsundertheAct.

Anemployee,publicorprivate,whobelieveshehasbeendiscriminatedagainstmayfileacomplaintwithinthirty(30)daysoftheallegeddiscriminationwiththenearestNevadaOSHAofficeorwithOccupationalSafetyandHealthAdministration,U.S.DepartmentofLabor,71StevensonStreet,P.O.Box3766,SanFrancisco,CA94119-3766.

CITATIONS: IfuponinspectionNevadaOSHAbelievesanemployerhasviolatedtheAct,acitationallegingsuchviolationswillbeissuedtotheemployer.Eachcitationwillspecifyatimeperiodwithinwhichtheallegedviolationmustbecorrected.

TheNevadaOSHAcitationmustbeprominentlydisplayedatorneartheplaceofallegedviolationforthreedays,oruntilitiscorrected,whicheverislater,towarnemployeesofdangersthatmayexistthere.

PROPOSED PENALTY:TheActprovidesformandatorypenaltiesagainstemployersofupto$7,000foreachseriousviolation



OCCUPATIONAL SAFETY AND HEALTH PROTECTION

andforoptionalpenaltiesofupto$7,000foreachnon-seriousviolation.Penaltiesofupto$7,000perdaymaybeproposedforfailuretocorrectviolationswithintheproposedtimeperiod.Also,anyemployerwhowillfullyorrepeatedlyviolatestheActmaybeassessedpenaltiesofupto$70,000foreachsuchviolation.

CriminalpenaltiesarealsoprovidedforintheAct.Anywillfulviolationresultingindeathofanemployee,uponconviction,ispunishablebyafineofnotmorethan$20,000orbyimprisonmentfornotmorethansixmonths,orbyboth.Convictionofanyemployerafterafirstconvictiondoublesthesemaximumpenalties.Penaltiesmaybeproposedforpublicemployers.

VOLUNTARY ACTIVITY:Whileprovidingpenaltiesforviolations,theActalsoencourageseffortsbylaborandmanagement,beforeaNevadaOSHAinspection,toreduceinjuriesandillnessesarisingoutofemployment.TheNevadaOccupationalSafetyandHealthAdministrationoftheDivisionofIndustrialRelations,DepartmentofBusinessandIndustry,encouragesemployersandemployeestoreduceworkplacehazardsvoluntarilyandtodevelopandimprovesafetyandhealthprogramsinallworkplacesandindustries.

Suchcooperativeactionwouldinitiallyfocusontheidentificationandeliminationofhazardsthatcouldcausedeath,injury,orillnesstoemployeesandsupervisors.

FurtherinformationandassistancewillbeprovidedbyNevadaOSHAtoemployeesandemployersuponrequest.

MORE INFORMATION:AdditionalinformationandcopiesoftheAct,specificNevadaOSHAsafetyandhealthstandards,andotherapplicableregulationsmaybeobtainedbycallingorwritingthenearestNevadaOSHAdistrictofficeinthefollowinglocations:

Southern Nevada 1301N.GreenValleyPkwy.,Suite200

Henderson,Nevada89074Telephone:(702)486-9020

Fax:(702)990-0358

Northern Nevada 4600KietzkeLane,SuiteF-153

Reno,Nevada89502Telephone:(775)688-3700

Fax:(775)688-1378

NOTE: PersonswishingtoregisteracomplaintalleginginadequacyintheadministrationoftheNevadaOccupationalSafetyandHealthPlanmaydosoatthefollowingaddress:

OSHA,U.S.DepartmentofLabor907thStreetSuite18100

SanFrancisco,CA94103Telephone:(415)625-2547

EMPLOYERS: This poster must be displayed prominently in the workplace.(Rev.5-15)


Official Print Size - 8.5” x 11”Compliance Ready - Do Not Scale

LIE DETECTOR TEST ACTSTATE OF NEVADA Office of the Labor Commissioner

NOTICE OF LIMITATIONS AFFECTING THE APPLICATION OF LIE DETECTOR TESTS

NRS 613.460(2) requires that each employer shall post and maintain this notice in a conspicuous location at the place of employment where notices to employees and

applicants for employment are customarily posted and read.

PursuanttoNRS613.440(2),“Liedetector”meanspolygraph,voicestressanalyzers,psychologicalstressevaluatororanyothersimilardevice,whethermechanicalorelectrical,whicharedesignedtodeterminethehonestyordishonestyofanindividual.NRS613.480(1)prohibitsemployersoranyoneactingintheemployer’sbehalffromrequiringorrequestingthat an employee or prospective employee take or submit toanyliedetectortestexceptasprovidedinNRS613.510.NRS613.510containsseveralexceptionswhichpermitanemployertorequestpolygraphexaminations.Anemployermayrequestthatanemployeeorprospectiveemployeetakeapolygraphexaminationadministeredbyaqualifiedpersonaspartofaninvestigationoftheftorsimilarwrongdoingaffectingtheemployer’sbusinesswhichappearstoinvolvetheemployee.Theemployermayalsorequestapolygraphexaminationadministeredbyaqualifiedpersonwithregardtoprospectiveemployeeswhowouldbeemployedtoprotectcertainkindsofsensitiveorvaluablepropertyorfacilities.

Theuseofapolygraphexaminationisalsopermittedtoemployersinbusinessesthathandlecontrolledsubstances.Suchpermissionexistsonlyinsituationswherejobapplicantsoremployeeshavedirectaccesstothecontrolledsubstancesorwheresuspectedabuseortheftisinvolved.

NRS 613.480(3&4) prohibit an employer from taking adverse action against any employee or prospective employee based on the results of any lie detector test or refusal to take any lie detector test. Employers who violate theprovisionsinNRS613.440to613.510aresubjecttocivilliabilityincourt,aswellasfinesimposedbytheNevadaLaborCommissioner.

For additional information contact our offices at 702-486-2650 in Las Vegas or 775-687-4850 in Carson City or via Email at [email protected]

Revised3/2012


Official Print Size - 11” x 17”Compliance Ready - Do Not ScalePrint both pages and post together

WORKERS’ COMPENSATIONSTATE OF NEVADA

DEPARTMENT OF BUSINESS & INDUSTRYDIVISION OF INDUSTRIAL RELATIONSWORKERS’ COMPENSATION SECTION

ATTENTIONBRIEF DESCRIPTION OF YOUR RIGHTS AND BENEFITS

IF YOU ARE INJURED ON THE JOB OR HAVE AN OCCUPATIONAL DISEASE

Notice of Injury or Occupational Disease (Incident Report Form C-1): Ifaninjuryoroccupationaldisease(OD)arisesoutofandinthecourseofemployment,youmustprovidewrittennoticetoyouremployerassoonaspracticable,butnolaterthan7daysaftertheaccidentorOD.Youremployershallmaintainasufficientsupplyoftheforms.

Claim for Compensation (Form C-4): Ifmedicaltreatmentissought,theformC-4isavailableattheplaceofinitialtreatment.Acompleted“ClaimforCompensation”(FormC-4)mustbefiledwithin90daysafteranaccidentorOD.Thetreatingphysicianorchiropractormust,within3workingdaysaftertreatment,completeandmailtotheemployer,theemployer’sinsurerandthird-partyadministrator,theClaimforCompensation.

Medical Treatment: Ifyourequiremedicaltreatmentforyouron-the-jobinjuryorOD,youmayberequiredtoselectaphysicianorchiropractorfromalistprovidedbyyourworkers’compensationinsurer,ifithascontractedwithanOrganizationforManagedCare(MCO)orPreferredProviderOrganization(PPO)orprovidersofhealthcare.IfyouremployerhasnotenteredintoacontractwithanMCOorPPO,youmayselectaphysicianorchiropractorfromthePanelofPhysiciansandChiropractors.Anymedical costsrelatedtoyourindustrialinjuryorODwillbepaidbyyourinsurer.

Temporary Total Disability (TTD): Ifyourdoctorhascertifiedthatyouareunabletoworkforaperiodofatleast5consecutivedays,or5cumulativedaysina20-dayperiod,orplacesrestrictionsonyouthatyouremployerdoesnotaccommodate,youmaybeentitledtoTTDcompensation.

Temporary Partial Disability (TPD): IfthewageyoureceiveuponreemploymentislessthanthecompensationforTTDtowhichyouareentitled,theinsurermayberequiredtopayyouTPDcompensationtomakeupthedifference.TPDcanonlybepaidforamaximumof24months.

Permanent Partial Disability (PPD): WhenyourmedicalconditionisstableandthereisanindicationofaPPDasaresultofyourinjuryorOD,within30days,yourinsurermustarrangeforanevaluationbyaratingphysicianorchiropractortodeterminethedegreeofyourPPD.TheamountofyourPPDawarddependsonthedateofinjury,theresultsofthePPDevaluationandyourageandwage.

Permanent Total Disability (PTD): IfyouaremedicallycertifiedbyatreatingphysicianorchiropractoraspermanentlyandtotallydisabledandhavebeengrantedaPTDstatusbyyourinsurer,youareentitledtoreceivemonthlybenefitsnottoexceed662/3%ofyouraveragemonthlywage.TheamountofyourPTDpaymentsissubjecttoreductionifyoupreviouslyreceivedaPPDaward.

Vocational Rehabilitation Services: Youmaybeeligibleforvocationalrehabilitationservicesifyouareunabletoreturntothejobduetoapermanentphysicalimpairmentorpermanentrestrictionsasaresultofyourinjuryoroccupationaldisease.


Official Print Size - 11” x 17”Compliance Ready - Do Not ScalePrint both pages and post together

The information in this publication is derived from Chapters 616A and 617 of the Nevada Revised Statutes and is provided for informational purposes only. If you have any questions, regarding your injury or workers’ compensation claim, please call the following:

Insurer/Administrator:

Address:

MCO/HealthCareProvider:

Address:

ContactPerson:

TelephoneNumber:

ContactPerson:

TelephoneNumber:

D-1 (rev. 10/07)

(City State Zip)

(City State Zip)

Transportation and Per Diem Reimbursement: Youmaybeeligiblefortravelexpensesandperdiemassociatedwithmedicaltreatment.

Reopening: Youmaybeabletoreopenyourclaimifyourconditionworsensafterclaimclosure.

Appeal Process: Ifyoudisagreewithawrittendeterminationissuedbytheinsurerortheinsurerdoesnotrespondtoyourrequest,youmayappeal to the Department of Administration, Hearing Officer,byfollowingtheinstructionscontainedinyourdeterminationletter.Youmustappealthedeterminationwithin70daysfromthedateofthedeterminationletterat1050E.WilliamStreet,Suite400,CarsonCity,Nevada89701,or2200S.RanchoDrive,Suite210,LasVegas,Nevada89102.IfyoudisagreewiththeHearingOfficerdecision,youmayappealtotheDepartment of Administration, Appeals Officer.Youmustfileyourappealwithin30daysfromthedateoftheHearingOfficerdecisionletterat1050E.WilliamStreet,Suite450,CarsonCity,Nevada89701,or2200S.RanchoDrive,Suite220,LasVegas,Nevada89102.IfyoudisagreewithadecisionofanAppealsOfficer,youmayfileapetition for judicial review with the District Court.Youmustdosowithin30daysoftheAppealOfficer’sdecision.YoumayberepresentedbyanattorneyatyourownexpenseoryoumaycontacttheNAIWforpossiblerepresentation.

Nevada Attorney for Injured Workers (NAIW): Ifyoudisagreewithahearingofficerdecision,youmayrequestthatNAIWrepresentyouwithoutchargeatanAppealsOfficerHearing.NAIWisanindependentstateagencyandisnotaffiliatedwithanyinsurer.Forinformationregardingdenialofbenefits,youmaycontacttheNAIWat:1000E.WilliamStreet,Suite208,CarsonCity,NV89701,(775)684-7555,or2200SRanchoDrive,Suite230,LasVegas,NV89102,(702)486-2830

To File a Complaint with the Division: IfyouwishtofileacomplaintwiththeAdministratoroftheDivisionofIndustrialRelations(DIR),pleasecontacttheWorkers’CompensationSection,400WestKingStreet,Suite400,CarsonCity,Nevada89703,telephone(775)684-7270,or1301NorthGreenValleyParkway,Suite200,Henderson,Nevada89074,telephone(702)486-9080.

For assistance with Workers’ Compensation Issues: Youmaycontactthe:OfficeoftheGovernorConsumerHealthAssistance555E.WashingtonAvenueSuite4800LasVegas,Nevada89101TollFree1-888-333-1597Website:http://govcha.state.nv.usE-mail:[email protected]

WORKERS’ COMPENSATION



DAILY OVERTIME

STATE OF NEVADA - DepartmentofBusiness&IndustryOFFICEOFTHELABORCOMMISSIONER-http://www.LaborCommissioner.com

STATE OF NEVADA DAILY OVERTIME 2015 ANNUAL BULLETINPOSTED APRIL 1, 2015

EMPLOYERSMUST PAY 1-1/2 TIMES AN EMPLOYEE’S REGULARWAGE RATEWHENEVERAN EMPLOYEEWHO IS PAID LESS THAN1-1/2 TIMES THE APPLICABLEMINIMUMWAGERATEWORKSMORETHAN40HOURSINANYWORKWEEKORMORETHAN8HOURSINANYWORKDAY,UNLESSOTHERWISEEXEMPTED.EMPLOYERSSHOULDREFERTONRS608.018FORFURTHERDETAILSONOVERTIMEREQUIREMENTS.

THEFOLLOWINGAMOUNTSARETHEWAGERATESBELOWWHICHDAILYOVERTIMEMAYBEAPPLICABLE.THESERATESAREEFFECTIVEASOFJULY1,2015.

CopiesmayalsobeobtainedfromtheLaborCommissioner’sOfficesat:675FairviewDrive,Suite226,CarsonCity,Nevada89701•(775)687-4850or555EastWashington,Suite4100,LasVegas,Nevada89101•(702)486-2650

REPLYTO:

OFFICE OF THE LABOR COMMISSIONER555EASTWASHINGTON,SUITE4100,LASVEGAS,NEVADA89101•PHONE(702)486-2650,FAX(702)486-2660675FAIRVIEWDRIVE,SUITE226,CARSONCITY,NEVADA89701•PHONE(775)687-4850,FAX(775)687-6409

BRIANSANDOVAL,Governor•BRUCEBRESLOW,Director•SHANNONMCHAMBERS,LaborCommissioner

FOREMPLOYEESTOWHOMQUALIFYINGHEALTHBENEFITSHAVEBEENMADEAVAILABLE

BYTHEEMPLOYER:

IF THE EMPLOYEE IS PAID LESS THAN $10.875 PER HOUR

FORALLOTHEREMPLOYEES:

IF THE EMPLOYEE IS PAID LESS THAN $12.375 PER HOUR



UNEMPLOYMENT COMPENSATIONEMPLOYER: THIS NOTICE IS TO BE POSTED AT EACH WORK PLACE (NRS 612.455)

State of Nevada Department of Employment, Training & Rehabilitation EMPLOYMENT SECURITY DIVISION

TheemployeesofthisestablishmentareprotectedbyUnemploymentInsurance.ThisemployerisrequiredbylawtocontributetotheNevadaUnemploymentCompensationFund.Nopartofthecontributionisdeductedfromthewagesofemployees.

Ifyouareseparatedfromyourjoborifyourhourshavebeensubstantiallyreduced,immediately:

•FileanunemploymentinsuranceclaimonlineorbycallingthenearestNevadaTelephoneClaimCenter,asshownbelow,forfullorpartialunemploymentbenefits.

•RequestemploymentservicesfromthenearestNevadaJobConnectCareerCenterorfindemploymentinformationonlineatwww.NevadaJobConnect.com.Ifyouaredisabledandrequireassistance,contacttheNevadaJobConnectCareerCenterpriortoyourvisittoarrangespecialaccommodations.

To be eligible for unemployment benefits an unemployed person must:

1.FileaclaimonlineorwiththeNevadaTelephone ClaimCenter.

2.Bephysicallyabletowork.3.Beavailableandwillingtoacceptsuitableemploymentifoffered.

4.Makeareasonableandsincereefforttofindajob.

5.Beunemployedthroughnofaultofyourownandmeetallotherconditionsofthelawregardingunemploymentbenefits.

Reasons an unemployed person may not be eligible for unemployment benefits are:

1.Separationfromemploymentduetoquittingwithoutgoodcause.

2.Beingdischargedformisconductinconnectionwithyourwork.

3.Refusalofanofferofsuitableworkwithoutgoodcause.4.Givingmisinformationorwithholdinginformationaboutthereasonforseparationfromyourjob.

5.Failuretoproperlyreportwages.

TofileaclaimforunemploymentbenefitscalltheTelephoneClaimCenter:InSouthernNevadacall(702)486-0350InNorthernNevadacall(775)684-0350

InRuralNevadacalltoll-free(888)890-8211ORFileonlineathttp://ui.nv.gov/

·Anequalopportunityemployer/program·Auxiliaryaidsandservicesavailableuponrequestforindividualswithdisabilities·RelayNevada711or (800)326-6868(TTY)

Toreportsuspectedfraud,goto:https://uifraud.nvdetr.orgORcall(775)684-0475

UIFRAUD

UIFRAUD

NOTICE TO EMPLOYEES



EMERGENCY PHONE NUMBER

EMERGENCY PHONE NUMBERS FOR

(Please Give Exact Address of This Worksite Location)

Physicians:

Hospitals:

Ambulances: 911 or

Fire Department: 911 or

Police: 911 or

PLEASEPOSTINACONSPICUOUSLOCATION,INACCORDANCEWITHTHENEVADAOCCUPATIONALSAFETYANDHEALTHACT.(NevadaRevisedStatutes618.295;29CFR1926.50)

NevadaOSHAEnforcementDivisionofIndustrialRelations

NevadaDepartmentofBusinessandIndustry



NEVADA MINIMUM WAGE

STATE OF NEVADA-DepartmentofBusiness&IndustryOFFICEOFTHELABORCOMMISSIONER-http://www.LaborCommissioner.com

STATE OF NEVADA MINIMUM WAGE 2015 ANNUAL BULLETINPOSTED APRIL 1, 2015

PURSUANTTOARTICLE15,SECTION16(A)OFTHECONSTITUTIONOFTHESTATEOFNEVADA, THEGOVERNORHEREBYANNOUNCESTHATTHEFOLLOWINGMINIMUMWAGERATES

SHALLAPPLYTOALLEMPLOYEESINTHESTATEOFNEVADAUNLESSOTHERWISEEXEMPTED. THESERATESAREEFFECTIVEASOFJULY1,2015.

FOREMPLOYEESTOWHOMQUALIFYINGHEALTHBENEFITSHAVEBEENMADEAVAILABLEBYTHEEMPLOYER:NO LESS THAN $7.25 PER HOUR

FORALLOTHEREMPLOYEES:

NO LESS THAN $8.25 PER HOUR

CopiesmayalsobeobtainedfromtheLaborCommissioner’sOfficesat:675FairviewDrive,Suite226,CarsonCity,Nevada89701,(775)687-4850

or555EastWashington,Suite4100,LasVegas,Nevada89101,(702)486-2650

REPLYTO:OFFICE OF THE LABOR COMMISSIONER

555EASTWASHINGTON,SUITE4100,LASVEGAS,NEVADA89101 PHONE(702)486-2650,FAX(702)486-2660

675FAIRVIEWDRIVE,SUITE226,CARSONCITY,NEVADA89701 PHONE(775)687-4850,FAX(775)687-6409

BRIANSANDOVAL,GovernorBRUCEBRESLOW,Director

SHANNONCHAMBERS,LaborCommissioner



NEVADA MINIMUM WAGE

RULES TO BE OBSERVED BY EMPLOYERSEVERY EMPLOYER SHALL POST AND KEEP CONSPICUOUSLY POSTED IN OR ABOUT THE PREMISES WHEREIN

ANY EMPLOYEE IS EMPLOYED THIS ABSTRACT OF THE NEVADA WAGE AND HOUR LAWS (NRS 608).

PLEASE NOTE: Every person, firm, association or corporation, or any agent, servant, employee or officer of anysuch firm, association or corporation, violating any of these provisions is guilty of a misdemeanor.

Thelegislatureherebyfindsanddeclaresthatthehealthandwelfareofworkersandtheemploymentofpersonsinprivateenterprisesinthisstateareofconcerntothestateandthehealthandwelfareofpersonsrequiredtoearntheirlivingsbytheirownendeavorsrequirecertainsafeguardsastohoursofservice,workingconditionsandcompensationtherefor.

1.Dischargeofemployee:Wheneveranemployerdischargesanemployee,thewagesandcompensationearnedandunpaidatthetimeofsuchdischargeshallbecomedueandpayableimmediately.

2.Quittingemployee:Wheneveranemployeeresignsorquitshisemployment,thewagesandcompensationearnedandunpaidatthetimeofhisresignationorquittingmustbepaidnolaterthanthedayonwhichhewouldhaveregularlybeenpaidor7daysafterheresignsorquits,whicheverisearlier.

3.Anemployershallnotemployanemployeeforacontinuousperiodof8hourswithoutpermittingtheemployeetohaveamealperiodofatleastone-halfhour.Noperiodoflessthan30minutesinterruptsacontinuousperiodofwork.

4.Everyemployershallauthorizeandpermitcoveredemployeestotakerestperiods,which,insofaraspracticable,shallbeinthemiddleofeachworkperiod.Thedurationoftherestperiodsshallbebasedonthetotalhoursworkeddailyattherateof10minutesforeach4hoursormajorfractionthereof.Authorizedrestperiodsshallbecountedashoursworked,forwhichthereshallbenodeductionfromwages.

5.EffectiveJuly1,2010eachemployershallpayawagetoeachemployeeofnotlessthan$7.25perhourworkediftheemployerprovideshealthbenefits,or$8.25perhouriftheemployerdoesnotprovidehealthbenefits.Offeringhealthbenefitsmeansmakinghealthinsuranceavailabletotheemployeefortheemployeeandtheemployee’sdependentsatatotalcosttotheemployeeforpremiumsofnotmorethan10percentoftheemployee’sgrosstaxableincomefromtheemployer.Tipsorgratuitiesreceivedbyemployeesshallnotbecreditedasbeinganypartoforoffsetagainsttheminimumwagerates.

6.Apartofwagesorcompensationmay,ifmutuallyagreeduponbyanemployeeandemployerinthecontractofemployment,consistofmeals.Innocaseshallthevalueofthemealsconsumedbysuchemployeebecomputedorvaluedatmorethan 35centsforeachbreakfastactuallyconsumed,45centsforeachlunchactuallyconsumed,and70centsforeachdinneractuallyconsumed.

7.Anemployershallpay11/2timesanemployee’sregularwageratewheneveranemployeewhosewagerateislessthan11/2timestheminimumrateprescribedpursuanttotheConstitutionoftheStateofNevada:(a)Worksmorethan40hoursinanyscheduledweekofwork;or(b)Worksmorethan8hoursinanyworkdayunlessbymutualagreementtheemployeeworksascheduled10hoursperdayfor4calendardayswithinanyscheduledweekofwork.

Anemployershallpay1½timesanemployee’sregularwageratewheneveranemployeewhosewagerateis1½timesormorethantheminimumrateprescribedpursuanttotheConstitution,worksmorethan40hoursinanyscheduledweekofwork.

Theaboveprovisionsdonotapplyto:(a)EmployeeswhoarenotcoveredbytheminimumwageprovisionsoftheConstitution(b)Outsidebuyers;(c)Employeesinaretailorservicebusinessiftheirregularrateismorethan1½timestheminimumwage,andmorethanhalftheircompensationforarepresentativeperiodcomesfromcommissionsongoodsorservices,withtherepresentativeperiodbeing,totheextentallowedpursuanttofederallaw,notlessthanonemonth;(d)Employeeswhoareemployedinbonafideexecutive,administrativeorprofessionalcapacities;(e)Employeescoveredbycollectivebargaining



NEVADA MINIMUM WAGEagreementswhichprovideotherwiseforovertime;(f)Drivers,drivers’helpers,loadersandmechanicsformotorcarrierssubjecttotheMotorCarrierActof1935,asamended;(g)Employeesofarailroad;(h)Employeesofacarrierbyair;(i)Driversordrivers’helpersmakinglocaldeliveriesandpaidonatrip-ratebasisorotherdeliverypaymentplan;(j)Driversoftaxicabsorlimousines;(k)Agriculturalemployees;(l)Employeesofbusinessenterpriseshavingagrosssalesvolumeoflessthan$250,000peryear;(m)Anysalesmanormechanicprimarilyengagedinsellingorservicingautomobiles,trucksorfarmequipment;and(n)Amechanicorworkmanforanyhourstowhichtheprovisionsofsubsection3or4ofNRS338.020apply.

8.Everyemployershallestablishandmaintainrecordsofwagesforthebenefitofhisemployees,showingforeachpayperiodthefollowinginformationforeachemployee:(a)Grosswageorsalary;(b)Deductions;(c)Netcashwageorsalary;(d)Totalhoursemployedinthepayperiodbynotingthenumberofhoursperday;(e)Dateofpayment.

9.Wagesmustbepaidsemimonthlyormoreoften.

10.Everyemployershallestablishandmaintainregularpaydaysandshallpostanoticesettingforththoseregularpaydaysin2conspicuousplaces.Afteranemployerestablishesregularpaydaysandtheplaceofpayment,theemployershallnotchangearegularpaydayortheplaceofpaymentunless,notfewerthan7daysbeforethechangeismade,theemployerprovidestheemployeesaffectedbythechangewithwrittennoticeinamannerthatiscalculatedtoprovideactualnoticeofthechangetoeachsuchemployee.

11.Itisunlawfulforanypersontotakeallorpartofanytipsorgratuitiesbestoweduponhisemployees.Nothingcontainedinthissectionshallbeconstruedtopreventsuchemployeesfromenteringintoanagreementtodividesuchtipsorgratuitiesamongthemselves.

12.Anemployermaynotrequireanemployeetorebate,refundorreturnanypartofhisorherwage,salaryorcompensation.Also,anemployermaynotwithholdordeductanyportionofsuchwagesunlessitisforthebenefitof,andauthorizedbywrittenorderoftheemployee.Further,itisunlawfulforanyemployerwhohasthelegalauthoritytodecreasethewage,salaryorcompensationofanemployeetoimplementsuchadecreaseunless:

(a)Notlessthan7daysbeforetheemployeeperformsanyworkatthedecreasedwage,salaryorcompensation,theemployerprovidestheemployeewithwrittennoticeofthedecrease;or

(b)Theemployercomplieswiththerequirementsrelatingtothedecreasethatareimposedontheemployerpursuanttotheprovisionsofanycollectivebargainingagreementoranycontractbetweentheemployerandtheemployee.

13.Alluniformsoraccessoriesdistinctiveastostyle,colorormaterialshallbefurnished,withoutcost,toemployeesbytheiremployer.Ifauniformoraccessoryrequiresaspecialcleaningprocess,andcannotbeeasilylaunderedbyanemployee,suchemployee’semployershallcleansuchuniformoraccessorywithoutcosttosuchemployee.

For additional information or exceptions, contact the Nevada State Labor Commissioner:Carson City 775-687-4850 or Las Vegas 702-486-2650

TOLL FREE: 1-800-992-0900 Ext. 4850Internet: www.LaborCommissioner.com

REVISED1-26-2015



DISCRIMINATION

NEVADA EQUAL RIGHTS COMMISSIONNEVADA LAW PROHIBITS DISCRIMINATION

• Employersmaynotdiscriminatebasedonrace,color,nationalorigin,age(40+),sex(includingpregnancy),religion,disability,sexualorientation,geneticinformation,orgenderidentityorexpression.

• Housingdiscriminationisprohibitedbasedonrace,color,nationalorigin,sex,religion,disability,ancestry,familialstatus,sexualorientation,orgenderidentity orexpression.

• Businessesofferingservicestothepublicmaynotdiscriminatebasedonrace,color,nationalorigin,sex,religion,disability,sexualorientationorgenderidentity orexpression.

Personswhobelievetheyhavebeendiscriminatedagainstinemployment,publicaccommodationorhousing,mayfileacomplaintwiththeNevadaEqual RightsCommission.

Relay711or800.326.6868 Anequalopportunityemployer/program.Auxiliaryaidsandservicesareavailableuponrequestforindividualswithdisabilities

www.nvdetr.org

Rev.12.14

1820EastSaharaAvenue,Suite314

LasVegas,NV89104702.486.7161

1325CorporateBlvd.,Room115

Reno,NV89502775.823.6690

a division of the Nevada Department of Employment, Training and Rehabilitation



PAYDAY NOTICE

ATTENTION EMPLOYEES: PAYDAY NOTICE•Theregularpaydaysforemployeesof:

Shallbe: / /

•Paycheckswillbedistributedat:

If you have any questions regarding your paycheck please contact:

Title 53, Chapter 608, NRS 608.080 Please Post in a Conspicuous Area

(Contact Name & Phone Number)

(Company Name)



For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1088(RevisedJuly2009)

FEDERAL MINIMUM WAGE

FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACTTHEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

OVERTIME PAYAtleast1½timesyourregularrateofpayforallhoursworkedover40inaworkweek.

CHILD LABORAnemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhazardousbytheSecretaryofLabor.Youths14and15yearsoldmayworkoutsideschoolhoursinvarious non-manufacturing,non-mining,non-hazardousjobsunderthefollowingconditions:

No more than

•3hoursonaschooldayor18hoursinaschoolweek;•8hoursonanon-schooldayor40hoursinanon-schoolweek.Also,workmaynotbeginbefore7 a.m.orendafter7 p.m.,exceptfromJune1throughLaborDay,wheneveninghoursareextendedto9 p.m.Differentrulesapplyinagriculturalemployment.

TIP CREDITEmployersof“tippedemployees”mustpayacashwageofatleast$2.13perhouriftheyclaimatipcreditagainsttheirminimumwageobligation.Ifanemployee’stipscombinedwiththeemployer’scashwageofatleast$2.13perhourdonotequaltheminimumhourlywage,theemployermustmakeupthedifference.Certainotherconditionsmustalsobemet.

ENFORCEMENTTheDepartmentofLabormayrecoverbackwageseitheradministrativelyorthroughcourtaction,fortheemployeesthathavebeenunderpaidinviolationofthelaw.Violationsmayresultincivilorcriminalaction.Employersmaybeassessedcivilmoneypenaltiesofupto$1,100foreachwillfulorrepeatedviolationoftheminimumwageorovertimepayprovisionsofthelawandupto$11,000foreachemployeewhoisthesubjectofaviolationoftheAct’schildlaborprovisions.Inaddition,acivilmoneypenaltyofupto$50,000maybeassessedforeachchildlaborviolationthatcausesthedeathorseriousinjuryofanyminoremployee,andsuchassessmentsmaybedoubled,upto$100,000,whentheviolationsaredeterminedtobewillfulorrepeated.ThelawalsoprohibitsdiscriminatingagainstordischargingworkerswhofileacomplaintorparticipateinanyproceedingundertheAct.

ADDITIONAL INFORMATION •Certainoccupationsandestablishmentsareexemptfromtheminimumwageand/orovertimepayprovisions.•SpecialprovisionsapplytoworkersinAmericanSamoaandtheCommonwealthoftheNorthernMarianaIslands.•Somestatelawsprovidegreateremployeeprotections;employersmustcomplywithboth.•Thelawrequiresemployerstodisplaythisposterwhereemployeescanreadilyseeit.•Employeesunder20yearsofagemaybepaid$4.25perhourduringtheirfirst90consecutivecalendardaysofemploymentwithanemployer.

•Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimumwageunderspecialcertificatesissuedbytheDepartmentofLabor.



EEOC - EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINTitleVIIoftheCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment,onthebasisofrace,color,religion,sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodationdoesnotimposeunduehardship.DISABILITYTitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended,protectqualifiedindividualsfromdiscriminationonthebasisofdisabilityinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardship.AGETheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicantsandemployees40yearsofageorolderfromdiscriminationbasedonageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.SEX (WAGES)InadditiontosexdiscriminationprohibitedbyTitleVIIoftheCivilRightsAct,asamended,theEqualPayActof1963,asamended,prohibitssexdiscriminationinthepaymentofwagestowomenandmenperformingsubstantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,undersimilarworkingconditions,inthesameestablishment.

GENETICSTitleIIoftheGeneticInformationNondiscriminationActof2008protectsapplicantsandemployeesfromdiscriminationbasedongeneticinformationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.GINAalsorestrictsemployers’acquisitionofgeneticinformationandstrictlylimitsdisclosureofgeneticinformation.Geneticinformationincludesinformationaboutgenetictestsofapplicants,employees,ortheirfamilymembers;themanifestationofdiseasesordisordersinfamilymembers(familymedicalhistory);andrequestsfororreceiptofgeneticservicesbyapplicants,employees,ortheirfamilymembers.RETALIATIONAlloftheseFederallawsprohibitcoveredentitiesfromretaliatingagainstapersonwhofilesachargeofdiscrimination,participatesinadiscriminationproceeding,orotherwiseopposesanunlawfulemploymentpractice.WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURREDTherearestricttimelimitsforfilingchargesofemploymentdiscrimination.TopreservetheabilityofEEOCtoactonyourbehalfandtoprotectyourrighttofileaprivatelawsuit,shouldyouultimatelyneedto,youshouldcontactEEOCpromptlywhendiscriminationissuspected:TheU.S.EqualEmploymentOpportunityCommission(EEOC),1-800-669-4000 (toll-free)or1-800-669-6820(toll-freeTTYnumberforindividualswithhearingimpairments).EEOCfieldofficeinformationisavailableatwww.eeoc.govorinmosttelephonedirectoriesintheU.S.GovernmentorFederalGovernmentsection.AdditionalinformationaboutEEOC,includinginformationaboutchargefiling,isavailableatwww.eeoc.gov.

RACE, COLOR, NATIONAL ORIGIN, SEXInadditiontotheprotectionsofTitleVIIoftheCivilRightsActof1964,asamended,TitleVIoftheCivilRightsActof1964,asamended,prohibitsdiscriminationonthebasisofrace,colorornationalorigininprogramsoractivitiesreceivingFederalfinancialassistance.EmploymentdiscriminationiscoveredbyTitleVIiftheprimaryobjectiveofthefinancialassistanceisprovisionofemployment,orwhereemploymentdiscriminationcausesormaycausediscriminationinprovidingservicesundersuchprograms.TitleIXoftheEducationAmendmentsof1972prohibitsemploymentdiscriminationonthebasisofsexineducationalprogramsoractivitieswhichreceiveFederalfinancialassistance.

INDIVIDUALS WITH DISABILITIESSection504oftheRehabilitationActof1973,asamended,prohibitsemploymentdiscriminationonthebasisofdisabilityinanyprogramoractivitywhichreceivesFederalfinancialassistance.Discriminationisprohibitedinallaspectsofemploymentagainstpersonswithdisabilitieswho,withorwithoutreasonableaccommodation,canperformtheessentialfunctionsofthejob.IfyoubelieveyouhavebeendiscriminatedagainstinaprogramofanyinstitutionwhichreceivesFederalfinancialassistance,youshouldimmediatelycontacttheFederalagencyprovidingsuchassistance.

EEOC9/02andOFCCP8/08VersionsUseableWith11/09SupplementMandatorySupplementtoEEOCP/E-1(Revised11/09)“EEOistheLaw”Poster

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN ExecutiveOrder11246,asamended,prohibitsemploymentdiscriminationbasedonrace,color,religion,sex,sexualorientation,genderidentity,ornationalorigin,andrequiresaffirmativeactiontoensureequalityofopportunityinallaspects ofemployment.

PAY SECRECY ExecutiveOrder11246,asamended,protectsapplicantsandemployeesfromdiscriminationbasedoninquiringabout,disclosing, ordiscussingtheircompensationorthecompensationofotherapplicants oremployees.

INDIVIDUALS WITH DISABILITIES Section503oftheRehabilitationActof1973,asamended,protectsqualifiedindividualswithdisabilitiesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardshiptotheemployer.Section503alsorequiresthatFederalcontractorstakeaffirmative

actiontoemployandadvanceinemploymentqualifiedindividualswithdisabilitiesatalllevelsofemployment,includingtheexecutivelevel.

PROTECTED VETERANS TheVietnamEraVeterans’ReadjustmentAssistanceActof1974,asamended,38U.S.C.4212,prohibitsemploymentdiscriminationagainst,andrequiresaffirmativeactiontorecruit,employ,andadvanceinemployment,disabledveterans,recentlyseparatedveterans(i.e.,withinthreeyearsofdischargeorreleasefromactiveduty),activedutywartimeorcampaignbadgeveterans,orArmedForcesservicemedalveterans.

RETALIATION Retaliationisprohibitedagainstapersonwhofilesacomplaintofdiscrimination,participatesinanOFCCPproceeding,orotherwiseopposesdiscriminationundertheseFederallaws.Anypersonwhobelievesacontractorhasviolateditsnondiscriminationoraffirmativeactionobligationsundertheauthoritiesaboveshouldcontactimmediately:TheOfficeofFederalContractCompliancePrograms(OFCCP),U.S.DepartmentofLabor,200ConstitutionAvenue,N.W.,Washington,D.C.20210,1-800-397-6251(toll-free)or(202)693-1337(TTY)[email protected],orbycallinganOFCCPregionalordistrictoffice,listedinmosttelephonedirectoriesunderU.S.Government,DepartmentofLabor.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSApplicantstoandemployeesofcompanieswithaFederalgovernmentcontractorsubcontractareprotectedunder

Federallawfromdiscriminationonthefollowingbases:

IfyoubelievethatyouhaveexperienceddiscriminationcontactOFCCP:1-800-397-6251|TTY1-877-889-5627|www.dol.gov.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

PRIVATE EMPLOYERS, STATE AND LOCAL GOVERNMENTS, EDUCATIONAL INSTITUTIONS, EMPLOYMENT AGENCIES AND LABOR ORGANIZATIONS

Applicantstoandemployeesofmostprivateemployers,stateandlocalgovernments,educationalinstitutions,employmentagencies andlabororganizationsareprotectedunderFederallawfromdiscriminationonthefollowingbases:



For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1420•RevisedFebruary2013

Basic Leave EntitlementFMLArequirescoveredemployerstoprovideupto12weeksofunpaid,job-protectedleavetoeligibleemployeesforthefollowingreasons:•forincapacityduetopregnancy,prenatalmedicalcareorchildbirth;•tocarefortheemployee’schildafterbirth,orplacementforadoptionorfostercare;

•tocarefortheemployee’sspouse,son,daughterorparent,whohasaserioushealthcondition;or

•foraserioushealthconditionthatmakestheemployeeunabletoperformtheemployee’sjob.Military Family Leave Entitlements Eligible employees whose spouse,son,daughterorparentisoncoveredactivedutyorcalltocoveredactivedutystatusmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.Qualifyingexigenciesmayincludeattendingcertainmilitaryevents,arrangingforalternativechildcare,addressingcertainfinancialandlegalarrangements,attendingcertaincounselingsessions,andattendingpost-deploymentreintegrationbriefings.FMLAalsoincludesaspecialleaveentitlementthatpermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.Acoveredservicememberis:(1)acurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,whoisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillness*;or(2)aveteranwhowasdischargedorreleasedunderconditionsotherthandishonorableatanytimeduringthefive-yearperiodpriortothefirstdatetheeligibleemployeetakesFMLAleavetocareforthecoveredveteran,andwhoisundergoingmedicaltreatment,recuperation,ortherapyforaseriousinjuryorillness.** The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition.”

Benefits and ProtectionsDuringFMLAleave,theemployermustmaintaintheemployee’shealthcoverageunderany“grouphealthplan”onthesametermsasiftheemployeehadcontinuedtowork.UponreturnfromFMLAleave,mostemployeesmustberestoredtotheiroriginalorequivalentpositionswithequivalentpay,benefits,andotheremploymentterms.UseofFMLAleavecannotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee’sleave.Eligibility Requirements Employeesareeligibleiftheyhaveworkedforacoveredemployerforatleast12months,have1,250hoursofserviceintheprevious12months*,andifatleast50employeesareemployedbytheemployerwithin75miles.* Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health ConditionAserioushealthconditionisanillness,injury,impairment,orphysicalormentalconditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcareproviderforaconditionthateitherpreventstheemployeefromperformingthefunctionsoftheemployee’sjob,orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmore

than3consecutivecalendardayscombinedwithatleasttwovisitstoahealthcareprovideroronevisitandaregimenofcontinuingtreatment,orincapacityduetopregnancy,orincapacityduetoachroniccondition.Otherconditionsmaymeetthedefinitionofcontinuingtreatment.Use of LeaveAnemployeedoesnotneedtousethisleaveentitlementinoneblock.Leavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.Employeesmustmakereasonableeffortstoscheduleleaveforplannedmedicaltreatmentsoasnottoundulydisrupttheemployer’soperations.Leaveduetoqualifyingexigenciesmayalsobetakenonanintermittentbasis.Substitution of Paid Leave for Unpaid Leave Employees may chooseoremployersmayrequireuseofaccruedpaidleavewhiletakingFMLAleave.InordertousepaidleaveforFMLAleave,employeesmustcomplywiththeemployer’snormalpaidleavepolicies.Employee ResponsibilitiesEmployeesmustprovide30daysadvancenoticeoftheneedtotakeFMLAleavewhentheneedisforeseeable.When30daysnoticeisnotpossible,theemployeemustprovidenoticeassoonaspracticableandgenerallymustcomplywithanemployer’snormalcall-inprocedures.EmployeesmustprovidesufficientinformationfortheemployertodetermineiftheleavemayqualifyforFMLAprotectionandtheanticipatedtiminganddurationoftheleave.Sufficientinformationmayincludethattheemployeeisunabletoperformjobfunctions,thefamilymemberisunabletoperformdailyactivities,theneedforhospitalizationorcontinuingtreatmentbyahealthcareprovider,orcircumstancessupportingtheneedformilitaryfamilyleave.EmployeesalsomustinformtheemployeriftherequestedleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.Employeesalsomayberequiredtoprovideacertificationandperiodicrecertificationsupportingtheneedforleave.Employer Responsibilities CoveredemployersmustinformemployeesrequestingleavewhethertheyareeligibleunderFMLA.Iftheyare,thenoticemustspecifyanyadditionalinformationrequiredaswellastheemployees’rightsandresponsibilities.Iftheyarenoteligible,theemployermustprovideareasonfortheineligibility.CoveredemployersmustinformemployeesifleavewillbedesignatedasFMLA-protectedandtheamountofleavecountedagainsttheemployee’sleaveentitlement.IftheemployerdeterminesthattheleaveisnotFMLA-protected,theemployermustnotifytheemployee.Unlawful Acts by EmployersFMLAmakesitunlawfulforanyemployerto:•interferewith,restrain,ordenytheexerciseofanyrightprovidedunderFMLA;and

•dischargeordiscriminateagainstanypersonforopposinganypracticemadeunlawfulbyFMLAorforinvolvementinanyproceedingunderorrelatingtoFMLA.

Enforcement AnemployeemayfileacomplaintwiththeU.S.DepartmentofLaborormaybringaprivatelawsuitagainstanemployer.FMLAdoesnotaffectanyFederalorStatelawprohibitingdiscrimination,orsupersedeanyStateorlocallaworcollectivebargainingagreementwhichprovidesgreaterfamilyormedicalleaverightsFMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

FMLA - FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT



Employer Support Of The Guard And Reserve1-800-336-4590

U.S. Department of Labor 1-866-487-2365 U.S. Department of Justice Office of Special Counsel

UN

ITED STATES OF AM

ERIC

A

OFF

ICE O

F SPECIAL COUNSEL

USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

YOUR RIGHTS UNDER USERRA, THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACTUSERRAprotectsthejobrightsofindividualswhovoluntarilyorinvoluntarilyleaveemploymentpositionstoundertakemilitaryserviceorcertaintypesofserviceintheNationalDisasterMedicalSystem.USERRAalsoprohibitsemployersfromdiscriminatingagainstpastandpresentmembersoftheuniformedservices,andapplicantstotheuniformedservices.

REEMPLOYMENT RIGHTSYouhavetherighttobereemployedinyourcivilianjobifyouleavethatjobtoperformserviceintheuniformedserviceand:

•youensurethatyouremployerreceivesadvancewrittenorverbalnoticeofyourservice;•youhavefiveyearsorlessofcumulativeserviceintheuniformedserviceswhilewiththatparticularemployer;•youreturntoworkorapplyforreemploymentinatimelymannerafterconclusionofservice;and;•youhavenotbeenseparatedfromservicewithadisqualifyingdischargeorunderotherthanhonorableconditions.

Ifyouareeligibletobereemployed,youmustberestoredtothejobandbenefitsyouwouldhaveattainedifyouhadnotbeenabsentduetomilitaryserviceor,insomecases,acomparablejob.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION Ifyou:

•areapastorpresentmemberoftheuniformedservice;•haveappliedformembershipintheuniformedservice;or•areobligatedtoserveintheuniformedservice;

thenanemployermaynotdenyyou

•initialemployment;•reemployment;•retentioninemployment;•promotion;or•anybenefitofemployment

becauseofthisstatus.

Inaddition,anemployermaynotretaliateagainstanyoneassistingintheenforcementofUSERRArights,includingtestifyingormakingastatementinconnectionwithaproceedingunderUSERRA,evenifthatpersonhasnoserviceconnection.

HEALTH INSURANCE PROTECTION •Ifyouleaveyourjobtoperformmilitaryservice,youhavetherighttoelecttocontinueyourexistingemployer-basedhealthplancoverageforyouandyourdependentsforupto24monthswhileinthemilitary.

•Evenifyoudon’telecttocontinuecoverageduringyourmilitaryservice,youhavetherighttobereinstatedinyouremployer’shealthplanwhenyouarereemployed,generallywithoutanywaitingperiodsorexclusions(e.g.,pre-existingconditionexclusions)exceptforservice-connectedillnesses orinjuries.

ENFORCEMENT •TheU.S.DepartmentofLabor,VeteransEmploymentandTrainingService(VETS)isauthorizedtoinvestigateandresolvecomplaintsofUSERRAviolations.•Forassistanceinfilingacomplaint,orforanyotherinformationonUSERRA,contactVETSat1-866-4-USA-DOLorvisititswebsiteat:

http://www.dol.gov/ vets.AninteractiveonlineUSERRAAdvisorcanbeviewedat:http://www.dol.gov/elaws/userra.htm. •IfyoufileacomplaintwithVETSandVETSisunabletoresolveit,youmayrequestthatyourcasebereferredtotheDepartmentofJusticeortheOfficeofSpecialCounsel,asapplicable,forrepresentation.

•YoumayalsobypasstheVETSprocessandbringacivilactionagainstanemployerforviolationsofUSERRA.

Therightslistedheremayvarydependingonthecircumstances.ThisnoticewaspreparedbyVETS,andmaybeviewedontheinternetatthisaddress: http://www.dol.gov/vets/programs/userra/poster.htm. FederallawrequiresemployerstonotifyemployeesoftheirrightsunderUSERRA,andemployersmaymeetthisrequirementbydisplayingthetextofthisnoticewheretheycustomarilyplacenoticesforemployees.

PublicationDate-October2008



EMPLOYEE POLYGRAPH PROTECTION ACT

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

PROHIBITIONS Employersaregenerallyprohibitedfromrequiringorrequestinganyemployeeorjobapplicanttotakealiedetectortest,andfromdischarging,disciplining,ordiscriminatingagainstanemployeeorprospectiveemployeeforrefusingtotakeatestorforexercisingotherrightsundertheAct.

EXEMPTIONS Federal,Stateandlocalgovernmentsarenotaffectedbythelaw.Also,thelawdoesnotapplytotestsgivenbytheFederalGovernmenttocertainprivateindividualsengagedinnationalsecurity-relatedactivities.TheActpermitspolygraph(akindofliedetector)teststobeadministeredintheprivatesector,subjecttorestrictions,tocertainprospectiveemployeesofsecurityservicefirms(armoredcar,alarm,andguard),andpharmaceuticalmanufacturers,distributorsanddispensers.TheActalsopermitspolygraphtesting,subjecttorestrictions,ofcertainemployeesofprivatefirmswhoarereasonablysuspectedofinvolvementinaworkplaceincident(theft,embezzlement,etc.)thatresultedineconomiclosstotheemployer.ThelawdoesnotpreemptanyprovisionofanyStateorlocallaworanycollectivebargainingagreementwhichismorerestrictivewithrespecttoliedetectortests.

EXAMINEE RIGHTSWherepolygraphtestsarepermitted,theyaresubjecttonumerousstrictstandardsconcerningtheconductandlengthofthetest.Examineeshaveanumberofspecificrights,includingtherighttoawrittennoticebeforetesting,therighttorefuseordiscontinueatest,andtherightnottohavetestresultsdisclosedtounauthorizedpersons.

ENFORCEMENTTheSecretaryofLabormaybringcourtactionstorestrainviolationsandassesscivilpenaltiesupto$10,000againstviolators.Employeesorjobapplicantsmayalsobringtheirowncourtactions.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACT

THEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

Scan this code to learn more about the Employee Polygraph Protection Act

WHD1462REV01/16

Scan this code to learn more about the Employee Polygraph Protection Act

Foradditionalinformation:

1-808-541-1361www.dol.gov/whd

U.S.DepartmentofLaborWageandHourDivision

nevada labor laws - media services€¦ · in las vegas or 775-687-4850 in carson city or via email...

Documents