The Nevada Equal Rights Commission works in cooperation with the U.S.
Equal Employment Opportunity Commission, U.S. Department of Housing and
Urban Development, and U.S. Department of Justice in the administration and
handling of discrimination complaints in employment, housing, and
public accommodations.
The Nevada revised statutes, namely Nevada, Chapter 233 and Chapter 613 , make it illegal for an employer or labor organization to discriminate against someone on the basis of sex.
In Nevada, regarding workplace equal opportunity, an employer is defined as "any person who has 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, but does not include:
- a) The United States or any corporation wholly owned by the United States.
- b) Any Indian tribe.
- c) Any private membership club exempt from taxation pursuant to 26 U.S.C. § 501(c)."
Thus, the Nevada statute against discrimination in the workplace applies only to employers with 15+ employees, which is the same number of employees required for federal jurisdiction under Title VII. (See Chapter 613, Section 310.)
Pregnancy discrimination is illegal in Nevada. Chapter 613 says, "If an employer grants leave with pay, leave without pay, or leave without loss of seniority to his employees for sickness or disability because of a medical condition, it is an unlawful employment practice to fail or refuse to extend the same benefits to any female employee who is pregnant. The female employee who is pregnant must be allowed to use the leave before and after childbirth, miscarriage or other natural resolution of her pregnancy, if the leave is granted, accrued or allowed to accumulate as a part of her employment benefits."
Employment Law deals with issues regarding sexual harassment, discriminations, gender, hostile work environment, contract disputes and wrongful termination.
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