Nevada Domestic Violence Victims Bulletin Poster Mandatory

DOMESTIC VIOLENCE BULLETIN 	
 
EFFECTIVE January 1, 2018  
 
NRS  608.0198  
1.   An employee who has been employed by an employer for at 90 day s and 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, is entitled to not more than 160 hours of l eave in one 12-month period. Hours of leave provided pursuant to this 
subsection:  
  (a) May be paid or unpaid by the employer;  
  (b) Must be used within the 12 months immediately following the date on which the act which constitutes domestic violence 
occurre d;  
  (c) May be used consecutively or intermittently; and  
  (d) If used for a reason for which leave may also be taken pursuant to the Family and Medical Leave Act of 1193, 29 U.S.C. §§ 
2601 et seq., must be deducted from the amount of leave the employee is  entitled to take pursuant to this section and from the amount 
of leave the employee is entitled to take pursuant to the Family and Medical Leave Act of 1 993, 29 U.S.C. §§ 2601 et. Seq. 
2.  An employee may use the hours of leave pursuant to subsection 1 a s follows: 
  (a) An employee may use the hours of leave only:  
   (1) For the diagnosis, care o treatment of a health condition related to an act which constitutes domestic violence 
committed against the employee or a family or household member of the employee;  
   (2) To obtain counseling or assistance related to an action which constitutes domestic violence committed against the 
employee or a family or household member of the employee;  
   (3) To participate in court proceedings  related to an act which constitutes domestic violence committed against the 
employee or a family or household member of the employee;  
   (4) To establish a safety plan, including, without limitation, any action to increase the safety of the employee or the 
family or household member of the  employee from a future act which constitutes domestic violence.   
  (b) After taking any hours of leave upon the occurrence of the action which constitutes domestic violence, an employee shall 
give not less than 48 hours advance notice to his or her employer of the need to use additional hours of leave for any purpose listed in 
paragraph (a).  
3.  An employer shall not:  
  (a) Deny an employee the right to use hours of leave in accordance with the conditions of this section;  
  (b) Require an employee to find a r eplacement worker as a condition of using hours of leave; or  
  (c) Retaliate against and employee for using hours of leave.  
4.  The employer of an employee who takes hours of leave pursuant to this section may require the employee to provide to the empl oyer 
documentation that confirms or supports the reason the employee provided for requesting leave. Such documentation may include, 
without limitation, a police report, a copy of an application for an order for protection, an affidavit from an organization  which provides 
services to victims of domestic violence or documentation from a physician. Any documentation provided to an employer pursuant to 
this subsection is confidential and must be retained by the employer in a manner consistent with the requirements of the Family and 
Medical Leave Act of 1993, 29 U.S.C. §§ 2601 et seq.  
5.   The Labor Commissioner shall prepare a bulletin which clearly sets forth the right to the benefits created by this section. T he Labor 
Commissioner shall post the bulletin on the Internet website maintained by the Office of Labor Commissioner, if any, and shall require 
all employers to post the bulletin in a conspicuous location in each workplace maintained by the employer. The bulletin may be included 
in any printed abstract posted by  the employer pursuant to NRS 608.013.  
6.   An employer shall maintain a record of the hours of leave taken pursuant to this section for each employee for a 2-year period 
following the entry of such information in the record and, upon request, shall make those records available for inspection by the Labor 
Commissioner. The employer shall exclude the names of the employees from the records, unless a request for a record is  
for the purpose of an investigation.  
 
7.  The provisions of this section do not:  
  (a) Limit or abridge any other rights, remedies or procedures available under the law.  
  (b) Negate any other rights, remedies or procedures available to an aggrieved party.  
(c) Prohibit, preempt or discourage any contract or other agreement that provides a more  generous leave benefit or paid leave 
benefit.  
8.  As used in this section:  
  (a) “Domestic violence” has the meaning ascribed to it in NRS 33.018.  
  (b) “Family or household member” means a”  
   (1) Spouse;  
   (2) Domestic Partner;  
   (3) Minor child; or  
(4)  Parent or other adult person who is related within the first degree of consanguinity or affinity to the employee, or 
other adult person who is or was actually residing with the employee at the time of the act which constitutes domestic 
violence.  
 
Pursuant to  NRS 608.195 (except as otherwise provided in NRS 608.0165) any person who violates provisions of NRS 608.005 to 608.195 
inclusive is guilty of a misdemeanor. In addition to any other remedy or penalty, the Labor Commissioner may impose against t he person an 
administrative penalty of not more than $5,000 for each violation.  
 
OLC 2019 	
         OFFICE OF THE 	LABOR 	COMMISSIONER	 	           	3300	 WEST SAHARA 	AVENUE	, SUITE 	225 	           	LAS VEGAS	, NEVADA 	89102  	           	PHONE	: (702)	 486-2650  	           	FAX (702)	 486-2660    	             	OFFICE OF THE 	LABOR 	COMMISSIONER	 	          	1818	 COLLEGE 	PARKWAY	, SUITE 	102  	          	CARSON 	CITY, NV 89706  	          	PHONE	: (775)	 684-1890	  	          	FAX (775)	 687- 6409 	
STATE OF NEVADA	 	
 
Department of Business & Industr y 
OFFICE OF THE LABOR COMMISSIONER  	
www.labor.nv.gov	 	
STEVE SISOLAK	 	GOVERNOR	 
 
MICHAEL J. BROWN   
D	
IRECTOR	 
 
SHANNON M. CHAMBERS  	
LABOR 	COMMISSIONER